Human rights protection

(1) Establish a "Human Rights Management Policy" to ensure that no child labor is employed, to eliminate any human rights violations, to avoid any forced labor and harassment or discrimination, and to clearly state that all colleagues will be treated with fairness and respect.
(2) Formulate "Sexual Harassment Prevention Measures, Complaints and Disciplinary Management Regulations" and set up a workplace sexual harassment complaint handling committee to protect employees from the threat of sexual harassment, create a friendly working environment, and enhance the concept of gender equality among supervisors and employees.
(3) Complaints can be made through various channels such as dedicated telephones, emails, labor-management meeting representatives, and the Sexual Harassment Complaint Handling Committee. All relevant complaint cases are handled by dedicated personnel, and information related to the complainant and the complaint process will not be disclosed to protect the rights and interests of employees.

No human rights-related complaints were received in 2024, nor were there any incidents of discrimination based on ethnicity, gender, religion, party affiliation, sexual orientation, sexual harassment, workplace bullying, etc.

Note 1: Employee figures are based on the last day of the reporting period, December 31st.
Note 2: Fixed-term/indefinite contract: Please refer to the definition in Article 9 of the Labor Standards Act.
Note 3: Full-time/Part-time: Part-time workers (also known as partial-time workers), according to the definition of the Ministry of Labor, refer to workers whose working hours are significantly shortened compared to full-time workers in an organization. The shortened hours are determined by mutual agreement between labor and management.

KUEN LING values multiculturalism and workplace inclusion. In 2024, there were 2 employees with disabilities, 2 employees with Indigenous identity, and 11 foreign employees, with an average length of service of 6.37 years. The office is also equipped with accessible ramps, toilets, and a breastfeeding room. It is fully equipped with desks, chairs, refrigerators and other facilities to ensure that female employees can feel at ease at every stage, from pregnancy and childbirth to childcare. For employees with Indigenous identity, holiday leave is provided to provide an equal and consistent workplace experience for all colleagues.
In 2024, no cases of discrimination, child labor, forced or compulsory labor were reported or discovered through investigation.

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