Human Rights Policy
Human Rights Policy
YEC accepts individual differences of employees, integrates a diverse group, has no prejudice against nationality, gender, age or physical disability, and is willing to grow together with each employee.
Measures related to diversity includes
Gender equality
Protection to disadvantaged groups: support the employment of people with disabilities, promote the use of physically and mentally handicapped people, visually impaired, hearing and speech impaired, severely impaired, chromosomal abnormalities and other physically and mentally handicapped people. Regarding the promotion requirements of the laws and regulations of Taiwan, we will continue to actively carry out job evaluations internally, and make continuous efforts to promote the promotion of persons with disabilities.
Harmonious labor-management communication: In order to achieve the purpose of full communication and effective problem solving between YEC and employees, various employee grievance mechanism channels such as labor-management meetings, departmental meetings...etc. are established. Also according to the rights granted to employees by laws and regulations, an employee has the freedom to start an association. Organization does not interfere or intervene.
Measures related to diversity includes
- Implement fairness and protect human rights: YEC supports and respects (follows) relevant laws and regulations on labor and gender equality at work, formulates relevant human rights protection and labor policies, and implements related measures.
- YEC emphasizes the core labor rights and interests.
- Labor: No forced labor, child labor is prohibited, working hours, wages and benefits, human rights protection, non-discrimination and free association.
- Business ethics: clean operation, no illegitimate gains, publicize information, intellectual property rights, fair trade, advertising, competition, confidentiality of identity, conflict minerals, privacy and no retaliation
- Child labor: YEC clearly declares in its policy that child labor under the age of 16 shall not be employed, and any behavior that may result in hiring of child labor is not allowed.
- Labor-Management Relations: Labor contract between each employee and organization complies with relevant local laws and regulations.
- Forced labor: When the employment relationship is established, a written labor contract is signed in accordance with the law. The contract states that the employment relationship is established based on the agreement between both parties. Forced labor is not allowed, and there is no illegal human trafficking and opposing slavery.
- Working hours: Employees work overtime on a voluntary basis, and it is stipulated in the organizational norms that overtime work is not allowed and regular inspection and control are carried out and supervisors and colleagues are promoted in regular labor-management meetings.
- Fairness: Any tangible or intangible sexual harassment and discrimination in the workplace are prohibited. Race, gender, age, marital status, political stance or religious beliefs will not be used as the criteria for the appointment, evaluation and promotion of employees. YEC works with vendors comply with the aforementioned principles.
Gender equality
- The recruitment, appointment, assessment, and promotion of employees are based entirely on ability with no difference due to gender. In the workplace, any inappropriate words or behaviors that are sexually or gender-discriminatory are also prohibited. In case of incidents related to sexual harassment, the organization has a fair and objective complaint channel and proper and strict protection measures.
- Only when we respect the differences between everyone can we realize true equality and actively promote a safe, friendly and convenient working environment.
Protection to disadvantaged groups: support the employment of people with disabilities, promote the use of physically and mentally handicapped people, visually impaired, hearing and speech impaired, severely impaired, chromosomal abnormalities and other physically and mentally handicapped people. Regarding the promotion requirements of the laws and regulations of Taiwan, we will continue to actively carry out job evaluations internally, and make continuous efforts to promote the promotion of persons with disabilities.
Harmonious labor-management communication: In order to achieve the purpose of full communication and effective problem solving between YEC and employees, various employee grievance mechanism channels such as labor-management meetings, departmental meetings...etc. are established. Also according to the rights granted to employees by laws and regulations, an employee has the freedom to start an association. Organization does not interfere or intervene.