Human Rights Protection
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 2025, human rights education and training accumulated a total of 162 person-times and 182.33 hours.
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. The Company ensures that the employment policy provides equal treatment, implements fairness and equity in employment, remuneration and benefits, training, appraisal, and promotion opportunities, and provides effective and appropriate grievance mechanisms to prevent and respond to situations that harm employees’ rights and interests, striving to create a work environment of equal employment and free from discrimination and harassment.
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:
Physical violence (such as beating, scratching, punching, kicking, etc.)
Psychological violence (such as threats, bullying, harassment, verbal abuse, etc.)
Verbal violence (such as bullying, intimidation, interference, discrimination, etc.)
Sexual harassment (such as inappropriate sexual innuendo and conduct, etc.)
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: appeal@century.com.tw. The Company may establish an “Employee Complaint Handling System” as needed for management purposes.
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.
In 2025, while pursuing operational efficiency, the Company regrettably experienced matters arising from discrepancies in understanding operating procedures, resulting in situations involving the determination of overtime pay under the Labor Standards Act and administrative procedures not being fully compliant with regulations (Article 39, Paragraph 4 of the Occupational Safety and Health Act and Article 24, Paragraph 1 of the Labor Standards Act), with total fines of NTD 150,000. The Company completed improvements at the earliest opportunity, made up the relevant shortfall, and paid the penalty, and at the same time conducted internal education and training to deepen education on regulatory compliance for management and grassroots personnel, striving to create a zero-risk, compliant, and friendly workplace.
The Company determines major violation incidents based on the following standards:
1. Whether the severity of the incident has a material impact on the Company's operations, financial condition, reputation, or the environment.
2. Whether the amount of the fine reached or exceeded NTD 100,000.