Corporate Executive Recruitment Rule was made to prevent child labor from being hired. In case of employing young persons less than 16 years old by mistake, our company will educate and resign them while invalidate the signed labor contracts. To those living hard lives, our company will take the circumstances into consideration to give necessary life aid and reflect the situation to related government sectors to properly arrange their lives.
>> Non-discrimination
Human rights are recognized during the management of the corporation and considered when making an investment and purchase decision (including the selection of suppliers/contractors) while discrimination in any forms is objected. Our company has no discrimination rules of race, social class, nationality, religion, body deformity, gender & sex difference, members of trade union, political attachment and age, etc. on employment, pay, promotion, demission and retirement, etc. Meanwhile, no discrimination behavior is allowed in the daily activities. The problem of the discrimination will be listed as one of the contents for the employee satisfaction survey.
>> Protection of female employees
A trade union committee for female employees was established to actively help fulfill the laws and regulations related with the rights, benefits and special benefits endowed to the female employees and offer particular protection for them. In order to realize the protection of the rights, benefits and special benefits for female employees at the source, our company takes whether the labor contract and collective agreements own the terms to protect the special benefits of female employees or not as one of the standards to judge the standardization and validity of the contracts. In addition, our company recognizes and strengthens the female employee protection work in production and organizes the examination work of the labor safety and sanitary supervision for female employees based on facts to ceaselessly improve the labor environment and condition for them. An annual female employee health examination system is followed to care the physical and psychological health of them.
Based on the actual situation of the company, the members of the Trade Union Committee for Female Employees were adjusted at the beginning of 2005 to better bring it into play. A female employee work meeting was held to fulfill the emphases for the trade union committee of female employees in 2005. And a contest on the laws and regulations for the protection of the rights and benefits of the female employees was organized to publicize and popularize the legal knowledge related with the protection of female employees' rights and benefits. Moreover, lectures on the images and amenities of female employees and female employee symposia were offered to communicate and discuss how female employees to exert their abilities, wisdom and initiatives to contribute to the reform, benefits and development of the company.
Our company offers a maternity leave in the range of 90 days to 135 days and a 6.5 months' breeding leave systems to better protect the health of the female employees and their children.
>> Discipline practices
a) Human-oriented working environment
The human-oriented working environment is the core for human orientation, which creates harmonious working environment for employees and promotes the good circulation of the corporation operation and management. Employees are allowed to select their own jobs with personal freedom. And the company will not restrict the employees from choosing new jobs by taking any excuses and means such as the detention of certificates and personal records, etc. when they resign from the company. Meanwhile, our company will never restrict the personal freedom of the employees. Even when some employees violate the disciplines, the company will neither take the ways such as confinement as the punishment nor seal the working locations and dormitories to restrict the personal freedom of the employees. Without tampering with the company's business operation, employees are allowed to come to work in casuals every Friday as it is the casual working day of the company. Any forced labor with any excuse is forbidden in the company, where means such as the detainment of certificates and money, repayment of debts, monitoring, threat and employment of prisoners, etc. are absolutely not allowed for forced labor.
b) Reasonable disposal of employee complaints
Our company sets up a general manager mailbox to encourage employees to reflect their bothers and complaints in the daily work or air their grievances. Related procedure for letters and calls was made in accord with the Regulations on Letters and Visits for employees to reflect their suggestions, advices or complaints and speak out grievances through the appointed organization for letters and calls. The company will properly manage employees' letters, visits and calls and annual holds a regular meeting for communication and coordination. If necessary, a special coordination meeting will be held to solve the problems reflected by the employees. Based on the characteristics of the letters and visits in history, a responsibility system for the fulfillment of the work for letters and visits was made. In addition, the company deployed a series of measures such as helping the poor, establishing regular meeting system for letters and visits, strengthening the publicity and education for laws, regulations and related policies for letters and visits, perfecting the reception and management process for letters and visits, improving the qualities and abilities of the staff for letters and visits and setting up a team to coordinate and deal with sudden events. The letters and visits from our staff obviously dropped in 2005 while the settlement rate of the letters and visits greatly increased in the same year. Historical Letters and Visits/Settlement Rate: 494 times in Y2003/83.4%, 480 times in F2004/85.7% and 303 times inY2005/94%.
