Investment

Sustainable Development

員工關懷與福利

Comprehensive Benefits for Employees GRI 401-2

AGV considers the locations where most of its employees work to be its key operating locations. AGV is committed to employee welfare measures, including profit sharing, free parking lots, employee health examinations, lactation rooms, subsidies for marriage, funerals and festivities, birthday cash gifts, scholarships for employees and their children, incentive trips and travel subsidies, lotteries at year-end banquets, emergency aid for employees, hospitalization grants, subsidies for club activities, and group insurance.

Item	Benefits
Salary	Salary is paid based on the length of service, experience, job grade and position of an employee.
Bonus	Monthly performance bonus, quarterly performance bonus, year-end bonus and bonus for special contributions will be paid based on the operating performance of AGV.
Retirement system	For any employee to whom the old pension system applies, his/her pension will be allocated and deposited into a special pension account at the Bank of Taiwan. For any employee to whom the new labor pension system applies, 6% of his/her monthly salary will be allocated and deposited into his/her personal pension account on a regular basis.
Employee insurance	In addition to labor and employment insurance required by law, group accident insurance is also taken out. For any employee going on a business trip abroad, overseas travel safety insurance is taken out.
Leave system	Annual leave and other paid/unpaid leave are available in accordance with the Labor Standards Act and other applicable laws.
Welfare measures	Annual health examination for employees, year-end banquet, etc.
Employee Welfare Committee	Subsidy: NTD 3,000 for employee travel. Festive gifts: Less than NTD 5,000. Consolation money: NTD 1,600 - 2,000. Scholarship: NTD 600 - NTD 6,000 for self and children. Gifts: Gift certificates for retirement of NTD 8,000 and a medal. Gift money: NTD 1,000 - NTD 6,000 for marriage, homeownership, and childbirth Ceremony stone laying: NTD 5,000.

Status of Parental Leave without Pay GRI 401-3

In order to help its employees give birth confidently, AGV has implemented a system for parental leave without pay in accordance with the Gender Equality in Employment Act and other related laws. Any employee meeting the criteria may, based on personal needs, apply for parental leave without pay for a maximum of two years. During the period of parental leave without pay, the employee may retain his/her position and apply for reinstatement upon expiration of the period of parental leave without pay. In 2024, the total number of applicants for “parental leave without pay” was 8, including 5 female employees and 3 male employees.

The regulations governing application for parental leave without pay have been established in accordance with government laws and regulations. The following table shows the information of parental leave at AGV in the most recent three years:

Year	2022			2023			2024
Gender/Total	Male	Female	Total	Male	Female	Total	Male	Female	Total
Number of employees eligible to apply for parental leave without pay (A)	17	15	32	25	16	41	26	18	34
Number of employees actually applying for parental leave without pay in the current year (B)	1	1	2	1	3	4	3	5	8
Number of employees requiring reinstatement after parental leave without pay in the current year (C)	1	1	2	1	2	3	2	4	6
Number of employees actually reinstated after parental leave without pay in the current year (D)	1	0	1	1	2	3	1	2	3
Number of employees actually reinstated after parental leave without pay in the previous year (E)	0	2	2	1	0	1	1	2	3
Number of employees reinstated after parental leave without pay who continued to work for one year in the previous year (F)	0	2	2	1	0	1	0	2	2
Rate of reinstatement after parental leave without pay in the current year (%) (D/C)	100	0	50	100	100	100	50	50	50
Rate of retention after parental leave without pay in the current year (%) (F/E)	0	100	100	100	100	100	0	100	66.7
Method of calculation: 1.Number of employees requiring reinstatement = Number of employees expected to be reinstated in the year after parental leave without pay. 2.Number of employees retained in the year of N = Number of employees actually reinstated in the year of N-1 and remaining in service as of December 31, N.

Employee Retirement System and its Implementation GRI 201-3

The following is a description of the retirement plan offered by AGV to its employees:

1.In accordance with Paragraph 3, Article 56 of the Labor Standards Act, we have established a “Labor Pension Fund Supervisory Committee” tasked with implementing these Guidelines and managing the fund. As required by law, we allocate “pension funds” and deposit them into a special account at the “Department of Trusts, Bank of Taiwan” for the payment of pensions to employees.

2.An employee who has met any of the following criteria may apply for retirement:

(1) He/She has served for at least 15 years and is aged 55 or older.

(2) He/She has served for at least 25 years.

(3) He/She has served for at least 10 years and is aged 60 or older.

3. Payment and requirements of pensions:

(1)Employees who opt to apply for the pension system under the Labor Standards Act (the old system):

A. An employee will receive two base points for each year of service, but any employee whose length of service is more than 15 years will receive one base point for each subsequent year of service, up to a maximum of 45 base points. Any period less than six months will be counted as six months, and any period of six or more months will be counted as one year.

B. In the case of any employee retiring mandatorily under Article 5(2) of this Guidelines, he/she shall receive an additional 20% payment in accordance with that Article if his/her mental or physical disability results from his/her performance of duties.

C. The standard of a pension base point shall be the average monthly salary of an employee at the time of approval of his/her retirement.

(2) Employees who opt to apply for the pension system under the “Labor Pension Act” (the new system):

The length of service prior to the application of the Labor Pension Act shall be retained, and the pension for the retained length of service shall be calculated and paid in accordance with Paragraph 1 of this Article. For the length of service after the application of the new system, AGV will allocate 6% of the monthly salary as pension and deposit it into a special personal labor pension account at the Bureau of Labor Insurance in accordance with the Labor Pension Act.

4. In 2024, 6 people retired from AGV.

In addition to labor pensions, the following retirement plans or benefits are offered by AGV to its employees:

1.To ensure proper protection in the event of accidents, we have not only taken out labor and health insurance as required by law, but also provided group insurance for accidental injuries.

2.To increase employees’ satisfaction with their benefits, we have provided flexible working hours for some employees and issued gift certificates and welfare vouchers.

3.We have provided training to obtain professional licenses and encouraged employees to take part in continuous training.

4.We have provided good opportunities for career development and promotion, including internal training programs, a mentorship system and channels for promotion, giving employees more opportunities for growth and development in AGV.

Minimum Notice Period for Operational Changes GRI 402-1

The minimum notice period required before AGV makes any major operational change (which seriously affects the rights of employees) and the laws and regulations it is based on are described as follows:

1.We hold regular labor-management meetings on a quarterly basis for communication and coordination between workers and management regarding our policies.

2.We set up an “employee’s message board” on our internal website as the most direct channel for employees to express their opinions, which will be referred by designated persons to the relevant departments to promptly address them.

3.We set up a President’s Mailbox for employees to send their opinions directly to the President.

Termination of employment contract:

(1)A 10-day prior notice for any employee who has served for at least three months and less than one year.

(2)A 20-day prior notice for any employee who has served for at least one year and less than three years.

(3)A 30-day prior notice for any employee who has served for at least three years.

(4)Upon receiving such notice, an employee may request for leave during working hours to seek another job. The hours of such leave may not exceed two days of working hours each week and the salary for the period of such leave will be paid.

(5)Where the contract is terminated without giving a notice in accordance with the required period, the salary for the period of notice shall be paid.

Remuneration System GRI 2-19 GRI 202-1

本公司董事、員工酬勞明訂於公司章程，提撥董事酬勞不高於1%(含)；員工酬勞以股票或現金分派發放，不低於1%(含)，員工酬勞數額中，不低於50%分派予基層員工。副總經理級經理人之酬金、績效評估與酬金之連結詳年報。

AGV is located in Taiwan. Its remuneration is based on factors including the salary standard of peer companies, market demand and supply of labor, and its operational and financial conditions, and does not vary based on gender, race, nationality or religion. The standard salary for junior male employees is 1.02 times higher than the minimum local salary. The standard salary for junior female employees is 1.02 times higher than the minimum local salary.

The table below shows the ratios of the standard salaries for junior male and female employees to the minimum local salary as of the end of the reporting period:

Country/Region

Ratio of the standard salary for junior male employees to the minimum local salary

Ratio of the standard salary for junior female employees to the minimum local salary

Taiwan

1.02

Note:

1. There are no junior employees of other genders at AGV.

2. There are no junior employees who do not disclose their gender at AGV.

The average and median salaries of full-time employees in non-managerial positions and their differences with those in the previous year:

Year	No. of full-time employees in non-managerial positions	Average salary of full-time employees in non-managerial positions (NTD thousand)	Median salary of full-time employees in non-managerial positions (NTD thousand)
2024	551	699	603
2023	540	682	583
Difference	+11	+17	+20

Human Rights System

1.Policy commitments GRI 2-23

Committed to the core value of respecting human rights, AGV has established and implemented human rights policies applicable to AGV and its affiliated companies with reference to international standards, such as the International Bill of Human Rights and the International Labor Organization’s Declaration on Fundamental Principles and Rights at Work, for the purpose of protecting the basic human rights of all employees and stakeholders.

The human rights policy covers the following core principles:

(1)We comply with all applicable labor laws and international human rights standards.

(2)We provide a safe, healthy, violence-free, and discrimination-free workplace environment.

(3)Prohibition of child labor and all forms of forced labor.

(4)We respect the rights to free association and collective bargaining

(5)We provide a career environment that balances work and life.

(6)Establish a workplace culture of respect for privacy and dignity.

(7)Ensure equal employment opportunities and career development space.

2.Governance Mechanism and Implementation GRI 2-24

In order to ensure the effective implementation of human rights policies, the Company has established the following management measures and implementation guidelines:

(1)Periodic education: Human rights policy education is conducted four times annually for all employees, including new recruits.

(2)Legal compliance and self-examination: The Company regularly reviews the system’s compliance and identifies areas for practical improvement based on Taiwan’s Labor Standards Act, Act of Gender Equality in Employment, and other relevant domestic laws and international regulations.

(3)Stakeholder communication mechanism: Collect feedback from suppliers, customers, employees, shareholders, and others through diverse communication channels.

(4)Career development and brand building: Promoting the development of an “employer brand” strengthens employee identity and loyalty, and attracts more potential talent.

3.Summary of Human Rights Violations GRI 406-1 GRI 411-1

In 2024, AGV and its supply chain did not experience the following incidents:

(1)Any form of discrimination or harassment.

(2)Incidents obstructing freedom of association.

(3)Incidents of violation of the rights of indigenous peoples.

(4)Use of child labor or forced labor.

4.Information transparency and disclosure

The related human rights policies and management plans have been publicly disclosed on the Company’s official website: “Investor Relations” → “Sustainable Development” → “Human Rights Related Policies and Management Programs.”

GRI 410-1

AGV engages a legal security company to perform security work on an annual basis, with the contract stipulating that the company shall ensure the provision of the security services specified in the contract. All security guards will receive seven days of professional pre-employment training upon arrival at AGV, as well as four hours of on-the-job training each month, which includes training on disaster relief and protection, fire drill, and on-site assistance for traffic accidents. In 2024, 4 training sessions on human rights were organized for security guards, with a total of 84 trainees and 336 training hours.

職涯發展與訓練

Training GRI 404-1 GRI 404-2

Employees are the most essential asset of a company, and the continued growth of employees helps a company maintain its competitive advantage in the long run. AGV attaches great importance to the development of the job competencies of its employees and expects them to engage in lifelong learning. Each department will prepare its program and budget for internal and external courses, and determine the required professional training courses according to the positions and job grades of the employees in each department. In addition to continuous improvement of the professional knowledge of employees, the Human Resources Department plans general education courses for employees to continue to acquire new knowledge, digest it and apply it to their work or life.

Each department will actively implement and promote the above course program. We will continue to develop AGV’s professional and managerial talents, enabling both individuals and AGV to grow together.

Average hours of training per year per employee during the reporting period:

Item	Internal training	External training
Total number of trainees (person)	908	183
Total number of training courses (session)	13	110
Total training hours (H)	5813	1,321
Total average training hours (H/person)	6.4	7.2
Training cost (NTD)	153,450	368,140

AGV provides competency management and lifelong learning programs for employees to help them improve their competencies or capability for continued employment and their retirement plans. We believe that the continuous growth of our employees is one of the niches for maintaining our long-term competitive advantage, and we formulate an annual training plan and submit a report on the results of training at the end of the year. We are committed to building a place appropriate for employees at all levels to learn, with the expectation to develop internal talents for professional tasks and management, to ensure the development of individuals and the company can move forward at the same time.

The scope of our training includes: new employee training, common training, and professional training courses on topics such as quality management, occupational safety, general fire safety knowledge, financial and accounting audits, license acquisition and retraining. We have adopted a variety of methods such as in-factory training (external and internal instructors), external training, and online courses.

A Fair Performance Management System GRI 404-3

Item	Managers	Non-managers	Direct employees	Indirect employees
Percentage of male employees subject to evaluation	100.00	95.94	100.00	95.68
Percentage of female employees subject to evaluation	100.00	72.96	55.49	98.72
Note: That the percentage of employees subject to evaluation is below 100% is due to the exclusion of new employees serving for less than three months, migrant workers and short-term contract workers.

5.4 Protection of Safety and Health

GRI 403-1 GRI 403-2

Despite not having a certified occupational safety management system, we are always committed to our core business philosophy of “For a Healthy Tomorrow”, and we never forget the fulfillment of our corporate social responsibility during the pursuit of growth. Besides continuing to improve production technologies and product quality and promoting energy efficiency and waste reduction, we have taken measures to improve pollution control and devoted efforts to environmental protection. We provide safe and healthy working conditions, since it is our responsibility to prevent work-induced injuries and health impairment. To encourage the active participation of employees in environmental, health and safety (EHS) activities and increase their EHS awareness, we have established and implemented an environmental and occupational safety and health management system through consultation with and the participation of workers and their representatives, with the aim to enhance our corporate EHS culture.

In addition, we have implemented a systematic mechanism for the management of employee safety and health. For high-risk work, control measures such as work permits are adopted to strengthen the control of operational risks and effectively prevent the occurrence of any occupational accidents. Currently, workers covered by the system include internal full-time employees and external security guards.

To protect the safety and health of employees at work and prevent work safety incidents, we have established a “Hazard Communication Plan” in accordance with Article 10 of the “Occupational Safety and Health Act” and Article 17 of the “Regulations for the Labeling and Hazard Communication of Hazardous Chemicals”. The plan aims to ensure the workplace meets the requirements of occupational safety and health laws and regulations, strengthens employee awareness of the potential risks of hazardous chemicals, and works together in hazard prevention.

Item of management under the Hazard Communication Plan	Scope of implementation of the plan
Management of list of hazardous chemicals	Preparing a list of hazardous chemicals for effective tracking of the information regarding their use and storage.
Management of safety data sheets	Reviewing safety data sheets to help workers understand the characteristics of hazardous chemicals and the potential hazard factors.
Safety data sheets are placed at a location easily accessible in the workplace	Safety data sheets that have passed review must be placed at a location easily accessible in the workplace.
Labeling of hazardous chemicals	The label of a hazardous chemical must indicate the graphic and name of hazard, the hazardous content, words of caution, a hazard warning message, the hazard prevention measures, and the name, address and telephone number of the manufacturer, importer or supplier.
Management of chemicals under priority control	依據「優先管理化學品之指定及運作管理辦法」鑑別列管的危害性化學品，並於每年4-9月定期更新及申報。其中69.5%為「高危害」或「高運作量」之危害性化學品。
Management of dangerous goods in factories	Dangerous goods whose amount used has exceeded the control limit must be regularly reported to the competent authority in January and July each year.
Hazard communication training	Workers using hazardous chemicals must undergo the relevant safety and health training.

A list of chemicals used across the plant was created to identify CMR substances, which account for 4.62%. Risk levels were assessed using the CCB tool, based on the results of the chemical health hazard and exposure assessment, in accordance with the “Regulations for the Assessment and Classification of Hazardous Chemicals.” Corresponding control or management measures were adopted, and work environment monitoring is conducted at 58 locations every six months, with continuous follow-up assessments. Before using any chemicals, we review and confirm that all health hazard ingredients are fully disclosed in the safety data sheet. Users are informed of the hazards before use and are equipped with appropriate personal protective equipment and safety precautions for operation. Personnel working with specific chemical substances receive annual training on leak response, first aid, and evacuation procedures.

The Labor Safety and Health Office sets management goals in accordance with AGV’s philosophy and policies, establishes implementation plans, and tracks and audits management performance according to the plans. With the goal of “safety with zero accidents”, the Labor Safety and Health Office greatly values the safety and health of all employees, and improves the risk awareness and safety knowledge of employees through risk assessment, hazard identification, safety and health education and promotion, and pre-work meetings. To achieve the goal of zero disasters in accordance with the law, in addition to establishing the “Work Rules for the Safety and Health of Employees” and submitting it to the competent authority for approval, AGV enables its workers to exercise their legal rights for safe evacuation.

Employees may stop working or leave when the work they are performing poses an immediate hazard. If an employee finds any problem when working, the employee may immediately report it to his/her supervisor or through a complaint email. In order to encourage whistleblowers to report violations of the law, AGV provides the following protection to whistleblowers: the identity of a whistleblower shall be kept confidential, and no information that can identify the whistleblower may be disclosed for internal reporting; a whistleblower may not be dismissed, discharged, demoted or transferred, have his/her salary reduced, have his/her rights under the law, contract or customs violated, or subject to any other unfavorable treatment because of his/her reported case.

In 2024, there were 6 cases of disabling injuries among employees, resulting in a total of 68 lost workdays. Of these, 2 cases were for men, totaling 8 lost workdays, and 4 cases were for women, totaling 60 lost workdays. The number of work-related disability claims and total lost workdays are higher for women than for men. These injuries are primarily pinching injuries that occur when employees are operating or handling equipment, either due to individual work habits or loss of balance, or due to poor communication during paired operations, leading to failure to follow standard operating procedures. To improve the prevention of rolling and pinching injuries, we will continue to strengthen pre-operation training for equipment, incorporating rolling and pinching hazard precautions into the annual safety and health education program. Site supervisors will also reinforce improvements to unsafe conditions.

GRI 403-3 GRI 403-6

Caring about the physical health of all employees, AGV focuses on a culture of health and safety and builds an inherently safe working environment to promote the physical and mental health of employees and contractors and to achieve work-life balance, while working with stakeholders to reduce safety and health risks in the workplace. Besides planning annual health examinations that are well-designed and better than those provided by law, we regularly track the health status of our employees and arrange regular consultations by physicians. For special workers under the law, we combine the data of environmental monitoring to identify the risks of health hazards that are likely to occur, and we arrange health examinations for special workers, including for special work involving noise, ionizing radiation and chemicals, in order to keep track of the health status of our employees and provide a basis for self-management of their health to achieve the goal of “prevention is better than cure” and create a totally safe working environment.

AGV regularly organizes health examinations for employees each year, including general and special health examinations, which are applicable to all employees under the control of AGV. Employees with anomalies found during the health examination have been classified by level and provided with personal health guidance, management and care to ensure that all food workers are in good health and not infected with contagious diseases.

A total of 103 individuals received health education after being screened positive for high total cholesterol, high low-density cholesterol, high triglycerides, and abnormal blood pressure. There were no workplace violations within the plants in 2024. 47 employees completed the human factors hazard prevention questionnaire, and 48 employees completed the abnormal workload hazard prevention questionnaire.

Statistical table of the numbers of employees undergoing health examinations and their costs
General health examination
Items for examination	Physical examination, special physical examination, physical examination of body, regular blood test, liver function test, kidney function test, uric acid test, blood glucose test, blood lipid test, electrolyte test, hepatitis marker, infectious disease test, urine test.
Number of employees examined (person)	457
Cost of examination (NTD thousand)	251
Special health examination
Items for examination	Noise, ionizing radiation, chemicals
Number of employees examined (person)	198
Cost of examination (NTD thousand)_NOTE	0

Note: In accordance with the Regulations Governing Health Examination and Health Tracking for Prevention of Occupational Diseases under the Occupational Accident Insurance for Workers, an insured employee who engages in hazardous work involving noise, ionizing radiation or chemicals as well as other hazardous operations listed in the Regulations, and the period of whose most recent insurance coverage has reached one year, may apply for a health examination for prevention of occupational diseases through the insured unit every year. As long as his/her application is approved by the Occupational Catastrophe Benefits Unit of the Bureau of Labor Insurance’s Medical Benefits Section, he/she is not required to pay any fee.

In 2024, a total of 457 employees participated in health examinations, and regular follow-ups were conducted for 22.53% of employees with abnormal health examination results.

• Face-to-face questionnaire survey conducted by a labor health service physician for prevention of ergonomic hazards: 47 employees

• Prevention of the hazard of illnesses induced by abnormal workload: 48 employees

• Employees subject to monitoring due to anomalies found during health examination: 103 employees

•46 employees under special health management due to noise

•1 employee under special health management for ionizing radiation

•Evaluated and managed 11 rescuers in confined spaces

• 4 employees on the work resumption checklist

Comprehensive Occupational Health Management

AGV has acquired a certification of healthy workplace. A visible no-smoking sign has been put up at the entrance, and we have held seminars on the “prevention of smoking hazards.” We have also organized company trips for employees to help them stay healthy. Furthermore, we have cooperated with the Minxiong Township Public Health Center in organizing a weight loss program to facilitate metabolism and prevent obesity.

We have organized regular courses for health education awareness, which not only focuses on personal health but also covers communication of the policies of the Ministry of Health and Welfare by the Minxiong Township Public Health Center and the health resource services provided by the communities. In 2024, there were no cases of unlawful workplace harms at our factories. In addition, we have cooperated with the Minxiong Township Public Health Center in administering flu and COVID-19 vaccines at our factories.

Service	Description	Number of participants
Prevention of ergonomic hazards	Questionnaire survey	47
Prevention of the hazard of illnesses induced by abnormal workload	Questionnaire survey	48
Employees subject to monitoring due to anomalies found during health examination	Healthy awareness and education	103
Employees under special health management due to noise	Healthy awareness and education	46
Employees under special health management for ionizing radiation	Healthy awareness and education	1
Evaluated and managed rescuers in confined spaces	Healthy awareness and education	11
Employees on the work resumption checklist	Healthy awareness and education	4
Administering of flu vaccines	Administering of flu vaccines	133
Administering of COVID-19 vaccines	Administering of COVID-19 vaccines	35
In 2024, a total of 428 people participated in health promotion services.

In 2024, three workplace health and safety seminars were held, covering topics such as creating a smoke-free environment and smoking cessation services, lung cancer prevention, and an introduction to emerging medical technologies. These seminars aimed to raise employees’ awareness of health hazards and strengthen the prevention and management of chronic diseases, with a total of 330 attendees.

GRI 403-4

AGV has established an occupational safety and health organization in accordance with the Regulations Governing Occupational Safety and Health. The Occupational Safety and Health Committee provides recommendations on our proposed safety and health policies and management systems, and reviews, coordinates and gives advice on matters related to safety and health.

The organization of the committee consists of a chair, a secretary (an executive officer) and its members (departmental managers/labor safety officers/nurses/labor representatives), with the labor representatives elected by employees. Currently, there are five labor representatives and five employer representatives in the selection committee, for a total of 10, with the labor representatives accounting for 50% of the members of the committee.

The committee meets on a quarterly basis to discuss, coordinate, plan and make decisions on issues concerning occupational safety and health with management, and to achieve employee participation, consultation and communication.

GRI 403-5

Our employees are required to receive comprehensive training on occupational safety and health. The instructors for such training are all internal personnel with occupational safety and health certificates, who conduct such training during working hours. In 2024, we organized 25 training sessions, with a total of 2043 trainees and 2854.5 training hours.

The following are the statistics of training courses on occupational safety organized by AGV during the reporting period:

Statistics of occupational safety and health training courses
Title of training course	Number of trainees
Safety and health training for new employees on elevated hot work, work in confined spaces and work under noise	11
Safety and health training for current employees on elevated hot work, work in confined spaces and work under noise	330
Safety and health training for new employees on the use of hazardous chemicals	11
Safety and health training for current employees on the use of hazardous chemicals	330
Safety and health training for new employees on the operation of respiratory protection equipment	11
Safety and health training for current employees on the operation of respiratory protection equipment	330
General safety and health training for new employees	11
General safety and health training for current employees	350
Health education - workplace health and health promotion seminars	330
Safety and health training for electric welding operations	127
Classification of work-related injury cases and simple treatment judgment	156
Awareness of occupational accident cases	26
Training on rescue, first aid and evacuation in the event of certain chemical spills	20
Note: 1.Including employees and non-employees whose work and/or workplace is controlled by the organization. 2.Non-employees whose work and/or workplace is controlled by the organization include contractors and subcontractors such as security guards, cleaners and construction workers. 3.The occupational safety and health related training mentioned here includes general training or training on specific occupational hazards and dangerous situations.

Attendance in occupational safety training
Employee category	Number of trainees	Percentage of completion
New employees	44	100 %
Current employees	1999	100 %

GRI 403-7 GRI 403-8

Occupational safety and health management personnel conduct identification of various operational hazards and risk assessments at various workplaces of each factory, and ensure the safety of workers in operations through preventive control measures. In addition, we regularly collect occupational safety and health-related information and regulatory updates on a monthly basis, and communicate safety awareness to every worker through the Company’s internal communication method. In order to strengthen the warning and reminder effect, in addition to the occasional poster promotion, environments with high recurrence rates are listed as the inspection items, and the operating environment measurement item is added to the factory area illumination measurement.

Continued actions for contractors’ safety management: In 2024 there were no reported occupational accidents. To effectively prevent accidents, the Company has established “Regulations on Contractor Safety and Health Management” to ensure all contractors comply with the factory’s occupational safety and health regulations. These measures include strengthening hazard communication, reinforcing personnel health risk awareness, and requiring contractors’ employers to provide labor insurance for their employees as a condition of entry to the factory, thereby protecting the labor rights of contractors and subcontractors.

We continue to implement the ISO 45001 occupational safety and health management system. Currently, workers covered by the system include 610 internal full-time employees and 13 external security guards, totaling 623, with 100% coverage.

GRI 403-9

Occupational injuries of employees
Category	Item	2022	2023	2024
Total working hours		1,297,862	1,315,986	1,324,065
Number of deaths caused by occupational injuries	Number of deaths of women	0	0	0
	Number of deaths of men	0	0	0
	Total number of deaths	0	0	0
Number of employees suffering serious occupational injuries (excluding the number of deaths)	Total number of women suffering serious occupational injuries	0	0	0
	Total number of men suffering serious occupational injuries	0	0	0
	Total number of employees suffering serious occupational injuries	0	0	0
Recordable number of employees suffering occupational injuries (including the numbers of deaths and employees suffering serious occupational injuries)	Total number of women suffering occupational injuries	3	3	4
	Total number of men suffering occupational injuries	1	3	2
	Total number of employees suffering occupational injuries	4	6	6
Number of employees subject to near misses		0	0	0
Ratio of deaths caused by occupational injuries (%)		0	0	0
Ratio of employees suffering serious occupational injuries (%)		0	0	0
Ratio of recordable number of employees suffering occupational injuries (%)		3.08	4.56	4.53
Percentage of employees subject to near misses		0	0	0
Note: 1.Ratio of deaths caused by occupational injuries = (Number of deaths caused by occupational injuries/Working hours)1,000,000. 2.Ratio of employees suffering serious occupational injuries = (Number of employees suffering serious occupational injuries (excluding the number of deaths)/Working hours)1,000,000. 3.Ratio of recordable number of employees suffering occupational injuries = (Recordable number of employees suffering occupational injuries (including the numbers of deaths and employees suffering serious occupational injuries)/Working hours)*1,000,000. 4.Serious occupational injuries refer to occupational injuries from which recovery is not possible within six months. 5.Recordable occupational injuries do not include occupational injuries caused by commuting to and from work. 6.A near miss is an incident that does not result in personnel injury, property damage, or process interruption, but does cause alarm among personnel. 7.In 2024, no non-employee workers suffered occupational injuries.

GRI 403-10 In 2024, there were no cases of AGV’s employees or non-employee workers suffering occupational diseases during the reporting period. We are committed to building a healthy and safe working environment and providing all employees with the necessary safety facilities to ensure their well-being and physical health. We will continue to make efforts in maintaining occupational safety and health to ensure all employees stay safe and healthy at work.

5.5 Social Charity and Its Practices

1. Local community engagement and participation GRI 413-1

Adhering to the spirit of “taking from and giving back to society,” AGV has long been committed to various community care and public welfare initiatives, and strives to build strong relationships with the local communities. AGV also contributes to society through concrete actions. The specific actions for 2024 are as follows:

• The Company organized a corporate mountain cleaning activity at the Shulin Wood Trail and the Fuxing Trail (approximately 2.5 kilometers in length) in Chiayi County, encouraging employees to participate and practice environmental protection.

• Adopted roads in the industrial zone and assisted with cleaning and landscaping work.

• The Company participates in local social events during major holidays such as Chinese New Year and the Mid-Autumn Festival, visits local authorities and residents, and promotes community harmony.

• The Company maintains good contact and cooperation with local security agencies, industry associations, and industrial zone associations to jointly promote community development and industrial prosperity.

2. Donation of charitable resources and social investment GRI 203-1 GRI 203-2 GRI 413-1

The Company actively responds to the call of social welfare organizations and charitable groups, donating resources and participating in multiple charitable events. In 2024, the Company participated in events such as the Minxiong Community Rui-Ya Festival Party, the 4th Art and Cultural Exhibition Charity Carnival hosted by the Chiayi County Club for the Disabled, the “Year-end Warmth and Happiness You&Me Market” charity carnival of the Taiwan Fund for Children and Families, Chiayi Branch, the Parenting and Children’s Welfare Carnival of the Chung Yi Social Welfare Foundation, the Kaohsiung Family Support Center’s Century Public Welfare Project, the “Student Story Performance Competition” of the Hui-Zhi Foundation, and others. The total value of donations in 2024 amounted to approximately NTD889,000, benefiting disadvantaged groups, local government agencies, students, and temples.

3. Promotion of local employment and industry-academia collaboration GRI 203-2 GRI 413-1

• Local employment first: The Company is committed to providing employment opportunities for local people and strengthening regional economic resilience.

• Industry-academia collaboration and internship opportunities: We partner with colleges and universities to offer students workplace experience and internships, fostering industry-academia alignment and cultivating future industry talent.

4. Community impact and negative events GRI 413-2

In 2024, the Company experienced no incidents that had a significant negative impact on local communities within its areas of operation, and there were no records of community protests or disputes, demonstrating positive engagement with those communities.

Community risks or opportunities

1. Community risk and opportunity assessment

The Company adheres to the philosophy of co-prosperity with local communities and regularly conducts risk and opportunity assessments of the communities surrounding each of its operating locations. The contents are as follows:

A. Risk

Category	Description
Environmental risk	The wastewater from the production process may affect the quality of life in the community.
Traffic risk	Transportation of raw materials and finished products could disrupt community traffic and peace.

B. Opportunity

Category	Description
Local employment promotion	The hiring rate of residents in Chiayi County and City reached 73.58%; we collaborate with National Chiayi University and Wu Feng University of Science and Technology to provide internship and employment opportunities.
Local economic development	Procure local agricultural raw materials to increase the value of local agriculture.
Social engagement	Organize public welfare activities such as tree planting and maintenance, mountain cleaning, and beach cleaning, and exchange ideas with local communities to promote community interaction and harmony.

C. Evaluation method:

Stakeholder surveys, local government exchange and consultation, environmental impact assessment report analysis, ESG risk assessment system results.

2. Risk items and response measures

Risk item	Response measure
Wastewater discharge	We have installed wastewater recycling equipment and commissioned third-party monitoring of discharge data to ensure compliance with environmental protection regulations.
Traffic risk	Optimize the transportation schedule by adopting a nighttime schedule to avoid peak commuting hours and reduce community disturbance.
Food safety trust risk	Strengthen the product traceability system and strictly follow the food production and inspection processes.

3. Disclosure and result tracking

Disclosure channels: Sustainability Report, official website - Investor Relations, Annual Report - Implementation Status of Promoting Sustainable Development chapter.

Summary of results (as of 2024)

Item	Benefits and results
Local employment	Employees in the Chiayi area accounted for 73.58%, while industry-academia collaboration strengthened local human resource development.
Local procurement	Prioritize the procurement of local agricultural products from Chiayi to support the local agricultural economy.
Community engagement	Organize public welfare activities such as tree planting and maintenance, mountain cleaning, and beach cleaning; actively participate in local exchanges and deepen interaction with the community.
Social engagement	The total amount of donations in 2024 reached approximately NTD889,000, benefiting disadvantaged groups, local governments, schools, and religious units.

	Description
Cheng Kung University Badminton Open	The 31st National Badminton Games is Taiwan’s largest-scale event, attracting top badminton players from home and abroad to compete each year. It has grown into a major inter-school activity. The AGV Products Corporation sponsored the successful National Cheng Kung University Badminton Games.
Chiayi County Dragon Boat Festival	The 38th Dragon Boat Festival Competition was held at the Dongshi Township Office in Chiayi County.AGV sponsored the event by providing tea and supplies to the athletes and staff.
“2024 Running Out of the Golden Tiger” road running event at Xingang Fengtian Temple, Chiayi County	The Chiayi County Hsinang Temple hosted a national road running event, attracting enthusiastic runners from across Taiwan to participate in the large-scale race. Love Taste sponsored the beverages, adding to the lively and enriching atmosphere of the Golden Tiger Grandpa Road Run.
Chung Yi Social Welfare Foundation Family walking event and charitable carnival	AGV continues to be involved in charitable activities. On May 25, 2024, Chung Yi Social Welfare Foundation organized a big charitable carnival in the Taipei Expo Park, to which AGV donated goods for sale, the income from which can be used to help settle disadvantaged children and teenagers who live alone.
Nice Prince Hotel - 18th “Write Your Wishes in Christmas Cards” event	Every year, the Nice Prince Hotel organizes an event to write Christmas wishes in cards. In 2024, in cooperation with the Chiayi City Family Support Center, World Vision Taiwan and the Social Affairs Department, Chiayi City Government, the hotel provided 500 cards to disadvantaged children, who will write their wishes in the cards to be received and fulfilled by philanthropists, with the expectation that more people can show their concern for children in need of regular support at least on Christmas. Every year, AGV donates desserts and beverages to children as a snack in support of this heartwarming Christmas event.
2024 Infinity Generation Public Welfare Sale Program	The “Infinity Generation - Public Welfare Sale” event hosted by the North Kaohsiung Family Support Center aims to raise learning funds for children. AGV donated pickle jars and dessert jars to support the sale organized by the North Kaohsiung Family Support Center.
Hungtao Senior Citizen Welfare Foundation	On October 26, 2024, the Hungtao Senior Citizen Foundation held a charitable market in Prai Chi Park. The event allowed seniors to engage with the community; by setting up stalls, the elderly were encouraged to be active and contribute to society.
“Elementary School Students Storytelling Contest” by Huizhi Foundation	From February 15, 2024 to August 16, 2024, the “Nursing the seedlings and turning them into big trees” storytelling contest was held. Elementary schools and junior high schools across the country encouraged children to perform on stage to discover their diverse talents. Desserts and drinks were provided to children as snacks in support of the competition.
Chiayi Branch Office, Taiwan Fund for Children and Families	In 2024, the charitable carnival “Year-end Warmth and Happiness You&Me Market” was held to sell charitable drinks donated by AGV, and the income was used to support disadvantaged children and their families so that they could feel the warmth of society.
The 4th Art and Cultural Exhibition and Charitable Carnival of Chiayi County Spinal Cord Injury Association	On November 10, 2024, the Chiayi County Spinal Cord Injury Association organized the “Art and Culture Exhibition and Charity Event”. AGV sponsored the Spinal Cord Injury Association event to sell goods for the charity sale to raise funds needed by the association to help people with disabilities improve their quality of life, while raising the public’s awareness of SCI.