Century Iron and Steel Industrial Co., Ltd. strictly adheres to internationally recognized human rights standards, such as the International Labor Office Tripartite Declaration of Principles, the OECD Guidelines for Multinational Enterprises, and UN Universal Declaration of Human Rights. We also align our actions with the Responsible Business Alliance’s code of conduct formulating policies concerning human rights protection and labor practices. Additionally, the Company is committed to establishing a healthy and safe workplace, where forced labor is strictly prohibited. We ensure that employees have reasonable working hours, freedom of association, and access to effective and appropriate grievance mechanisms to prevent and address any violations of employees’ rights.

n   Prevention of Workplace Unlawful Conduct

CT strictly adheres to local labor laws, international standards, and the “CT Human Rights Declaration”, implementing relevant internal regulations. In order to prevent employees from experiencing unlawful conducts of harm by employers, supervisors, colleagues, service recipients, or other third parties in the workplace, which may result in physical or mental injuries, CT has established the “Guidelines for Prevention of Workplace Unlawful Conduct on Duty” in accordance with Paragraph 2, Article 6 of the Occupational Safety and Health Act and Article 11 of its Enforcement Rules. We provide complaint channels to ensure the physical and mental well-being of our employees.

(A)  Flow Chart of Occupational Unlawful Infringement

(B)  Results of the evaluation and investigation and the correction ratio are set out in the following table; currently, the improvement is ongoing.

(C)  Incidents of Occupational Misconduct in 2022:

n   No Child Labor

CT strictly adheres to the Labor Standards Act and the “CT Human Rights Declaration” in regard to child labor and underage workers. We have never employed anyone under the age of 16 for any work. During the recruitment process, we conduct thorough age verification checks to ensure that no child labor is employed. In interviews, we conduct extensive age inquiries and verify the documents provided by the hired employees, implementing a dual-check system to avoid any oversight. Applicants are required to provide relevant identification documents such as ID cards, driver’s licenses, health insurance cards, and educational certificates.

n   No Discrimination

There is no differential treatment in terms of language, attitude, and behavior imposed on the recruitment of employees due to ethnicity, class, language, idea, religion, political party, native place, birthplace, gender, gender orientation, age, marital status, appearance, facial organs, horoscope, blood type, physical or mental disability, or prior membership of a labor union. We ensure our employment policy is free of differential treatment, implement fair and just employment, salaries and benefits, training, evaluations, and promotion opportunities, and provide an effective and appropriate complaint system to avoid and respond to circumstances harming employees’ interests. We commit to creating a working environment of equal employment that is free of discrimination and harassment.

n   No Workplace Violence

Unlawful conducts on duty (the “workplace violence”): Events of challenges to the safety, well-being, and health of employees resulting from being abused, threatened, or attacked in relevant environments (including commuting) due to the execution of duties. That includes:

Ø   Physical violence (i.e., beating, scratching, punching, and kicking).

Ø   Mental violence (i.e., threatening, bullying, harassing, and taunting).

Ø   Language violence (i.e., bullying, intimidating, interfering, and discriminating).

Ø   Sexual harassment (i.e., inappropriate sexual implications and behaviors).

Employees can file complaints via the company’s channels to seek help. Once receiving the complaint, the company will carry out the risk evaluation and subsequent follow-up to ensure the physical and mental health of employees.

Litigation may be raised against the Company for any sexual harassment that occurred; for any sexual harassment that occurred to employees at the workplace, they may be reported to the supervisor of the Management Department. Complaint line: (03)4730201#217; complaint facsimile: (03)4738325; complaint mailbox: ct.a@century.com.tw. The Company may otherwise establish its “employee complaint processing system” based on the management requirements.

Workplace Violence Handling Flowchart

n   No Forced Labor

The employment relationship is established by signing a written labor contract in accordance with the law. The contract specifies that the employment relationship is based on mutual agreement and prohibits forced labor, human trafficking, and slavery.

We strictly adhere to local labor laws, international standards, and the “CT Human Rights Declaration”. We do not compel or coerce individuals who are unwilling to perform labor. Within our work regulations, it is clearly stated that if overtime work is required with the employer’s approval, employees have the option to choose between overtime pay or compensatory time off, based on their preference.