{"id":269,"date":"2024-07-15T01:32:44","date_gmt":"2024-07-14T17:32:44","guid":{"rendered":"https:\/\/esg.tnp.com.tw\/?page_id=269"},"modified":"2025-09-11T14:02:35","modified_gmt":"2025-09-11T06:02:35","slug":"human-rights","status":"publish","type":"page","link":"https:\/\/esg.tnp.com.tw\/en\/human-rights\/","title":{"rendered":"Respect For Human Rights"},"content":{"rendered":"
\n
\n

Management Policy<\/h2>\n\n\n\n
\n

Reason for the\nIssue's\nImportance<\/h2>\n\n\n\n
For TNP as a listed company, promoting employee diversity and\nensuring equal opportunity not only fulfills regulatory requirements\nbut also contributes to the company's sustainable development,\nenhances its social image, and strengthens risk management.<\/div>\n<\/div>\n\n\n\n
\n

Impact and\nInfluence<\/h2>\n\n\n\n
    \n
  • Potential positive human\/human rights impact:\n
      \n
    1. Social Responsibility and Corporate Image: Diversity and equal opportunities\nalign with the principles of corporate social responsibility, reflecting the\ncompany's positive contributions to society. Achievements in these areas can\nenhance the company's image and reputation in the social aspect of ESG.<\/li>\n\n\n\n
    2. Talent Attraction and Retention: Providing equal opportunities and a diverse\nwork environment helps attract and retain top talent. Diverse teams can offer\nvaried perspectives and innovative thinking, aiding the company in adapting\nand innovating its products and services.<\/li>\n\n\n\n
    3. Social Justice and Human Rights: Employee diversity and equal\nopportunities demonstrate the company's respect for human rights and pursuit\nof social fairness, aligning with the human rights aspect of ESG and promoting\nequality and justice at the societal level.<\/li>\n<\/ol>\n<\/li>\n\n\n\n
    4. Potential positive corporate governance impact:\n
        \n
      1. Risk Management: Focusing on workforce diversity helps mitigate labor\nmarket risks by reducing reliance on a single talent group and lowering\npotential turnover risks.<\/li>\n\n\n\n
      2. Shareholder and Investor Expectations: More investors and institutions are\nconsidering ESG factors in investment decisions. Implementing diversity and\nequal opportunities is seen as an indicator of good ESG risk management and\nsocial responsibility, meeting investor expectations for sustainable investments.<\/li>\n<\/ol>\n<\/li>\n\n\n\n
      3. Potential negative corporate governance impact:\n
          \n
        1. Regulations and supervisory requirements regarding diversity and equal opportunity are becoming increasingly stringent in many countries and regions. The Company must comply with relevant laws and regulations; otherwise, it will face fines or lawsuits, thus negatively impacting its governance performance.<\/li>\n<\/ol>\n<\/li>\n<\/ul>\n<\/div>\n\n\n\n
          \n

          Policy\/Strategy<\/h2>\n\n\n\n
          TNP clearly defines work rules and implements the following\npolicies:<\/div>\n\n\n\n
            \n
          • 88 Employee Diversity and Equal Opportunity: Transparency in\nrecruitment, promotion, training, compensation, and benefits.\nWe provide equal employment opportunities and prohibit\ndiscrimination to protect all employees' rights.<\/li>\n\n\n\n
          • 88 Focus on Gender Equality and Multiculturalism: Ensure equal\nemployment opportunities for individuals with disabilities and\nrelated policies.<\/li>\n<\/ul>\n<\/div>\n\n\n\n
            \n

            Goals and Targets<\/h2>\n\n\n\n
              \n
            • Short-term Goals: Increase the proportion of women and\nminorities in senior management positions to 50%.<\/li>\n\n\n\n
            • Long-term Goals: Monitor and assess employee satisfaction and\ncompany culture to ensure the achievement of equal opportunity\nobjectives.<\/li>\n<\/ul>\n<\/div>\n\n\n\n
              \n

              Management\nEvaluation\nMechanism<\/h2>\n\n\n\n
                \n
              • Employee suggestion box.<\/li>\n\n\n\n
              • Employee satisfaction survey.<\/li>\n\n\n\n
              • Complaint hotline (email).<\/li>\n<\/ul>\n<\/div>\n\n\n\n
                \n

                Performance and\nAdjustments<\/h2>\n\n\n\n
                \u2022 Employing persons with disabilities, the legal quota is 2 people, and in 2024, 6 persons with disabilities were employed, achieving a rate of 300%.
                \u2022 No discrimination incidents occurred in 2024.<\/div>\n<\/div>\n\n\n\n
                \n

                Preventive or\nRemedial Measures<\/h2>\n\n\n\n
                Establish a clear policy on employee diversity and equal\nopportunity, ensuring all employees understand and adhere to it.
                88 Conduct regular training to raise awareness among management\nand staff about diversity, reducing the occurrence of discriminatory\nbehaviors.
                88 Implement an effective mechanism that encourages employees\nto anonymously report discrimination, with a swift process for\nhandling complaints.<\/div>\n<\/div>\n<\/div>\n <\/div><\/div>\n\n\n\n
                \n
                \n

                Fairness and Human Rights<\/h2>\n\n\n\n
                \n
                Up to now, the company has had no cases of gender or racial discrimination or\ncomplaints regarding labor practices violating human rights. The company adheres\nto principles of fairness, impartiality, and non-discrimination when hiring, based\nsolely on professional skills and work experience, without regard to race, class,\nlanguage, ideology, religion, political affiliation, place of origin, gender, sexual\norientation, age, marital status, appearance, disability, or union membership.
                The company and its suppliers have never employed child labor or used underage\nworkers. TNP employees follow working hours according to Article 30 of the Labor\nStandards Act, stating: \"Laborers\u2019 regular working hours shall not exceed eight hours\nper day and forty hours per week,\" with the possibility of overtime, not exceeding 4\nhours per day and 46 hours per month, subject to labor consent.<\/div>\n<\/div>\n\n\n\n
                \n

                Complaint Channels<\/h2>\n\n\n\n
                The company has established the \"TNP-Workplace Sexual Harassment Prevention\nMeasures, Complaints, and Disciplinary Procedures\" and the \"TNP-Declaration\nAgainst Workplace Violence\" to ensure gender equality in the workplace and protect\nemployees and business visitors from sexual harassment and workplace violations.\nIn case of such incidents, complaints can be filed through the company\u2019s designated\ncomplaint hotline and mailbox.<\/div>\n\n\n\n
                  \n
                • Sexual Harassment Incident Complaint Hotline: 03-3270567 Extension 500<\/li>\n\n\n\n
                • Sexual Harassment Incident Complaint Mailbox: venus.chen@tnp.com.tw (HR\nManager's Mailbox)<\/li>\n\n\n\n
                • Workplace Violation Consultation and Complaint Hotline: 03-3270567 Extension 550\n(HR Department) Extension507 (EHS Office)<\/li>\n\n\n\n
                • Complaint Mailbox Location: 4F Training Room, Linkou Plant \/ 1F Press Room\nEntrance, Xinzhuang Plant<\/li>\n<\/ul>\n<\/div>\n<\/div>\n <\/div><\/div>","protected":false},"excerpt":{"rendered":"","protected":false},"author":1,"featured_media":1302,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_gspb_post_css":"#gspb_row-id-gsbp-3aaa0e3{justify-content:space-between;margin-top:0;margin-bottom:0;display:flex;flex-wrap:wrap;padding-top:120px;padding-bottom:120px}#gspb_row-id-gsbp-3aaa0e3>.gspb_row__content{display:flex;justify-content:space-between;margin:0 auto;width:100%;flex-wrap:wrap}div[id^=gspb_col-id]{box-sizing:border-box;position:relative}@media (max-width:575.98px){#gspb_row-id-gsbp-3aaa0e3{padding-top:60px;padding-bottom:60px}}#gspb_col-id-gsbp-e91fe21.gspb_row__col--12{width:100%}@media 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