• Recruitment interview
• Interaction at the workplace
  ．Between supervisor-employee. or general employees.
  ．Between employees and outsourced vendor employees.

• SYSTEX has formulated and updated the “Regulations for Prevention, Correction, Complaint and Punishment of Sexual Harassment” and the “Prevention Plan to Protect Employees from Unlawful Acts while Performing Duties” to ensure that minority groups, including women, indigenous peoples, foreign employees, and third-party employees, receive equal protection.
• Conduct regular education and training sessions, as well as awareness campaigns, on the prevention of sexual harassment and unlawful infringements to strengthen employees’ and awareness.
• Provide safe and confidential channels for complaints, ensuring that complainants are fully protected from threats. The level of protection shall not differ based on whether the complainant belongs to minority or diverse groups (e.g., women, Indigenous peoples, foreign employees, or 3^rd-party workers).
• Establish an independent investigation body, “Sexual Harassment Complaint Handling Committee,” to handle complaints impartially, ensuring fair treatment without discrimination based on the complainant’s minority or diverse group identity (e.g., women, Indigenous peoples, foreign employees, or 3^rd-party workers).

• Insufficient manpower
• Specific needs for rapid business or activities

• Strictly comply with labor laws and regulations by clearly stipulating requirements such as overtime applications in the work rules or relevant internal policies, and strengthen related communication and awareness.
• Implement a flexible working hours system, allowing employees to adjust their start and end times to accommodate childcare or other special needs.
• Utilize the attendance management system to help employees record and review daily working hours, and automatically send reminder emails to employees at the end of the workday.
• Organize annual training sessions on labor laws to help managers understand working hours regulations and establish correct management practices.
• Provide employees with the option of either receiving overtime pay or taking compensatory leave as compensation for extended working hours.

• Recruitment interview
• Workplace

• Clearly stipulate in the “Human Rights Policy” and “Work Rules” the prohibition of employing child labor.
• During recruitment interviews, verify the applicant’s age, and at the onboarding stage, ensure thorough verification of relevant identification documents.

• Recruitment interview
• Workplace

• Clearly stipulate in the “Human Rights Policy” and “Work Rules” the prohibition of all forms of discrimination, ensuring an equal workplace environment, with equal protection for minority and diverse groups such as women, Indigenous peoples, and foreign employees.
• Strictly comply with the “Gender Equality in Employment Act,” the “Employment Service Act,” and other relevant regulations to promote workplace equality and prevent discrimination.
• Fulfill the legal requirements for the number and ratio of employees with disabilities, provide an accessible and inclusive workplace, and offer tailored support measures to meet their needs.
• Conduct regular reviews of SYSTEX’s policies and procedures to ensure that no discriminatory provisions exist.

• Workplace
• Business operation

• Set “health managers” and a “health management center” to conduct regular employee health checkups and invite partner hospital physicians to provide on-site health consultation.
• Provide employees with information on lifestyle, nutrition, health education, exercise, and wellness promotion. Organize lectures and workshops, including specialized sessions for minority and diverse groups (e.g., mid- to senior-aged employees, women).
• Collaborate with professional consulting firms to implement an “Employee Assistance Program (EAP),” offering comprehensive professional counseling services.
• Provide diverse leisure and fitness spaces such as a gym, multi-purpose sports courts, and a recreational coffee lounge.

• Workplace
• Business operation

• In accordance with the “Occupational Safety and Health Organization Management Regulations,” establish an “Occupational Safety and Health Management Committee,” and hold quarterly meetings to implement matters related to labor safety and health.
• Continuously improve workplace safety and health conditions to prevent occupational accidents and ensure a safe working environment.
• Conduct regular inspections of workplace conditions, including drinking water, lighting, and fire safety equipment.
• Provide regular occupational safety, health, and first-aid training for employees to raise awareness of potential risks.
• Set up lactation rooms and provide breastfeeding facilities for female employees. In addition, provide customized support equipment for employees with disabilities (e.g., personalized access control settings).

• Business operation
• Different perceptions, poor communication

• Strictly comply with labor regulations and clearly incorporate them into work rules and related policies to ensure employees understand their labor rights.
• Establish smooth communication channels to reduce labor-management disputes arising from differences in understanding.
• Hold regular labor-management meetings to ensure effective dialogue with employees, fostering harmonious relations and employee well-being.

• Conduct employee performance reviews to support career growth and provide feedback.
• Establish promotion guidelines to support annual advancement and salary adjustments based on individual performance.

• Workplace
• Business operation

• Clearly stipulate in the “Human Rights Policy” the prohibition of human trafficking.

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36 individuals

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