Human Rights Management

Human Rights Management


 

Acter is committed to fostering a safe, supportive, diverse, and inclusive workplace grounded in the principles of fairness, respect, and inclusion. All employees are entitled to a workplace free from discrimination, harassment, or inappropriate treatment on the basis of gender, race, religion, sexual orientation, age, nationality, job level, or any other status. Acter strictly prohibits all forms of forced labor and child labor. In alignment with the frameworks and principles of international human rights conventions, Acter has established the Acter Human Rights Policy as a core guideline for its operations and management. The Policy applies to the Company’s headquarters, subsidiaries, suppliers, and all business partners, ensuring that business activities comply with applicable local laws and regulations while upholding internationally recognized human rights standards.

To strengthen the implementation of the Policy, Acter continues to provide human rights education and awareness programs for employees. The Company has also established anonymous grievance and whistleblowing channels (acter885@acter.com.tw), with designated responsible units handling and responding to reported concerns. Through transparent and impartial procedures, Acter is committed to safeguarding the fundamental rights and interests of its employees and stakeholders.

Four-Stage Human Rights Management Mechanism
Risk assessment

- Define human rights issues

  • - Alerts for high-risk issues
Prevention

- Employment policy
- Human rights policy
- Sexual harassment policy
- Occupational safety and health policy

Mitigation

- Education and training
- Communication and advocacy
- System management

Supervision

- Complaint channels
- Audit system



 

Risk Assessment

 

Acter has integrated human rights risk assessment into its overall risk management framework. Human rights risks are identified, assessed, and reviewed on an annual basis, with the responsible functions developing appropriate mitigation measures based on the assessment results.
For suppliers and business partners, Acter assesses their compliance with human rights policies and standards through publicly available information, due diligence reviews, and self-assessments. We seek to avoid establishing business relationships with high-risk counterparties in order to mitigate potential human rights risks and strengthen human rights management across the supply chain.
 


 

 

Prevention Policy and Mitigation Measures

 

To ensure that all employees understand and comply with relevant policies and requirements, we strengthen human rights education and training through our internal E-Learning platform. In 2025, a total of 236 training hours were dedicated to human rights-related topics, with 85% of employees participating in the training.

In addition, to safeguard employees’ labor rights and interests, Acter strictly adheres to the “Five Principles for Employee Transfers,” the Labor Standards Act, and the Act for Worker Protection of Mass Redundancy when implementing significant organizational changes arising from operational adjustments, business developments (such as the commencement or termination of projects), personnel transfers, or career development arrangements. The Company also provides sufficient time for work handovers and adaptation to ensure that employees receive the necessary support throughout the transition process and can smoothly transition into new roles or working environments.

To collaborate with our customers and business partners in jointly promoting labor-management communication and friendly human rights management, we focus on three management directions: "education and training programs", "advocacy and communication", and "system management". Through these approaches, we continuously reduce human rights impacts while expanding our influence. Details are explained as follows:

Measures to Mitigate Human Rights Shocks Education and training programs Advocacy and communication System management
Employees
- Compulsory course on human rights issues for new employees.
- Conduct annual unlawful infringement training.
- Hold annual health lecture.
  • - Advocacy on maintaining reasonable working hours culture.
  • - Provide multiple communication channels.
  • - Regular advocacy on personal information privacy.
  • - Annual health facilitation activity.
  • - Annual stakeholder concerns survey
- Leave and Attendance Management System.
- Reasonable working hours culture management system.
- Audits and evaluations.
Customers/ Partners
- Human rights issue communication mechanism.
- Annual audit training mechanism.
- Advocacy at Supplier Meeting and through education and training activities
- Establish Code of Conduct for Supplie
- Sign Letter of Commitment for Sustainability
- Commitment to Integrity and Honesty
- Customer satisfaction survey
- Annual stakeholder concerns survey
- Risk self-assessment
- Supplier sustainability risk assessment

Supervision Mechanism

 

To establish an honest and transparent corporate culture and facilitate effective management, Acter has established clear reporting and complaint channels to uphold the code of ethics and business integrity principles set forth by the Company. In order to accurately address employee needs, Acter’s employees can submit their opinions to designated complaint units, and an investigation team will promptly initiate an inquiry. If the reported incident is verified to be true, the Company will apply internal penalties accordingly. Through these diverse two-way communication channels, Acter ensures its ability to listen to the voices of our employees.The implementation of employee complaint channels in 2025 is as follows :

Communication Channels Frequency Conducts Implementation status of 2024
Notification by e-mail Irregularly Upon receipt of the message, the most senior supervisor of the HR unit will timely respond and handle the complaints one-by-one. Zero complaint.
Internal corporate platform Irregularly Upon receipt of the message, the most senior supervisor of the HR unit will timely respond and handle the complaints one-by-one. Zero complaint.
      Employees’ opinions mailbox Irregularly Upon receipt of the message, the most senior supervisor of the HR unit will immediately handle the complaint. Zero complaint.
Employees’ seminar Quarterly The seminar enables Acter to share our business performance with the employees and exchange opinions bi-directionally, helping to reach a consensus between our employees and supervisors. Held 4 supervisors' meetings and 1 plenary consensus meeting, with a 100% participation rate.
Employees commitment/ satisfaction survey Quarterly With respect to items with which our employees are not satisfied and their opinions, the Company will carry out an internal review and draw up improvement measures accordingly. Employee commitment/ satisfaction level reached 89.76 out of 100.
Labor-management meeting Quarterly Conduct bi-directional communication regarding employees’ health, environmental safety, and benefits, and send the meeting minutes to all employees for their information. Held 4 labor-management meetings, with the percentage of labor and management representatives being 50% each.