漆包線廠商-具備承攬電力及通信系統全工程

  1. Home
  2. Corporate Social Responsibility
  3. Human Rights Policy

Human Rights Policy

In order to provide employees with a fair and safe working environment to reduce potential dangers and impacts, Jung Shing Wire Co., Ltd. refers to (the International Human Rights Code), (the Core Labor Standards of the International Labor Organization's Basic Labor Contract), and (the Ten UN Global Covenants. Principles) and other internationally recognized human rights standards, abide by the labor laws and regulations of the local government, and formulate relevant human rights protection and labor policies, which are described as follows:

I. Diversity, Inclusion and Equal Opportunities

  1. Employ employees without discrimination based on race, class, language, ideology, religion, party affiliation, place of origin, place of birth, gender, sexual orientation, age, marriage, appearance, facial features, constellation, blood type, physical or mental disability or previous union membership language, attitudes and behaviors. 
  2. Ensure that there is no discriminatory treatment in employment policies, implement fairness and impartiality in employment, remuneration and benefits, training, evaluation and promotion opportunities, and provide an effective and appropriate grievance mechanism to avoid and respond to situations that endanger the rights and interests of employees, and strive to create equal appointments and exemptions. A work environment that is discriminatory and harassing. 
  3. Regularly tracking the implementation of diversity, inclusion and equal opportunity.
  4. Not to employ children under the age of sixteen, and any behavior that may result in the employment of child labor is not allowed.

II. Reasonable working hours

In order to ensure that employees do not fall into the risk of excessive working hours, the rules for working hours and extending working hours are clearly defined, and a reminder function is actively set in the attendance system, and regular inspection and control are carried out to care for and manage the attendance status of employees, and Conduct advocacy for supervisors and employees from time to time.

III. Forced Labor

When the employment relationship is established, a written labor contract is signed in accordance with the law. The contract states that the employment relationship is established on the premise of mutual agreement, no forced labor, no illegal human trafficking and no slavery system.

IV. Health and Safety Workplace

In order to avoid potential health and safety risks caused by work patterns, we regularly inspect employees' health and safety risks, and make improvement plans based on the identification results.

V. Freedom of Association

Employees have the freedom of association, they can set up diverse associations, and actively promote employees to join associations.

VI. Labor consultation

Establish a smooth communication channel, and regularly hold labor-management meetings to ensure the rights and interests between both parties.

VII. Privacy protection

  1. In order to fully protect the privacy rights of customers and all stakeholders, establish a sound information security management mechanism and follow strict control regulations and protective measures.
  2. Invite all business partners, including suppliers, customers, etc., to increase their attention to human rights issues and pay attention to the management of related risks.
  3. Respect intellectual property rights and prohibit the use of counterfeit products and pirated software.

VIII. Business ethics

Integrity, No Improper Gains, Disclosure of Information, Intellectual Property Rights, Fair Trading/Advertising and Competition Standards Only, Identity Confidentiality and No Retaliation, Responsible Mineral Sourcing, Privacy.

IX. Enterprise unions and group contracts

The company established an industrial trade union on May 29, 1977 in accordance with the provisions of the Trade Union Law, and held regular or irregular meetings of the board of directors and supervisors, and communicated with the company in writing or at meetings in accordance with the resolutions of the board of directors and supervisors. In addition, in order to protect the rights and interests of both parties, strengthen cooperation between the two parties, enhance member welfare, and promote career development, the company and the trade union have established a group contract to ensure harmonious labor-management relations. Under the coordination and cooperation between the trade union and the company, the handling was successful.

The company's enterprise trade union has always been rational, striving to improve the working environment and employee benefits for the laborers. At the same time, it can also constrain colleagues to abide by the labor-management agreement and actively participate in production and manufacturing activities. The company is also sympathetic to employees' hard work, and the salary is better than that of its peers. The environment is excellent and the leisure equipment is fully provided. The company invests a considerable amount of money every year to improve employee benefits, so there have been no labor disputes in the past three years. At present and in the future, the company will operate in harmony between labor and management, and there will be no labor disputes.
更多介紹

Articles Corporate Social Responsibility