Human Rights Policy
In order to fulfill corporate social responsibility and implement human rights protections, we hereby formulate human rights policies applicable to the Company and the affiliated enterprises of the USI Group, with reference to internationally recognized human rights standards such as the International Bill of Rights and the International Labour Organization's Declaration on Fundamental Principles and Rights at Work. In order to eliminate violations and violations of human rights, in addition to providing a reasonable and safe workplace, and to enable the company's current employees to be treated with reasonable and dignified treatment.

Human rights risk mitigation measures
The Company is committed to ensuring the safety of its employees and the working environment, respect and dignity of its employees, and the promotion of environmental protection in its operations and compliance with laws and regulations and ethics. In order to reflect this commitment, in addition to being based on good faith, respecting employees on a legal basis, and assigning special personnel to implement employee occupational safety and health operations in accordance with the law, in addition to continuously advocating and supplementing education to implement human rights policies in daily life, and establishing reasonable channels for appeal.

Human rights concerns and practices
  Providing a Safe and Healthy Working Environment
The Company has passed ISO 14001 (Environmental Management System), ISO-45001 (Occupational Safety and Health Management System), and ISO 14064-1 Greenhouse Gas Inventory, actively promoting energy conservation and carbon reduction, disaster prevention, pollution prevention and other improvement activities, and reasonably ensuring that a safe working environment can be provided.

In addition to providing a safe and healthy working environment in accordance with the law, the company has established occupational safety and health special units and committee organizations, employed professional doctors and nursing personnel, and regularly handles safety and health, fire protection and other related education and training, takes necessary preventive measures to prevent occupational disasters, and thus reduces the risk factors of the working environment.

  Eliminate unlawful discrimination in order to reasonably ensure equality of job opportunities
The Company implements the human rights policy in the internal control procedures, and does not treat employees and job seekers unfairly on the grounds of race, class, language, ideology, religion, party, place of origin, place of birth, gender, sexual orientation, age, marriage, pregnancy, appearance, facial features, physical and mental disabilities, horoscopes, blood type and other factors in matters of employment, salary and welfare, training opportunities, promotion, dismissal or retirement, etc.

  Child labor is prohibited
In order to ensure compliance with corporate social responsibility and ethics, the Company has explicitly banned child labor since the beginning of recruitment, and as of the end of December 2021, the total number of employees is 908, and the number of child workers is 0.

  Forced labor is prohibited
The Company shall not compel or coerce any person who does not wish to perform labor services. The provisions on daily and weekly normal working hours and extended working hours, leave, special leave and other various types of leave for employees are in accordance with the laws and regulations. Set up a reminder function when employees apply for overtime in the attendance system, provide overtime pay or compensatory leave after overtime, and have special personnel to carry out factory hour inspection and control month by month.

Assist employees in maintaining physical and mental health and work-life balance

• The company provides venues or sponsorship funds to encourage employees to participate in health activities, and employees organize their own clubs to unite the emotions of colleagues through club activities.
• Holding activities such as tail teeth, Mid-Autumn Festival party, and guessing lantern riddles to adjust the employees' physical and mental and cohesion centripetal force, the company also set up sports and fitness equipment for employees to use after work.

Human rights protection training practices

• New hire training
  When they arrive at the post, they are required to carry out education and training for newcomers who should comply with relevant laws and regulations, including: sexual harassment prevention, anti-discrimination, anti-harassment, implementation of working hour management, and protection of humane treatment.
• Prevention of workplace violence
  Through publicity and announcements, employees are made aware of their responsibility to help ensure that unlawful abuses occur in the workplace in the performance of their duties, and to expose grievance hotlines to create a friendly working environment.
• Occupational safety training series
  The content includes: safety and health education and training, fire safety training, emergency response, first aid personnel training, etc.
• Integrity and ethics advocacy
  Educate and promote from the standards of daily behavior and taoism in order to provide a healthy and positive workplace culture.
  The Company continues to pay attention to human rights protection and conducts relevant training to raise awareness of human rights protection and reduce the possibility of related risks.

In 2021, training on the promotion of human rights protection was held with a total of 13,374.5 hours and a total of 3,719 participants

Participation hours and number of people involved in promoting human rights protection related training (2021)

Course Title	number of attendance	Hours
[Integrity Lecture] Practical Cases of Insider Trading and Related Legal Responsibilities	4	12.0
[Integrity Lecture] Copyright Protection and Fair Use	2	4.0
[Integrity Lecture] Internet Copyright and Legal Use of Software	100	200.0
[Integrity Lecture] Introduction and Case Analysis of Trade Secret Law	136	408.0
[Integrity Lecture] Legal Liability and Case Analysis of Breach of Faith	3	9.0
[Integrity Lecture] Discussion on Labor Laws for Human Resources Personnel	11	33.0
Supervisor's labor law compulsory course	78	234.0
Provide courses on safe and healthy workplaces
Process Safety Training	304	1,285.0
Work safety training/advocacy	610	1,924.5
Environmental training	67	321.5
Safety and health on-the-job education and training (including on-the-job and return training for operation supervisors)	1,038	5,010.5
emergency response drill	944	2,885.0
Self-defense fire formation training	124	496.0
Fire training/advocacy	6	48.0
Special assignments and cancer screening seminars
Workplace Health Promotion Lectures	281	328.0
First Aid and Vocational Nursing Education and Training	11	176.0
Total	3,719	13,374.5

Complaint system
The company has a smooth channel for appeals, and colleagues who encounter various problems within the company can file complaints with the supervisors at all levels or the human resources department through the company's complaint channels. In addition, in order to maintain gender work equality and provide a work and service environment for employees and job seekers to avoid sexual harassment, there is a dedicated complaint mailbox and e-mail address for the prevention and control of sexual harassment. During the investigation of the appeal, the complainant's name or other information sufficient to identify the complainant's personal identity will be disclosed, so as to protect the complainant.

Learn more about --- appeal system