Management System Policy
Social Responsibility Policy
The company’s social responsibility management follows the Responsible Business Alliance (RBA) and Social Accountability 8000 International standard (SA8000), covering aspects such as labor, health and safety, environment and ethics, and fulfills the relevant requirements of corporate social responsibility. We uphold the spirit of continuous improvement, work towards labor-management harmony and provide a good workplace environment:
RBA/SA8000 Guidelines
- Comply with local government laws and regulatory requirements
- Create a safe, hygienic and environmentally friendly working ambience
- Treat employees fairly and with respect
- Integrity management and establishing high ethical standards
- Suppliers must comply with RBA/SA8000 related standards
Labor Policy
As a professional silicon carbide semiconductor manufacturing service provider, the company’s human resources philosophy is derived from the personality and belief of “integrity, pragmatism, friendliness, and openness”, and upholds the spirit of RBA and SA8000. It fulfills its corporate social responsibilities to protect the human rights of all employees in compliance with international norms, ensures a safe working environment, and clearly demonstrates that every employee is treated and respected in a fair and equitable manner, so that their rights and interests are protected, and ethics are observed. The labor policy is as follows:
No Child Labors
We resolutely adopted a zero-tolerance policy for the use of child labor and are committed to complying with local minimum age laws and regulations and not to employ child labor. At the same time, we do not accept the use of child labors by any suppliers or contractors.
Freedom Of Association
Respect and protect employees’rights to freedom of assembly, association and collective bargaining, and set up effective communication channels.
No Discrimination/No Harassment
It is prohibited to discriminate against employees based on their race, color, age, gender, sexual orientation, gender identity and expression, race or ethnicity, disability, pregnancy, religious belief, political sect, union membership, veteran status, protected genetic information or marital status; all employees have equal development opportunities in terms of appointment, assessment, salary payment, training opportunities and promotion standards. We also cooperate with suppliers who comply with the above principles, and the same applies to the employment of employees. Employees should be provided with appropriate venues for religious activities. In addition, employees or prospective employees must not be subjected to discriminatory medical tests or physical examinations, such as pregnancy or virginity tests.
Humane Hreatment
Harsh, inhuman treatment and any form of harassment of employees is prohibited, including any form of sexual violence, sexual harassment, abuse, corporal punishment, mental or physical pressure, bullying, public humiliation and verbal abuse; nor is it allowed to threaten any such behavior. Relevant disciplinary policies and procedures are clearly defined and clearly communicated to employees.
No Forced Labor
We respect labor consciousness and prohibit any form of forced labor. When an employment relationship is established, a written labor contract based on the consent of both parties is signed in accordance with the law. Employees also have the right to leave their jobs freely with reasonable notice, ensuring that all employment conditions are voluntary. The use of forced labor by any supplier or contractor will not be accepted.
Labor Negotiations
Provide an open and smooth communication channel between employees and management and promote the company’s policies, systems, welfare measures and operating procedures for various activities; provide timely responses and assistance to employees’ opinions to ensure the maintenance of harmonious labor relations.
Salary And Benefits
Provide employees with wages and benefits that are in line with or even better than those required by local laws, including minimum wages, paid leave and statutory benefits, to at least meet employees’ basic needs. At the same time, it is prohibited to use salary deduction as a disciplinary sanction.
Reasonable Working Hours
Establish a clear and reasonable working hours management mechanism that complies with applicable laws, care for and manage employees’ attendance status, and reasonably manage and arrange employees’ working hours, breaks, and vacations.