I. Workplace Diversity Policy
(I) Policy
Our company values workplace diversity and is committed to fulfilling our corporate social responsibility by providing employees with a dignified and safe working environment. We protect the basic human rights of all colleagues, customers, and stakeholders. We have established a "Human Rights Policy Statement" and adhere to the principles of international human rights conventions such as the Universal Declaration of Human Rights, the Guidelines for Business and Human Rights, the Global Covenant of the United Nations, and the International Labour Organization. We respect internationally recognized basic human rights policies, including freedom of association, care for vulnerable groups, prohibition of child labor, elimination of all forms of forced labor, and elimination of employment and employment discrimination. We also strictly abide by the labor laws and regulations of the location where our company is located.
In matters concerning hiring, remuneration, training opportunities, promotion, dismissal, or retirement, unfair treatment must not be based on race, nationality, ethnicity or social origin, place of birth, social class, bloodline, religion, disability, gender, sexual orientation, family responsibility, marital status, union membership, political views, nationality, age, or other discriminatory factors. Except for medical examinations required by law or to determine suitability for specific work, employees or prospective employees must not be forced to undergo discriminatory medical examinations.
In order to provide employees (including employees, dispatched workers, technical students and interns) and job seekers with a work and service environment free from sexual harassment, and to take appropriate preventive, corrective, punitive and handling measures to protect the rights and privacy of the parties involved, our company has established the "Regulations for Complaints and Punishments Regarding Sexual Harassment Prevention Measures" in accordance with Article 13, Paragraph 1 of the Gender Equality Employment Act and the relevant provisions of the "Guidelines for Prevention of Sexual Harassment in the Workplace" promulgated by the Ministry of Labor.
Our company has established dedicated telephone lines, fax machines, dedicated mailboxes, email addresses, or other designated complaint channels for handling sexual harassment incidents. We also publicly display relevant information in a prominent location in our workplace, and designate personnel or units to be responsible for the handling, investigation, and resolution of sexual harassment complaints.
All complaints regarding sexual harassment are handled and coordinated by our Human Resources Department. Anyone experiencing sexual harassment should file a complaint with our Human Resources Department. The complaint channels are publicly disclosed as follows:
Complaint hotline: 02-2709-9889 Human Resources Department
Complaints Fax: 02-2709-9997
Complaints email address: hr@leadsun-green.com
(II) Implementation Status of Workplace Diversity Policies
[Women's Diversity Indicators]
Employee structure
Women make up approximately 61% of all employees, and 75% of managers are women.
Note: Statistics are cutoff date as of December 31, 2014.
-
Distribution by gender, age and education level
Note: Statistics are cutoff date as of December 31, 2014.
[Equal Pay]
Our company has a "Salary and Compensation Committee" to provide employees with competitive compensation and to reward employees for their business performance through a transparent and equitable compensation policy.
For entry-level specialists of the same position, all recruits receive the same compensation. For those with relevant professional and work experience, compensation is determined based on their education, experience, expertise, and certifications, without any difference based on gender or ethnicity.
The following explains the company's compensation equality situation using compensation equality indicators and salary-compensation ratios.
I. Indicators of Pay Equality
Please see the table below for details regarding our company's salary equality indicators, with related explanations as follows:
1. Supervisory positions are mostly held by women, therefore their average salary is higher than that of male employees.
2. There was no significant difference in the median salary-to-compensation ratio between female and male employees.
Statistics period: January 2014 to June 2014 (employees who have been employed for 6 months or more)
II. Salary-to-Compensation Ratio Please see the table below for details on our company's salary-to-compensation ratio, with related explanations as follows:
1. Since most supervisory positions are held by women, female employees generally receive higher salaries than male employees.
2. Since most entry-level positions are held by women, male employees generally receive higher salaries than female employees.
Statistics period: January 2014 to June 2014 (employees who have been employed for 6 months or more)
II. Measures for handling complaints and punishments related to the prevention and control of sexual harassment
Article 1
Lisheng Energy Technology Co., Ltd. (hereinafter referred to as "the Company") has formulated this regulation in order to provide employees (including employees, dispatched workers, technical students and interns) and job seekers with a work and service environment free from sexual harassment, and to take appropriate preventive, corrective, punitive and handling measures to protect the rights and privacy of the parties involved. This regulation is formulated in accordance with Article 13, Paragraph 1 of the Gender Equality Employment Act and the relevant provisions of the "Guidelines for Prevention and Control of Sexual Harassment in the Workplace" promulgated by the Ministry of Labor.
Article 2
Unless otherwise stipulated by law, our company's measures to prevent sexual harassment and the handling of complaints shall be carried out in accordance with these Measures.
Article 3
Supervisors at all levels of this company shall not engage in the following conduct with respect to their subordinates, or between employees, or with job seekers:
Using sexually suggestive, sexually charged, or sexist language or behavior to create a hostile, coercive, or offensive work environment for other employees, thereby infringing upon or interfering with their personal dignity, freedom, or affecting their work performance.
Supervisors may use explicit or implicit sexual demands, sexually suggestive or sex-discriminatory words or actions towards subordinates or job seekers as a condition for the establishment, continuation, modification, distribution, allocation, remuneration, performance evaluation, promotion, demotion, or reward/punishment of an employment contract.
For other employees or job seekers who are under their command or supervision due to employment, job seeking or performance of duties, to use their power or opportunity to sexually harass them.
For specific employees, sexual harassment behavior that is discriminatory, hostile, sexually suggestive, or offensive in any of the three categories mentioned above, occurring outside of working hours.
Article 4
The determination of acts of sexual harassment shall, in addition to being determined in accordance with Article 12, Paragraphs 1 to 4 of the Gender Equality Working Act, take into account the following circumstances:
Inappropriate staring, touching, hugging, kissing, or smelling of any part of another person's body; forcing another person to do the same to any part of one's own body is also considered inappropriate.
Sending, leaving, displaying or broadcasting sexually suggestive, sexually charged or sexist words, pictures, sounds, images or other articles.
Repeated or persistent acts of following or pursuing against one's will.
Article 5
Our company has established dedicated telephone lines, fax machines, dedicated mailboxes, email addresses, or other designated complaint channels for handling sexual harassment incidents. We also publicly display relevant information in a prominent location in our workplace, and designate personnel or units to be responsible for the handling, investigation, and resolution of sexual harassment complaints.
All complaints regarding sexual harassment are handled and coordinated by our Human Resources Department. Anyone experiencing sexual harassment should file a complaint with our Human Resources Department. The complaint channels are publicly disclosed as follows:
Complaint hotline: 02-2709-9889 Human Resources Department
Complaints Fax: 02-2709-9997
Complaints email address: hr@leadsun-green.com
Article 6
Our company strengthens the promotion of sexual harassment prevention measures and complaint management in employee on-the-job training; and implements workplace sexual harassment prevention education and training in annual education and training courses or workshops. We reasonably plan courses related to gender equality and sexual harassment prevention, and publicly display relevant information in prominent places in the workplace.
Article 7
Upon becoming aware of a case of sexual harassment, our company will take the following immediate and effective corrective and remedial measures:
(a) When becoming aware of sexual harassment through a complaint from the victim:
Taking into account the complainant's wishes, appropriate isolation measures should be taken to prevent the complainant from being sexually harassed again, and no adverse changes should be made to the complainant's wages or other working conditions.
Provide or refer the complainant to counseling, medical or psychological counseling, social welfare resources and other necessary services.
Initiate an investigation process, including interviewing relevant individuals involved in the sexual harassment incident or conducting appropriate investigative procedures.
If the respondent holds a position of power and the circumstances are serious, and it is necessary to temporarily suspend or adjust the respondent's position during the investigation, the respondent's position may be temporarily suspended or adjusted; if the investigation finds no evidence of sexual harassment, the salary during the suspension period shall be paid retroactively.
If sexual harassment is verified, the perpetrator will be subject to appropriate disciplinary action or treatment depending on the severity of the circumstances. In cases of serious offenses, the company may terminate the employment contract without prior notice in accordance with Article 13-1, Paragraph 2 of the Gender Equality Employment Act.
If it is proven that there was malicious fabrication, the complainant shall be appropriately punished or dealt with.
(ii) When the sexual harassment incident is known for reasons other than those mentioned in the preceding paragraph:
Interview relevant personnel to clarify and verify the relevant facts as necessary.
Inform the victim of their rights and the various avenues for redress, and assist them in filing a complaint according to their wishes.
Adjust the work content or workplace of relevant personnel as appropriate.
Provide or refer the victim to counseling, medical or psychological counseling, social welfare resources and other necessary services, according to the victim's wishes.
Our company became aware of the sexual harassment incident through the victim's statement. However, if the victim does not intend to file a complaint, our company will still take immediate and effective corrective and remedial measures in accordance with the provisions of paragraph 2 above.
Article 8
If the respondent of a sexual harassment complaint is not an employee of the company, or if the complainant is a dispatched worker or job seeker, the company will still handle the matter in accordance with the relevant provisions of these regulations and take the immediate and effective corrective and remedial measures stipulated in the preceding article.
If the victim and the perpetrator belong to different business units but have a joint work or business relationship, our company will take the immediate and effective corrective and remedial measures stipulated in the preceding article in accordance with the following provisions when we become aware of the sexual harassment:
Notify the other employer in writing, by fax, or by other means of electronic communication to jointly discuss solutions or remedies.
To protect the privacy and other personal legal interests of the parties involved.
Article 9
For employees working in workplaces outside the company's control or management, the company shall identify the types of workplace disturbance risks, provide necessary protective measures, and inform the employees in detail beforehand.
When our company becomes aware of sexual harassment incidents involving employees that are subject to the Sexual Harassment Prevention Act or the Stalking Harassment Prevention Act, we will take precautions against workplace sexual harassment risks and provide relevant assistance measures as appropriate.
Article 10
To handle sexual harassment complaints, our company has established a Sexual Harassment Complaint Handling Unit, consisting of three members. The Human Resources Department Head is an automatic member, and the remaining members are current employees appointed or selected by the General Manager based on the specific complaint case. Among them should be gender-aware professionals, and female members must constitute at least half of the total membership. The General Manager may appoint one member of the Complaint Handling Unit as the convener and chairperson of meetings; if the chairperson is unable to chair the meeting, another member may be appointed to act on their behalf. If a dispatched worker experiences sexual harassment from a company employee, our company will accept the complaint and conduct a joint investigation with the dispatch agency, notifying both the dispatch agency and the complainant of the results.
Article 11
When the person accused of sexual harassment is the company's top executive, company employees, dispatched workers, or job seekers may file a complaint with the local competent authority in accordance with Article 32-1, Paragraph 1, Item 1 of the Gender Equal Employment Act, in addition to filing a complaint through the company's internal channels.
Article 12
Complaints of sexual harassment may be made verbally, by email, or in writing. For complaints made verbally or by email, the receiving personnel or unit shall make a record and read it aloud to the complainant or allow them to review it to confirm its accuracy. The record made in writing, verbally, or by email shall be signed or sealed by the complainant and shall include the following information:
The complainant's name, employer and title, address, contact number, and date of complaint.
If there is a legal representative or an appointed agent, their name, address, and contact number should be provided; if appointed, a power of attorney should be attached.
The facts of the complaint and related evidence.
Upon receiving the first complaint, our company will notify the local competent authority in accordance with the content and procedures stipulated by the Ministry of Labor.
Article Thirteen
When a complainant files a complaint of sexual harassment with the Company, he/she may withdraw the complaint in writing before the Company’s decision notice is served. If the complaint is withdrawn, the complainant may not file another complaint on the same ground. However, if new facts or new evidence are found after the complainant has withdrawn the complaint, the complainant may still file another complaint on the same ground.
第十四條
Upon receiving a complaint, our company will conduct an investigation in accordance with the principles of objectivity, impartiality, and professionalism. The investigation will be conducted in a confidential manner, and the privacy and other personal rights of the parties involved will be protected throughout the process. The results of the investigation by the complaint handling unit will include the following:
The grounds for a sexual harassment complaint include the party's account.
Records of the investigation and interviews, including dates and interviewees.
Factual findings and reasons.
Suggested solutions.
Article 15
Personnel involved in the handling, investigation, and resolution of sexual harassment complaints shall protect the privacy and other personal legal interests of the parties involved and those invited to assist in the investigation; their names or other identifying information shall be kept confidential except where necessary for the investigation or for public safety considerations, and evidence of workplace sexual harassment shall not be forged, altered, destroyed, or concealed.
Anyone who violates the preceding provisions will be terminated from participating in the sexual harassment complaint by the convener, and the company may, depending on the circumstances, punish and hold accountable those responsible in accordance with relevant regulations, and terminate their selection or appointment.
Article 16
A meeting of the complaint handling unit requires the attendance of more than half of its members to be held, and a resolution can only be made with the consent of more than half of the attending members.
When the complaint handling unit convenes a meeting, it may notify the parties involved and their related persons to be present to explain, give the parties involved a full opportunity to state their opinions and respond, and avoid repeating questions unless necessary, and may invite people with relevant knowledge and experience to assist.
The complaint handling unit shall make a well-founded decision and may make recommendations for disciplinary action or other treatment; its decision shall be communicated to the complainant and the respondent in writing.
Article 17
Our company will close a case within two months from the day following receipt of a sexual harassment complaint; if necessary, the period may be extended by one month, and the party concerned will be notified.
If a complainant believes that the company has failed to handle the matter or is dissatisfied with the results of the company's investigation or punishment, the complainant may file a complaint with the local competent authority in accordance with Article 32-1 of the Gender Equality Employment Act.
If a complainant believes that the company failed to take immediate and effective corrective and remedial measures when it became aware of the sexual harassment, it may file a complaint with the local competent authority in accordance with Article 34, Paragraph 1 of the Gender Equality Employment Act.
Article 18
With the consent of the complainant, the complaint handling unit may decide to suspend the investigation and decision of a sexual harassment complaint that has entered judicial proceedings, and such suspension shall not be subject to the restrictions of paragraph 1 of the preceding article.
Article 19
If the investigation confirms sexual harassment, our company will take appropriate disciplinary action or handle the perpetrator in accordance with our work rules and other relevant regulations, depending on the severity of the circumstances, and will notify the local competent authority in accordance with the content and procedures stipulated by the Ministry of Labor. If criminal liability is involved, our company will also assist the complainant in filing a lawsuit.
When our company is jointly liable for damages with the perpetrator of sexual harassment under Article 27, Paragraphs 1 and 2 of the Gender Equality Employment Act, we have the right to seek compensation from the perpetrator after we have compensated the victim for the damages. However, if our company has complied with all the provisions of this Act for the prevention of sexual harassment and has made every effort to prevent such an incident from occurring but it still did not happen, our company shall not be liable for damages.
Article 20
Matters not covered in this regulation shall be handled in accordance with the Gender Equality in Employment Act. Any objection to the Gender Equality in Employment Act shall be invalid.
Article 21
This standard shall be implemented after being approved and promulgated by the General Manager, and the same applies when it is amended.
The General Manager approved it on October 28, 1244.