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.
 
Implementation direction of human rights protection
 
1. Compliance with the International Labor Standards
We establish a corporate culture with equal opportunities in accordance with the UN Universal Declaration of Human Rights, UN Guiding Principles on Business and Human Rights, Declaration of Fundamental Principles and Rights at Work of the International Labour Organisation, the BRA Code of Conduct, and local laws and regulations.
 
2. Equal Opportunity and Non-Discrimination
We maintain diversity and equal opportunity and will not engage in discrimination based on race, color, age, gender, sexual orientation, ethnicity, disability, pregnancy, religion, political affiliation, union membership, or marital status in hiring and employment practices.
 
3. Ban of inhumane treatment and harassment
We ensure no harsh and inhumane treatment including any sexual harassment, sexual abuse, corporal punishment, mental or physical coercion or verbal abuse of workers; nor is there to be the threat of any such treatment. We also provide a grievance channel (employee care email: 67885.HQ@innolux.com) for employees to report issues regarding human rights, labor-management, and sexual harassment. The employee relations unit will accept each complaint and supervise responsible units to handle the case and propose solutions. For complaints of sexual harassment, the Sexual Harassment Committee will review if a complaint is confirmed and punish the parties concerned based on the severity of offence through resolutions.
 
Human Rights Due Diligence Assessment

│Target : Employees
  • ●Identification of labor human rights and assessment of legal applicability and compliance quarterly to ensure Innolux’s legal compliance.
  • ●Assessment of risk in labor human rights identification of the impacts of risks, and proposition of countermeasures every year.
 
Concerned Issues Assessment Method Management Approach Management Performance 2019
Working Hours Annual CSR Internal Audit Establishment of a working hours management mechanism. The RBA Online SAQ score in the labor section of all sites averages 95 marks.(vs. 100 marks).
Forced Labor of
Foreign Workers
Annual CSR Internal Audit
  • Signing an employment contract with every foreign worker before entry.
  • Stating the labor conditions, benefits, and pay in the native language of foreign workers to ensure no force labor.
No record of violation against force labor.
Safety, Health, and Emergency Readiness ESH Management System Internal Audit Fulfilling the ISO45001 and RBA requirements and reviewing OH&S compliance. 1. All sites have passed ISO45001 certification.
2. The RBA Online SQA score in the health and safety section of sites in Greater China averages 93 marks (vs. 100 marks) .
Labor-Management Disputes Annual CSR Internal Audit Provide a grievance channel (employee care email: 67885.HQ@innolux.com) for employees to report issues regarding human rights, labor-management, and sexual harassment. The HR unit accepts and supervises responsible units to resolve a grievance and propose countermeasures by a deadline. 100% resolution of grievances regarding human rights and labor condition.
 
│Target : Community
  • ●Communication through the CSR email and CSR sustainability survey
  • ●Compliance with the regulatory and science park requirements and acceptance of park supervision for environmental impacts
  • All sites must pass ISO 14001
 
Concerned Issues Assessment Method Management Approach Management Performance 2019
Water management Continuous surveillance of wastewater drainage Implementation of ISO 14001. All sites have passed ISO14001.
 
│Target : Suppliers
  • ●Requesting suppliers to sign the “Supplier Undertaking” to specify their human rights practices and conflict mineral management.
  • ●Examining the human rights practices and conflict mineral management of key suppliers every year.
  • ●Performing RBA CoC SAQ and onsite inspection on labor agencies and in-house suppliers.
 
Concerned Issues Assessment Method Management Approach Management Performance 2019
Responsible purchasing of minerals Annual confluent minerals inventory Requesting suppliers to purchase from smelters certified by the Conflict-Free Sourcing Initiative (CFSI) or implement switch procurement for purchasing from non-CFSI-certified smelters.
Continued to inventory more suppliers. So far, we have inventoried 800 suppliers, including 798 complaint makers, i.e. no use of 3TG or use 3TG only from certified smelters.
(2) Working hours 
(3) Working night shifts and overtime of youth workers
(4) Worker feedback, participation and grievanc
(2)-(4) Annual supplier CSR risk assessment (2)-(4) Onsite audit to high-risk suppliers. If working excessive time, young workers working night shifts or overtime, and employee grievances are detected, suppliers will be requested to submit related improvement programs. 10 supplier onsite audits Found 15 nonconformities relating to working hours, 2 nonconformities relating to young workers working night shifts and overtime; and 5 nonconformities relating to grievance communication management. Suppliers were requested to make improvements, which were completed.
Health and safety Annual supplier CSR risk assessment Onsite audit to high-risk suppliers. If problems relating to emergency preparedness are detected, suppliers will be requested to submit related improvement programs. Conducted 10 on-site supplier CSR audits: Found 17 nonconformities relating to emergency preparedness. Suppliers were requested to make improvements, which were completed.
 
Human rights protection and care for foreign workers

We value and protect the labor conditions and human rights of foreign workers. Apart from abiding by the RBA CoC and related laws and regulations, we conduct unannounced inspections, annual audits, and annual evaluation on labor agencies; request agencies to improve the daily care, management quality and equipment maintenance for foreign workers; and stringently review the legal compliance of agencies on the recruitment and management of foreign workers, including
 
  • ●Compliance with environmental regulations in Foreign Worker’s Care Service Plan promulgated by WDA.
  • ●Legal compliance regarding the agency fee, service fee, and other fees charged on foreign workers.
  • ●Identity documents are kept by foreign workers themselves.
  • ●Arrangement of complete orientation and cleanroom training for foreign workers prior to work.
  • ●Holding regular seminars and offering grievance mechanisms for foreign workers to freely express their opinions.
  • ●Confirming dormitory HSE to improve the living quality and organizational commitment of foreign workers.
  • ●Encouraging agents to organize or organizing with governments activities to help foreign workers adapt to the lifestyle of Taiwan and inviting officers to participate in the festivities of foreign workers to improve labor-management trust through unofficial events.