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.
多元包容性與確保工作機會均等：
- 遵循勞動法令規範，確保僱用政策無差別待遇且不強迫勞動。
- 禁止年齡歧視，保障中高齡者勞動權益，建構友善就業環境。
- 不非法僱用童工。
- 落實職場多元性，不因員工個人性別（含性傾向）、種族、階級、年齡、婚姻、語言、思想、宗教、黨派、籍貫、出生地、容貌、五官、身心障礙等，而有差別待遇或任何形式之歧視。
暢通的溝通管道：
- 為提供正向勞資關係與和諧的工作環境，定期舉辦勞資會議，提供暢通的溝通機制，創造和諧雙贏的勞資關係。
提供安全與健康的工作環境：
- 提供員工安全的工作環境與必要的急救措施，消弭工作環境中可能影響員工安全健康之因素，以降低職災風險。
- 重視員工工作與生活的平衡，主動關心並管理同仁異常工作負荷情形，避免超時工作。
- 關懷員工健康，定期辦理健康檢查及運動和養生相關講座，並提供運動健身之空間。
- 尊重員工集會結社及加入各類社團之權利，並提供多元化的運動社團補助。
- 鼓勵員工眷屬共同參與公司旅遊活動，豐富工作生活平衡之理念。
個人資料保護：
- 建立個人資料保護管理委員會以進行個人資料管理體系之規劃、監督、查核、維護及改善作業。
- 規範各單位應落實個人資料盤點與管理，除合法特定目的外，不得隨意蒐集、處理、利用個人資料。
定期檢視及評估人權相關制度及作為：
- 定期檢視人權管理成效，並按評估結果進行管理措施之優化，降低相關風險。
- 本企業團人權政策同步於公司官方網站公開揭露，提升員工與利害關係人的人權意識，進而持續改進。
嘉新企業團董事長 張剛綸 
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, Chia Hsin Cement Group did not experience any incidents of human rights violations or discrimination.
Chia Hsin Cement Group has implemented the following mitigation measures based on the investigation results and the potential risks related to human rights issues:
| 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. Periodic organization of awareness talks and seminars promoting Inclusion, Well-being, and Co-learning. |
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. |
||
| 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 2025
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
