Respect for Human Rights

WNC promises to comply with international human rights standards such as the UN Universal Declaration of Human Rights, the Ten Principles of The UN Global Compact, the International Labour Organization’s Declaration on Fundamental Principles and Rights at Work, and the RBA Code of Conduct; abide by labor laws and national Acts such as the Act of Gender Equality in Employment; and adhere to principles of respect for human rights to employ appropriate talent for corresponding positions. We will not consider an individual’s gender, age, ethnic background, nationality, religion, marital status or political affiliation as an advantage or disadvantage during evaluation. We check, adjust, and formulate a reward distribution system that is competitive across the industry, and commit to establishing a credible, healthy, and safe working environment by performing internal ISO 45001 audits and verification by a third party annually to ensure workplace safety and health conditions meet international standards. In addition to promoting human rights and related regulations in new and current employee training courses, we also investigate actual working conditions to ascertain any issues relating to child labor, underage labor, forced labor, sexual harassment, labor relations, and prohibitions on expressions of free will according to our customers’ requests. WNC did not receive any complaints regarding violations of human rights or discrimination in 2020.

Abolition of Child Labor

In accordance with regulations, WNC does not hire workers below the legal working age, and WNC (Taiwan) and WNC’s sites in China do not hire workers below the age of 16. The WNC RBA Code of Conduct Manual prohibits the hiring of child workers, and WNC’s Management Measures on Hiring New Employees and Operational Guidelines for the Recruitment of Underage Workers stipulate that when new employees report to work, they should present identification documents to WNC for review to ensure that they are at least 16 years of age.

Protection of Juvenile Workers

In accordance with The Act of Cooperative Education Implementation in Senior High Schools and the Protection of Student Participants’ Rights, workers 16 to 18 years of age may be placed if they are technical students receiving vocational training. However, they are not allowed to engage in heavy work or in any work of a dangerous nature. These interns may not work at night and on holidays, and working hours must comply with relevant regulations. In addition, WNC also strengthens some aspects of workplace discipline for the underage participants of the cooperative education program to guarantee their physical and mental development and labor rights.

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students

WNC supports the effort of the vocationaleducation system in bridging the gap betweentheoretical and practical needs of job operations.Since 2002, WNC (Taiwan) has cooperated with the Department of Computer Science and Data Processing of Dong Wu Senior Industrial Home Economics Vocational High School in a long-term cooperative education program, which provides students with the chance to experience working on production lines to learn related skills. In 2020, a total of 142 students from Dong Wu Vocational High School participated in cooperative education
programs on WNC production lines, including 67 students aged 16–18 (as at year end).

Elimination of Forced Labor

All WNC sites comply with international standards and local acts, including the California Transparency in Supply Chains Act of 2010 and the UK Modern Slavery Act 2015. WNC provides good working conditions and establishes reasonable working hours. WNC has no right to request employees hand over their ID cards, passports, or work permits to WNC. All duties are set with respect to employees. All employees are employed out of their own free will and have the right to leave. The WNC Supplier Code of Conduct forbids forced labor, and we will continue to apply this code of conduct to all suppliers. Every year WNC issues a WNC Modern Slavery Statement to declare that the company and its suppliers have policies, management practices or related measures to ensure that no slavery or human trafficking is involved in the manufacture of our goods.

Gender Equality

According to the Labor Standards Act and the Gender Equality in Employment Act, in order to promote gender equality, and to avoid gender and pregnancy discrimination, WNC Taiwan’s female employees can apply for menstrual leave, pregnancy checkup leave, maternity leave, miscarriage leave, and additional breastfeeding breaks. Male employees may apply for paternity leave according to personal needs. All employees who need to care for infants can apply for unpaid paternal or maternal leave (parental leave). WNC will inquire as to the employee’s intention to return to work one month before the end of parental leave and assist in their return.

Communication Mechanisms

WNC provides open and transparent suggestion and communication channels for employees. Timely communications with employees are enhanced via various committees, forums, events, as well as physical and electronic mail, hotlines, and system platforms.

To create a safe and harmonious workplace and protect employees from workplace harassment, WNC (Taiwan) established Measures for the Reporting and Handling of Workplace Harassment. The Human Resources Administration Division is responsible for the prevention, correction, complaint handling, and punishment of harassment in the workplace. In view of the differing cultural and administrative requirements, WNC’s sites in China and Vietnam have implemented Regulations on Filing and Handling of Internal Complaints. Employees may file complaints and reports regarding various issues, such as sexual harassment, with the HR Admin. Div., which is responsible for receiving, investigating, handling, reporting, and offering feedback on all complaints from all employees and related parties. Employee representatives and the employees union are responsible for monitoring the methods that WNC use to handle such complaints and reports

Employee makes anonymous complaint of unlawful workplace infringement

HR receives complaint and investigates

Disciplinary action is taken and reported back to all parties involved

Employee education and training is enhanced to create a safe work environment