Human Rights Protection

CT strictly adheres to internationally recognized human rights standards such as the International Labor Organization Tripartite Declaration of Principles, the OECD Guidelines for Multinational Enterprises, and the UN Universal Declaration of Human Rights, and takes actions consistent with the Responsible Business Alliance Code of Conduct. The Company establishes policies on human rights protection and labor, and is committed to creating a healthy and safe workplace, prohibits forced labor, ensures reasonable working hours and freedom of association for employees, and provides effective and appropriate grievance mechanisms to prevent and address situations that may infringe upon employee rights and interests.

In 2024, we conducted 2,399 training hours on human rights protection for our employees. We will continue to pay attention to human rights protection issues and promote relevant education and training to raise awareness of human rights protection and reduce the likelihood of related risks. In addition, the company conducts human rights internal audits on subsidiaries, confirms the actual improvement status on site, and reports the audit results and improvement status to the supervisor.

Prohibition of Child Labor

Regarding child and underage workers, CT fully complies with the Labor Standards Act and the CT Human Rights Declaration and has never employed child workers under 16 years of age. During the recruitment process, the actual age of candidates is verified to ensure that no child labor is employed. During interviews, thorough age verification is conducted and hired employees undergo verification checks as a dual safeguard to ensure no oversights. Applicants must provide relevant identification documents (for example, national ID card, driver’s license, health insurance card, academic certificates, etc.).

Prohibition of Discrimination

In hiring employees, the Company does not engage in language, attitudes, or behaviors that discriminate based on race, color, nationality, social origin, class, language, ideology, religion, political affiliation, ancestry, place of birth, gender, sexual orientation, age, marital status, appearance, facial features, zodiac sign, blood type, physical or mental disability, or past labor union membership. CT ensures that its employment policy provides equal treatment, implements fairness and equity in recruitment, remuneration and benefits, training, performance evaluation and promotion opportunities, and provides an effective and appropriate grievance mechanism to prevent and address situations that may infringe on employee rights and interests. The Company is committed to creating a work environment of equal employment and free from discrimination and harassment. In 2024, no human rights violations or discrimination incidents occurred.

Prohibition of Workplace Violence

Unlawful infringement while performing duties (commonly referred to as workplace harassment): Incidents in which employees, while performing their duties at the workplace or in related environments (including commuting), suffer abuse, threats, or attacks that explicitly or implicitly challenge their safety, well‑being, or health. Types include:

ž   Physical violence (such as beating, scratching, punching, kicking, etc.)

ž   Psychological violence (such as threats, bullying, harassment, insults, etc.)

ž   Verbal harassment (such as bullying, intimidation, interference, discrimination, etc.)

ž   Sexual harassment (such as inappropriate sexual innuendo and conduct, etc.)

ž   Stalking

All may file complaints and seek assistance through the Company’s channels. After the Company receives a complaint, it conducts a risk assessment and carries out subsequent follow up to safeguard employee physical and mental health.

Anyone subjected to sexual harassment may file a complaint with the Company. If an employee encounters sexual harassment in the workplace, they may report it to a supervisor in the Administration Department. Complaint hotline telephone: (03) 4730201 extension 217, dedicated complaint fax: (03) 4738325, dedicated complaint email: ct.a@century.com.tw. The Company may establish an “Employee Complaint Handling System” as needed for management purposes.

Prohibition of Forced Labor

When the employment relationship is established, a written labor contract is signed in accordance with the law. The contract stipulates that the employment relationship is formed on the premise of mutual consent, prohibits forced labor and illegal human trafficking, and opposes any form of slavery.

Strictly comply with local government labor laws, international standards, and the CT Human Rights Declaration, and do not force or coerce any person who is unwilling to perform labor. The work regulations shall specify that if there is a need for overtime, with the employer’s consent, employees may choose, at their discretion, either overtime pay or compensatory time off.