Human Rights and Fair Treatment
CHC adheres to its human rights policy by regularly reviewing and assessing human rights related systems and actions. We endorse internationally recognized human rights standards, including the UN Global Compact, the Universal Declaration of Human Rights, and the ILO Declaration on Fundamental Principles and Rights at Work. When issues are identified, we promptly implement corresponding risk mitigation measures and conduct periodic reviews to evaluate their effectiveness. Internal audits and employee feedback mechanisms are utilized to ensure the policy’s effective implementation.
- Diversity and Inclusion and Ensuring Equal Employment Opportunities:
- Compliance with labor laws and regulations to ensure non-discriminatory employment policies and the prohibition of forced labor.
- Prohibition of age discrimination, protection of the labor rights and interests of middle-aged and elderly workers, and the creation of a friendly employment environment.
- Prohibition of the illegal employment of child labor.
- Promotion of workplace diversity, with no discriminatory treatment or any form of discrimination based on employees’ personal characteristics such as gender (incl. gender orientation), race, class, age, marital status, language, thought, religion, political party, place of origin, place of birth, appearance, facial features, disability, and others.
- Open Communication Channels:
- To facilitate positive labor-management relations and a harmonious work environment, regular labor-management meetings are held to provide open communication mechanisms and create a harmonious and win-win labor-management relations.
- Providing a Safe and Healthy Work Environment:
- Providing a safe working environment for employees and necessary first aid measures, eliminating factors in the work environment that may affect employee safety and health, and reducing the risk of occupational accidents.
- Valuing the work-life balance of employees, actively caring for and managing abnormal workloads among employees to avoid overtime work.
- Caring for by conducting regular health check-ups and organizing lectures on sports and regimen, as well as providing spaces for sports and fitness.
- Respecting the right of employees to assemble, associate, and join various clubs and organizations, and providing diverse forms of grants for sports clubs.
- Encouraging employees’ family members to participate in Corporate travel activities to enrich the concept of work-life balance.
- Personal Data Protection:
- A Personal Data Protection Management Committee is established to plan, supervise, audit, maintain, and improve the personal data management system.
- All units are required to implement personal data inventory and management, and not to collect, process, or use personal data without legitimate specific purposes.
- Regular Review and Evaluation of Human Rights-Related Systems and Actions:
- Regularly reviewing the effectiveness of human rights management and optimizing management measures based on evaluation results to reduce related risks.
- The human rights policy of the Group is reported on the Group’s official website to raise awareness of human rights among employees and stakeholders, and to continue improvement.
Chia Hsin Cement Group Chairman
Jason K. L. Chang
Human Rights Due Diligence Process
Chia Hsin Cement Group established its human rights policy in January 2020, with primary emphases on:
- Diversity and Inclusion, and Ensuring Equal Employment Opportunities
- Open Communication Channels
- Providing a Safe and Healthy Work Environment
- Personal Data Protection
- Regular Review and Assessment of Human Rights-Related Systems and Actions
Once the risk assessment yields results, we will promptly formulate corresponding risk mitigation measures. Subsequently, we will periodically review the implementation effectiveness of these measures, utilizing internal audits and employee feedback, among other avenues, to ensure the policy’s effective execution.
The Company conducts a human rights due diligence process to systematically identify human rights risks associated with its own operations, suppliers, and new business relationships, and carries out regular reviews and assessments. The scope of human rights due diligence covers, but is not limited to, actual or potential human rights issues such as forced labor, human trafficking, child labor, freedom of association and the right to collective bargaining, and discrimination. The Company also pays particular attention to vulnerable or high-risk groups that may be affected, in order to ensure continuous and effective human rights risk management.
Establishing a Human Rights Policy
Conducting Risk Identification and Assessment
Developing Risk Mitigation Measures
Performing Reviews and Audits
Conducting Risk Identification and Assessment
Conducting Risk Identification and Assessment
Developing Risk Mitigation Measures
Performing Reviews and Audits
2025-2026 Human Rights Due Diligence Results and Mitigation Measures
In 2025, CHC’s human rights due diligence results indicated that no human rights violations or discrimination incidents occurred. Based on the findings and the likelihood of potential human rights risks, the Company developed and fully implemented (100%) appropriate mitigation measures.
| Human Rights Stakeholders | Human Rights Issues | Current Mitigation Measures | Remedial Measures | |
| Employees
（Including Female Employees, Indigenous Employees, Migrant and Foreign Workers ） |
Diversity and Inclusion, Ensuring Equal Employment Opportunities. | 1. Ensure compliance with the Labor Standards Act, Gender Equality Act, Implementing Measures for the Protection of Maternal Health of Laborers, and Occupational Safety and Health Act (Articles 30 and 31). 2. Provide flexible arrangements for pregnant employees: telecommuting, breastfeeding rooms, flexible hours. 3. Conduct regular training on sexual harassment prevention. 4. Host DEI (Diversity, Equity, and Inclusion) awareness sessions.。 |
1. An employee grievance mechanism has been established. If cases of discrimination, unequal treatment, or unequal employment practices are identified through verification, the Company will immediately initiate internal investigation procedures and take necessary corrective or disciplinary actions. 2. Based on the nature of the incident, relevant systems and management processes will be reviewed and enhanced to strengthen management mechanisms and prevent recurrence. |
|
| Open Communication Channels | 1. Labor-management meetings 2. Employee satisfaction survey 3. Employee Welfare Committee 4. Labor Pension Supervisory Committee 5. Employee Sharing Sessions 6. CEO’s afternoon tea 7. P&C Business Partners (P&C BP) |
8. P&C Supervisor email 9. P&C Supervisor Hotline 10. Employee Assistance Program 11. Official LINE@ channel 12. Internal announcements 13. Investor Conference 14. Corporate social media |
For human rights or labor rights issues raised by employees through various communication channels, the Company will handle, verify, and address such matters in accordance with established procedures to ensure that the issues receive appropriate responses. | |
| Providing a Safe and Healthy Working Environment | 1. Occupational health interviews. 2. Health check-ups. 3. Influenza vaccinations. 4. Availability of automated external defibrillators (AED) and blood pressure monitors. 5. Annual CPR and AED first aid, fire drill safety education training. 6. Periodic health seminars and safety and health promotion. 7. Providing a flexible work schedule allowing employees to use time flexibly, promoting work-life balance, and reducing extended working hours risks. 8. Management of working hours and overtime in accordance with the Labor Standards Act and internal company regulations, with a maximum working hour limit in place. Supervisory oversight and working hour control mechanisms are implemented to regularly review and adjust workloads, in order to avoid or reduce the negative health impacts of excessively long working hours. |
1. Occupational safety and health work rules have been established. 2. In the event of an occupational safety or health incident, response measures will be activated in accordance with emergency response procedures, followed by an investigation and analysis of the root causes, based on which corrective actions and preventive measures will be implemented to prevent recurrence. |
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| Personal Data Protection | Establishing a personal data protection management approach and forming a personal data protection management committee. | In the event of a suspected personal data breach or improper use of personal data, the Company will immediately initiate internal reporting and response procedures, implement necessary corrective measures, and strengthen personal data protection management and internal control mechanisms to prevent recurrence of similar incidents. | ||
No human rights violations or discrimination incidents were reported at CHC in 2024
Workplace Equality × Zero Tolerance for Sexual Harassment
CHC enforces a strict zero-tolerance policy toward all forms of sexual harassment, both within and outside the workplace. The Company is committed to ensuring that employees are not subject to harassment or stalking by individuals outside its management scope. A safe, respectful, and gender-equal environment is provided for employees, job applicants, and contractors.
Transparent Complaint Channels
Transparent Complaint Channels
Annual Training
Annual Training
Dedicated Handling Committee
Dedicated Handling Committee
Corrective Support
Corrective Support
Transparent Complaint Channels
Transparent Complaint Channels
Annual Training
Annual Training
Dedicated Handling Committee
Dedicated Handling Committee
Corrective Support
Corrective Support
Violations of the Gender Equality in Employment Act:
0 cases
Workplace Discrimination and Harassment Complaints:
0 cases
◉ Email: hr@chcgroup.com.tw
◉ Hotline: (02)2563-4890
