Respect for Human Rights

Innolux’s Human Rights Policy
As specified in Article 3 of the Innolux Corporate Code of Conduct, the human rights policy of the Company is to respect human rights and view them as universal values. Innolux has adopted the United Nations Global Compact as the fundamental guideline for its interaction with employees, clients, and suppliers around the world and with the global community. It is the Company’s basic principle to treat everyone fairly and to respect individual differences.
Directions of Execution

Continuous Evaluation and Improvement


Concerned Subjects Concerned Issues Approach of Evaluation Administrative Measures Administrative Results in 2018
Employees Work hours Annual internal audits of corporate social responsibility Establishment of work hour system management mechanisms at all sites Averaging 95 points (out of 100 points) on questions associated with workers at every site in the RBA Online Self-Assessment Questionnaire (SAQ) in 2018
Imposition of forced labor on foreign employees Annual internal audits of corporate social responsibility According to law, each foreign employee is required to sign an employment contract in which the pay, benefits and labor conditions are specified in the native language of the employee to guarantee that no forced labor will take place. No record of forced labor violation in 2018
Health & Safety Internal audits of related management systems The Company’s health & safety conditions are reviewed to check for compliance with OHSAS 18001 and RBA Code of Conduct. 1.Every Innolux site passed the OHSAS 18001 certification
2. Averaging 93 points (out of 100 points) on questions associated with health & saftey in the RBA Online SAQ in 2018
Labor-management disputes Annual internal audits of corporate social responsibility The Company provides a channel
(Employee Care Mailbox: 67885.HQ@innolux.com) for employees to file complaints with regard to human rights, labor-management or sexual harassment issues. A designated unit processes such complaints and supervises concerned units to handle and work out improvement measures within a given time frame.
All human rights and labor condition complaint cases resolved in 2018
Suppliers (1)Conflict minerals 1
Annual investigation of conflict minerals
Suppliers are requested to work with smelters certified by the Responsible Minerals Initiative (formerly the Conflict-Free Sourcing Initiative). Those who work with uncertified smelters are requested to make changes.
Increasing the number of manufacturers to be investigated in 2018 and completing investigations on 777 manufacturers; 772 of them confirmed as conformant makers, i.e., companies that do not source 3TG or companies that only source 3TG from certified smelters.
(3)Punitive pay deduction
(4)Restriction of foreign employees to stay outside dormitories overnight
Annual supplier corporate social responsibility risk assessment
On-site audits are performed on suppliers to assess high risks. Those found with problems involving excessive work hours or punitive pay reduction are requested to establish and present improvement measures
Ten on-site corporate social responsibility audits were conducted on suppliers, revealing seven cases of work-hour violations, one case of punitive pay deduction, and one case of restriction of foreign employees to stay in outside dormitories overnight. The suppliers have implemented the proposed corrective measures.