ESG

AOT established Corporate Sustainable Development Committee on August 12, 2024, to incorporate the concept of sustainable development into the operation of the Company’s various mechanisms through the promotion of the ESG functional group. The Sustainable Development Committee is a functional committee directly under the Board of Directors.
The chairman of the Board, Mr. Fang, Jung-Hsi, serves as the convener. The Sustainable Development Committee is currently divided into six functional groups, namely “Governance Operations”, “Environmental Sustainability”, “Supply Chain Sustainability”, “Employee Care”, “Social Welfare” and “Risk Management”. The first-level supervisors of each relevant functional unit are responsible for promoting and responding to various issues to embody corporate social responsibility at four levels which include implementing corporate governance, developing a sustainable environment, safeguarding social welfare and improving information transparency.
The Sustainable Development Committee convened twice in 2024 and reported to the Board of Directors on August 12, 2024 and November 7, 2024 respectively, which has been approved by the Board of Directors for future reference.

The company’s “” Sustainable development practice principle “” clearly stipulates that the company should abide by international human rights conventions and relevant laws and regulations, and recognize and support the “”United Nations Global Covenant””, “”United Nations Universal Declaration of Human Rights””, “”Basic Principles and Declaration of Rights of the International Labor Organization”” and other internationally recognized human rights standards and basic principles, formulate a human rights policy applicable to the company to prevent violations of human rights, and comply with relevant labor laws and regulations where the company is located. In the future, we will regularly assess the degree of human rights risks, and formulate improvement and strengthening measures based on the assessment results, working towards the goal of zero human rights risks in the workplace.

The human rights policy is as follows:

(1) Establish a human rights code of conduct:

AOT Norms: Respect human rights, comply with the United Nations Universal Declaration of Human Rights, treat every colleague with integrity and fairness. Be kind and respect individual differences.

(2) Put an end to any discrimination and ensure fairness among colleagues.

Comply with local government labor laws and ensure no discrimination based on race, gender, age, physical or mental disability, politics, religion, or pregnancy.

(3) Prohibition of child labor

Prohibit the employment of child labor (referring to anyone under the age of 15, or under the age of compulsory education, or the minimum age for employment in the country/region (whichever is the oldest of the three)), and conduct inspections on hired employees, Child labor shall not be used in any manufacturing process.

(4) Protect labor rights and interests

All work should be voluntary, and no unwilling person should be forced or coerced to perform labor.

(5) Establish a friendly workplace environment

Provide a caring communication channel for colleagues to handle human rights-related issues. Pay attention to the needs of employees, promote health promotion activities and provide diverse activities, encourage colleagues to participate independently, and continuously communicate the company’s human rights policy concepts through supplier audits.

Specific management plan

The company formulates “”Working Rules”” in accordance with the relevant provisions of the Labor Standards Act, formulates “”Sexual Harassment Prevention Measures, Complaints and Management Standards”” in accordance with the relevant provisions of the Gender Equality at Work Act and the Sexual Harassment Prevention Act to safeguard the rights and interests of employees and create a work environment free from harassment. .

The company also implements relevant human rights policies in accordance with the Responsible Business Alliance (RBA), and regularly dispatches labor and management representatives in accordance with the law to hold regular labor-management meetings and employee welfare committees on employee rights and welfare matters.

Related policy and implementation

(1) Provision of a safe and healthy work environment

The Company has passed the ISO 14001 (environmental management system), ISO 45001 (occupational safety and health management system), and ISO 14064 (greenhouse gas inventory), and actively promotes energy conservation and carbon reduction, disaster prevention, and pollution prevention. We make reasonable guarantee of a safe work environment.

In addition to providing a safe and healthy work environment according to the laws and regulations, the Company has also established a dedicated unit and committee for occupational safety and health, and hired professional doctors and nursing staff to provide safety, health, fire safety and other related education and training. In addition, the Company will sample the operating environment periodically to grasp the actual status of the operating environment and assess the exposure status of laborers, and to take necessary preventive measures to prevent the occurrence of occupational hazards, and thereby reduce dangerous factors in the working environment.

(2) Eliminate unlawful discrimination and reasonably ensure equal job

opportunities

The Company has implemented its human rights policy in its internal control procedures. On recruitment, appointment, remuneration and benefits, education and training, promotion, performance evaluation, resignation, termination, severance pay, or retirement, the Company does not discriminate against employees and job seekers based on their race, class, or any form of discrimination based on language, ideology, religion, political party, nationality, birthplace, gender, sexual orientation, age, marriage, appearance, facial features, physical and mental disabilities, zodiac sign, blood type, previous trade union membership, and unfair treatment.

(3) Prohibition of child labor

In order to ensure compliance with corporate social responsibility and ethical standards, the Company has explicitly stated from the beginning of recruitment that child labor is not allowed in any manufacturing process. As of December 31, 2023, there were 762 employees in total, and the number of child labor was 0.

(4) Prohibition of forced labor

All work should be done by one’s will, and the Company will not force or coerce any unwilling person to perform the labor service. The Company has complied with laws and regulations regarding the daily and weekly normal working hours and extended working hours, holidays, special holidays, and leave of absence.

The time and attendance system is designed with a reminder function for employees to work overtime. Employees who work overtime are entitled to overtime pay or time off. Special personnel are assigned to inspect and control the working hours of the factory premises on a monthly basis.

(5) Assisting employees in maintaining physical and mental health and maintaining work-life balance

The Company provides venue or financial sponsorship for employees, including free health check-up, stress-relieving massage, encourages employees to form their own club, and organizes a variety of ball game competitions, year-end meals, family day and other activities to enable employees to balance family life to rejuvenate the body and mind.

Human rights protection training practices

(1) Orientation for new recruits

Upon arrival, employees are required to attend compliance orientation training for new recruits, including safety and health education, introduction to the Company’s administrative policies, and education on the prevention of sexual harassment.

(2) Prevention of workplace violence

Through advocacy and announcements, the company has clearly stated its “”zero tolerance”” stance on all kinds of illegal violations in the workplace, so that employees understand that they have the responsibility to help ensure the occurrence of illegal violations in the workplace. In addition to disclosing the complaint hotline, we also established standard handling to create a friendly work environment.

(3) Occupational safety training

The content includes: Safety and health education and training, fire safety training, emergency response, and first-aid training.

(4) Promotion of ethical corporate management

Educate all employees on the importance of ethical corporate management and related norms, in order to establish a healthy and positive workplace culture.

AOT refers to the AA1000 stakeholder engagement standard. Based on stakeholders’ reliance on the company, interaction levels, and importance, eight major stakeholder categories are defined: government agencies, investors, public associations, suppliers, customers, employees, communities, and financial institutions. Each category has a dedicated unit responsible for communication and engagement. Communication with stakeholders occurs through public information observation stations, annual reports, company websites, and other channels. Engagement results are submitted to the Sustainable Development Committee for review and reported to the Board of Directors.In October 2024, a total of 78 valid questionnaires were collected, and the topics of concern for each stakeholder group were analyzed (as shown in the table below) to facilitate relevant communication and engagement. This was reported to the Board of Directors in November 2024.