Anti-discrimination & Anti-harassment
Article 1 (Purpose)
To create a friendly and harmonious working environment, to eliminate any form of discrimination and harassment, and to ensure that employees are treated with due respect, reasonableness, and equality, the Company has formulated the following "Anti-Discrimination and Anti-Harassment Policy" (hereinafter referred to as the "Policy"). We hope that all employees will fully understand the Company's responsibility and determination to implement the Policy accordingly.
Article 2 (Authority and Responsibility)
The authority for this policy is the Administration Department.
Article 3 (Scope of Application)
This policy applies to the Company and its subsidiaries. Suppliers and business partners are expected to comply with this policy.
Article 4 (Definition of Terms)
The terms used in this Policy are defined below:
- Discrimination: refers to unequal treatment based on personal characteristics. This includes, but is not limited to, nationality, race, age, gender, sexual orientation, gender identity, religious beliefs, political affiliation, language, place of origin, place of birth, appearance, skin color, facial features, physical or mental disabilities, medical history, pregnancy, etc., which result in differential or unequal treatment.
- Harassment: refers to unwelcome behavior towards others that causes them to feel disturbed, intimidated or offended, or even creates an unfavorable work environment.
The types of harassment in item 2 of the preceding paragraph include but are not limited to the following:
- Sexual harassment: refers to a person who commits sexual or gender-related acts against another person against his/her will, other than the crime of sexual assault, under one of the following circumstances:
a) Taking the other person's submission or refusal of the behavior as a condition for the other person to obtain, lose or diminish the rights and interests related to work, education, training, services, projects, and activities.
b) Displaying or broadcasting words, drawings, sounds, images or other objects, or using discriminatory or insulting words or actions, or by other means, which have the effect of undermining another person's human dignity, or creating a situation that causes the person to feel intimidated, hostile, or offended; or unduly interferes with the conduct of his or her work, education, training, service, program, activity, or normal life. - Stalking: This refers to repeated or persistent conduct against a specific person in the workplace or by using work opportunities, by means of a person, vehicle, instrument, device, electronic communication, internet or other means, which is against the person's will and related to sex or gender, and which creates fear and is sufficient to affect the person's daily life or social activities.
- Other harassment: such as physical, violent, psychological, verbal or other harassing behavior towards others.
Article 5 (Responsibility of Management and Supervision)
Employers or those who have the right to manage and supervise in the workplace shall not use the power, opportunity, or method of work to discriminate against or harass employees or job applicants, nor shall they condone discrimination or harassment of employees or job applicants by others.
Employees shall not discriminate against or harass fellow employees in the workplace, nor shall they discriminate against or harass fellow employees in the performance of their duties.
The Company shall discourage or take appropriate action against any employee in the workplace who is under the Company's management and supervision in the preceding two situations; failure to discourage or take appropriate action shall be considered as connivance.
Article 6 (Complaints of Discrimination and Harassment)
Employees or job seekers who encounter discrimination or harassment in the workplace may file a complaint with the administration.
Complaint hotline:（03）587-0928
Complaint hotline fax:（03）587-0508
Complaint hotline mailbox or e-mail: karan.chuang@ikka.com.tw
Article 7 (Complaint Handling Committee)
Within 15 days of receiving a complaint, the Department of Administration shall establish an investigation team and begin investigation and deliberation. The team shall consist of 5 members, 1 of whom shall be a representative of the employer and 4 of whom shall be representatives of employees. At least one-half of the members shall be female.
Article 8 (Receiving Complaints of Discrimination and Harassment)
If necessary, the person who receives the complaint may ask the complainant to state the facts of the discrimination or harassment. An investigation will be conducted based on the complainant's statement. Relevant departments or personnel will be asked to provide information.
After the complainant states a fact, if the complainee denies the fact, the burden of proof shall be on the complainee to prove the non-existence of the fact.
After the complainant states a fact, if the complainee denies the fact, the burden of proof shall be on the complainee to prove the non-existence of the fact.
Article 9 (Obligation of Confidentiality)
To protect the rights and interests of the complainant, the person who receives the complaint shall handle the complaint in a confidential manner and shall not disclose the complainant's name or other relevant information that is sufficient to identify the complainant. The Company shall not dismiss, transfer, or otherwise disadvantage any employee for filing a complaint of discrimination or harassment.
Article 10 (Disciplinary Action)
If there are indeed facts of discrimination or harassment, the Company will admonish, record a demerit, major demerit, transfer, etc. to the complainant according to the severity of the case. If the fact involves criminal liability, the Company may transfer it to the judicial authority for investigation.
Article 11 (Promotion and Training)
The Company and its subsidiaries will make appropriate use of internal meetings, e-mails, e-bulletins, and other means of transmitting information to convey and promote the articles of this Policy to employees from time to time. We organize related education and training sessions, including the concepts of discrimination and harassment, channels for filing complaints, preventive and curative measures, and ways to respond, as well as the mechanism for dealing with reports.
Article 12 (Unfinished Matters)
Matters not covered in this policy will be handled in accordance with the laws of the competent authority and the relevant regulations of each company.
Article 13 (Date of effect and Revision)
This policy shall be effective upon approval by the Chairman of the Board of Directors. The same applies to revisions.
This policy was established on January 1, 2023.