Investment

1.During the interview, candidates are required to complete a company resume form indicating their year of birth, and personally sign to guarantee that the information provided is accurate.

2.On the first day of employment, employees must present their personal identification card for verification to ensure that the information is accurate.

1.Assess Job Openings: Identify and provide job opportunities for individuals with disabilities.

2.Create an Inclusive Work Environment: Establish a work environment that is friendly and accommodating to persons with disabilities.

3.Prioritize Accessible Parking: Reserve fixed and secure parking spaces for employees with disabilities.

1. Anti-Discrimination

2.Harassment-Free Environment

1.Equal Employment Opportunities: Job openings are publicly advertised (except for internal promotions) and will not discriminate based on gender in terms of compensation, benefits, promotions, salary adjustments, or other working conditions and employment rights.

2.Non-Discrimination Policy: Work regulations explicitly prohibit discrimination against employees based on gender, sexual orientation, or marital status.

3.Sexual Harassment Prevention Measures: Adhere to relevant laws by implementing measures to prevent sexual harassment in the workplace, establish complaint and disciplinary procedures, and provide a dedicated hotline and email for harassment complaints. Ensure that these measures are communicated to all staff and included in the training materials for new employees.

1. Physical and Mental Safety

2. Workplace Safety

1. Safe and Healthy Work Environment

2.Standard Operating Procedures: Clearly define standard operating procedures for special tasks and provide appropriate personal protective equipment for employees to ensure safety.

3.Stress Management Training: Offer education and training related to stress management.

4.Mental Health Services: Provide employees with stress relief and psychological counseling services.

5.Workplace Violence Policy: Announce and enforce a policy prohibiting workplace violence.

6.Prevention of Sexual Harassment: Implement risk assessment using a questionnaire to evaluate potential sexual harassment hazards.

7.Incident Handling and Investigation: Execute procedures for handling and investigating incidents involving illegal activities against employees.

1. Identification of Workplace Hazards for Female Employees

2. Workplace Environmental Hazards for Female Employees During Pregnancy and Within One Year Postpartum

1. Establish a Maternal Health Protection Plan

2. Provide Health Education Information for Pregnancy and Postpartum

3. Implement Risk-Based Management Measures: Classify risk levels based on assessment results and apply corresponding management measures.

4. Monitor and Assess: When employees apply for "maternity check-up leave" or "maternity leave" in the leave system, the occupational safety and health office will proactively care for and assess female employees during pregnancy and within one year postpartum.