Corporate Sustainability

SOCIAL

Human Rights Policy

※Human Rights Commitments

CWE Group strictly complies with labor-related laws and regulations in the countries where it operates, protects the legal rights and interests of employees, and adheres to the spirit and basic principles of human rights protection outlined in the “United Nations Global Compact”, the “United Nations Universal Declaration of Human Rights”, the “ILO Declaration on Fundamental Principles and Rights at Work” and other international human rights conventions. We treat all employees with dignity and respect.

Human Rights Policy

WE upholds the core principle of respecting employees and implementing a people-oriented approach. The company complies with and supports relevant laws and regulations to protect the legal rights and interests of all individuals, including full-time employees, contract and temporary staff, and job applicants. CWE is also committed to promoting the same standards across its partners and supply chain, ensuring their operations reflect these values.

We recognize and support international human rights conventions and standards, including the United Nations Global Compact,  the Universal Declaration of Human Rights, and the International Labour Organization's Declaration on Fundamental Principles and Rights at Work and its Follow-up. We are committed to upholding the spirit and core principles of human rights protection outlined in these frameworks. In compliance with relevant labor laws, we strive to create a workplace that is equal, safe, and respectful of human dignity.

Policy Guidelines

1. Prohibit human trafficking and child labor.
2. Provide fair and reasonable wages and working conditions.
3. Prohibit any form of forced labor.
4. Provide a channel and environment for free expression of opinions.
5. Respect employees' right to freedom of association.
6. Establish a safe and healthy working environment. Prohibit any forms of harassment and inhumane treatment.
7. Prohibit all forms of discrimination regardless of race, class, nationality, place of origin, gender, gender orientation, age, marriage, language, thought, religion, party affiliation, place of birth, appearance, facial features, horoscope, blood type or disability. Continuously create diversity, inclusivity, and equal opportunities.

※Workers' Rights

To ensure that employees fully understand the Company's commitment to human rights protection, as well as the prevention of workplace violence and sexual harassment, we have made the "Human Rights Policy," " Sustainable Development Best Practice Principles／Corporate Social Responsibility Policy," and "Written Statement Prohibiting Workplace Violence" mandatory courses for new employees and part of the annual training. We have also established a formal grievance channel, managed confidentially by designated personnel, to address various workplace issues, including safety and health, gender equality, and workplace violence, ensuring a safe and healthy working environment for all employees.

CWE Group has established a labor-management committee in accordance with the law to facilitate effective communication between the Company and its employees, aiming to build a positive labor-management relationship. The committee meets at least quarterly, and in addition to handling labor-management matters submitted by various departments, it solicits employee proposals through representatives from both sides to ensure that employee opinions and needs are thoroughly considered. In 2024, there were no labor disputes.

Reporting Process for Unlawful Infringement at Workplace

In-charge Department/ Personnel	Description	Management Process
Employees Departments	Informed by employees on their own initiative. Reported, complained or raised by others.
Administration Dept.	Interview, hazard identification and risk assessment by occupational safety personnel, nurses, human resources unit, and the employees involved (and other relevant and appropriate personnel). For internal incident, labor representatives shall be involved in the investigation. For external incident, the local police or relevant authorities shall be contacted.
Employees Administration Dept. Human Resources Unit Department Supervisors	Employer may make timely referrals or arrangements for consultation, counseling, leave of absence, or flexible adjustments of work duties, working hours, etc. Medical resources may be employed, such as follow-up by healthcare professionals or appropriate personnel, or referrals to local occupational disease and injury prevention centers. Implement internal disciplinary procedures when needed. Assist with subsequent legal actions when needed. Timely work adjustment for the two parties involved when needed.
Administration Dept Department Supervisors Human Resources Unit	The in-charge departments shall properly retain relevant records of their respective departments.