ESG
    • CO-PROSPERITY FORCE

    社會共榮力

    CO-PROSPERITY FORCE

    Human Rights Policy
    In order to implement the concept and policy of human rights protection, in 2024, iST’s human rights policy employs diverse, open, and two-way communication channels to listen to stakeholder opinions, and regularly discloses the goals, actions, performance, and progress of human rights management on the Company’s ESG website and sustainability report. We will actively implement training and promotion on diverse human rights protection issues, including plant safety and health, emergency response, first aid personnel training, personal data protection, workplace abuse, sexual harassment prevention in a friendly workplace, and other illegal infringement prevention and control, to enhance employees’ human rights awareness. In order to continuously implement and optimize the implementation of human rights protection policies, we will continue to introduce the human rights governance and training mechanism of “Eliminating Sexual Harassment and Workplace Bullying.” In 2024, a total of 5,430 employees participated in the course, totaling 10,548.91 training hours. There were zero major human rights violation complaints in 2024.
    iST's Human Rights Policy
    The human rights management measures and results of iST are as follows:
    Establish a working environment of diversity, zero-tolerance to discrimination, prohibition of harassment, and humane treatment.
    • Formulation of “Guidelines for Preventing Unlawful Infringement during Job Duties” and the “Complaints and Disciplinary Measures for Workplace Sexual Harassment Prevention.”
    • 1,990 employees participated in the training course on prevention of illegal infringement at workplace.
    • complaints related to violations of labor’s human rights.
    Prohibit employment of children, forced labor and human trafficking, and other acts that violate human rights.
    • Employees sign labor contracts in accordance with the law and are guaranteed freedom from any form of slavery or forced labor.
    • Comply with laws and regulations and do not employ child labor or young workers under the age of 18.
    • Any actions that may lead to the employment of child labor are not allowed.
    Provide fair and reasonable remuneration and working conditions.
    • The Company has signed labor contracts with each employee in compliance with Taiwan’s labor and human rights laws and regulations.
    • The Company periodically reviews the remuneration system to ensure overall competitiveness in the talent market.
    • The Company’s welfare and leave system exceeds the requirements of the Labor Standards Act, promoting both internal equity and external competitiveness.
    Ensure a working environment that meet the health and safe and sanitation requirements.
    • The Company establishes the ISO 45001 Occupational Safety and Health Management System, and regularly holds Occupational Safety and Health Committee and EHS Management Review meetings.
    • The Company specifies the protection measures for female employees in the work rules.
    • Protection measures for pregnant workers: including prohibition of night work and hazardous work.
    • Installation of EAPs, factory nurse hotline “885.”
    Periodically assess human rights risks and take remedial measures in a timely manner.
    • Formulate clear human rights policies to ensure senior management and employees understand human rights risks.
    • We establish a remediation mechanism to respond to incidents immediately, provide effective remedies, and prevent similar incidents from occurring again.
    Ensure equal job opportunities for all employees and eliminate all forms of discrimination.
    • In the work rules, it is explicitly stated that the Company does not discriminate in recruitment processes or employment decisions based on factors such as race, religion, belief, gender, fertility status, age, political affiliation, nationality, disability, sexual orientation, astrological sign, blood type, or any other reason.
    • 0 cases of complaints related to recruitment and appointment.
    Provide a channel and environment for free expression of opinions and respect the freedom of association of employees.
    • Diverse and confidential feedback platforms are built.
    • Regular internal department meetings are held to encourage employees to share suggestions and raise concerns.
    Provide an independent grievance mechanism and implemented investigation procedures to protect the rights and interests of the employees; prohibit retaliation.
    • Zero tolerance to illegal infringement hotline: 995.
    • A complaint mailbox and hotline “1995” have been established to report unethical behavior or misconduct.
    Respect personal privacy, ensure that collection and use of personal data comply with legal requirements.
    • Documents signed with each employee comply with the laws and regulations of Taiwan.
    • The purpose of data collection is informed clearly in compliance with regulations.
    • The Company formulates management measures to protect personal data security.
    • We regularly conduct training on data protection and privacy regulations for employees.
    Protect positive labor-management relations, provide diverse communication platforms, and create an open communication culture.
    • The Company holds regular labor–management meetings and welfare committee meetings.
    • The Company periodically holds employee opinion surveys.
    • Managers and employees hold regular one-on-one meetings.
    Human Rights Policy
    In order to implement the concept and policy of human rights protection, in 2024, iST’s human rights policy employs diverse, open, and two-way communication channels to listen to stakeholder opinions, and regularly discloses the goals, actions, performance, and progress of human rights management on the Company’s ESG website and sustainability report. We will actively implement training and promotion on diverse human rights protection issues, including plant safety and health, emergency response, first aid personnel training, personal data protection, workplace abuse, sexual harassment prevention in a friendly workplace, and other illegal infringement prevention and control, to enhance employees’ human rights awareness. In order to continuously implement and optimize the implementation of human rights protection policies, we will continue to introduce the human rights governance and training mechanism of “Eliminating Sexual Harassment and Workplace Bullying.” In 2024, a total of 5,430 employees participated in the course, totaling 10,548.91 training hours. There were zero major human rights violation complaints in 2024.
    iST's Human Rights Policy
    The human rights management measures and results of iST are as follows:
    Establish a working environment of diversity, zero-tolerance to discrimination, prohibition of harassment, and humane treatment.
    • Formulation of “Guidelines for Preventing Unlawful Infringement during Job Duties” and the “Complaints and Disciplinary Measures for Workplace Sexual Harassment Prevention.”
    • 1,990 employees participated in the training course on prevention of illegal infringement at workplace.
    • complaints related to violations of labor’s human rights.
    Prohibit employment of children, forced labor and human trafficking, and other acts that violate human rights.
    • Employees sign labor contracts in accordance with the law and are guaranteed freedom from any form of slavery or forced labor.
    • Comply with laws and regulations and do not employ child labor or young workers under the age of 18.
    • Any actions that may lead to the employment of child labor are not allowed.
    Provide fair and reasonable remuneration and working conditions.
    • The Company has signed labor contracts with each employee in compliance with Taiwan’s labor and human rights laws and regulations.
    • The Company periodically reviews the remuneration system to ensure overall competitiveness in the talent market.
    • The Company’s welfare and leave system exceeds the requirements of the Labor Standards Act, promoting both internal equity and external competitiveness.
    Ensure a working environment that meet the health and safe and sanitation requirements.
    • The Company establishes the ISO 45001 Occupational Safety and Health Management System, and regularly holds Occupational Safety and Health Committee and EHS Management Review meetings.
    • The Company specifies the protection measures for female employees in the work rules.
    • Protection measures for pregnant workers: including prohibition of night work and hazardous work.
    • Installation of EAPs, factory nurse hotline “885.”
    Periodically assess human rights risks and take remedial measures in a timely manner.
    • Formulate clear human rights policies to ensure senior management and employees understand human rights risks.
    • We establish a remediation mechanism to respond to incidents immediately, provide effective remedies, and prevent similar incidents from occurring again.
    Ensure equal job opportunities for all employees and eliminate all forms of discrimination.
    • In the work rules, it is explicitly stated that the Company does not discriminate in recruitment processes or employment decisions based on factors such as race, religion, belief, gender, fertility status, age, political affiliation, nationality, disability, sexual orientation, astrological sign, blood type, or any other reason.
    • 0 cases of complaints related to recruitment and appointment.
    Provide a channel and environment for free expression of opinions and respect the freedom of association of employees.
    • Diverse and confidential feedback platforms are built.
    • Regular internal department meetings are held to encourage employees to share suggestions and raise concerns.
    Provide an independent grievance mechanism and implemented investigation procedures to protect the rights and interests of the employees; prohibit retaliation.
    • Zero tolerance to illegal infringement hotline: 995.
    • A complaint mailbox and hotline “1995” have been established to report unethical behavior or misconduct.
    Respect personal privacy, ensure that collection and use of personal data comply with legal requirements.
    • Documents signed with each employee comply with the laws and regulations of Taiwan.
    • The purpose of data collection is informed clearly in compliance with regulations.
    • The Company formulates management measures to protect personal data security.
    • We regularly conduct training on data protection and privacy regulations for employees.
    Protect positive labor-management relations, provide diverse communication platforms, and create an open communication culture.
    • The Company holds regular labor–management meetings and welfare committee meetings.
    • The Company periodically holds employee opinion surveys.
    • Managers and employees hold regular one-on-one meetings.