Social responsibility

Human rights policy

The Company recognizes and supports internationally recognized human rights norms and principles, including the Universal Declaration of Human Rights, the United Nations Global Compact, and the International Labor Organization’s Declaration of Fundamental Principles and Rights at Work. To fulfill corporate social responsibility and implement human rights protection, the Company hereby formulates the human rights policies applicable to the Company and prevents any violation of human rights We strictly abide by governmental laws and regulations concerning labor, occupational safety, and personal data protection. The scope of human rights protection encompasses, but is not limited to, employees, customers, suppliers, and partners. The Human Resources and Administration Department is designated as the responsible unit for formulating human rights policies and preventive measures, as well as overseeing their implementation.

● Diversity, inclusiveness, and equal opportunities
Human rights commitments (i) In the personnel recruitment, employment, promotion, rewards, and various welfare aspects, there shall be no discrimination based on race, language, blood type, religion, party affiliation, place of origin, gender, age, marriage, facial features, or other factors.
(ii) Except for special job restrictions, we will hire employees with physical and mental disabilities and promise not to receive differential treatment due to any of the above factors.
(iii)  In terms of personnel management, we attach great importance to the principle of “recruiting on the basis of intellectual ability, matching people to jobs” and do not use irrelevant personal characteristics as management assessment indicators.
(iv)  No discrimination based on gender. Workers shall receive equal wages for equal work of equal efficiency.
Management/Operation Guidelines Develop the “Personnel Selection and Appointment Measures” and the “Grading and Promotion Management Measures” to implement the above equality commitments.
Improvement measures (i) Review the working environment and regulations at any time in cooperation with and in accordance with government decrees and changes in the social environment.
(ii) If there is a violation of the “Human Rights Policy”, necessary improvement measures will be taken with the supervisor and the employee’s rights will be returned.
● Anti-discrimination and anti-harassment
Human rights commitments A zero-tolerance policy is adopted towards any form of workplace discrimination and harassment. Effective and appropriate complaint and disciplinary mechanisms are established to create equal employment opportunities.
Management/Operation Guidelines Implement “Sexual Harassment Prevention Measures, Complaint and Punishment Measures” to ensure a working environment that is free from discrimination and harassment.
Improvement measures Publicly announced and disclosed on the Company’s electronic bulletin.
● Meet basic salary
Human rights commitments (i) In order to ensure the economic well-being of employees, the salaries of all employees are in line with and superior to the basic salary level stipulated by local laws and regulations, and social insurance is handled according to regulations.
(ii) On the premise of taking care of employees, and providing group insurance and related welfare and bonus distribution measures beyond legal regulations.
Management/Operation Guidelines (i) Develop the ‘Salary Operation Guidelines’, where all colleagues’ salaries are superior to the basic salary stipulated by laws and regulations.
(ii) Newly admitted personnel shall sign an admission notice before the registration date, which shall specify their salary to ensure that the agreed employment conditions comply with legal regulations.
(iii)  The monthly salary is provided with project details and calculation methods to ensure that the payment content complies with laws and regulations.
Improvement measures Every year, we refer to the salary level of our peers and regularly review the salary evaluation standards to ensure that the salary level is competitive in the market.
● Reasonable working hours
Human rights commitments To ensure work and life balance for employees, Sitronix Technology Corp. complies with laws and regulations on weekly working hours, and provides a leave system superior to the Labor Standards Law.
Management/Operation Guidelines There is an attendance and access control management system, which will proactively provide reminders to colleagues with abnormal working hours.
Improvement measures Proactively set up a reminder function in the attendance access control system, and conduct regular inspection and control.
● Prohibition of human trafficking and forced labor
Human rights commitments (i) Employees have the right to resign or terminate their employment.
(ii) No use of forced, bonded (including debt bonding) or contractually bound labor, involuntary or exploitative prison labor, slavery or trafficking.
(iii) Unless stipulated by law, employee identification cards, passports, work permits, and salaries shall not be withheld for any reason.
Management/Operation Guidelines Formulated the “Personnel Selection and Appointment Measures” and the “Employee Termination Procedures” to fulfill the commitments mentioned above.
Improvement measures Regularly review government laws and regulations to ensure and comply with corporate social responsibility and ethics.
● Prohibition of child labor
Human rights commitments Comply with local minimum age laws and regulations, and do not employ child labor.
Management/Operation Guidelines (i) The recruitment form provides age related information, and interviews are not arranged for individuals under the age of 16.
(ii) Newly admitted employees must submit relevant identification documents on the registration day, confirming that they have reached the age of 16 before being promoted.
Improvement measures Regularly review government laws and regulations to ensure and comply with corporate social responsibility and ethics.
● Health and Safety Workplace
Human rights commitments (i) Taking care of employees’ health is an obligation that the Company should fulfill. To ensure the health of its colleagues, Sitronix Technology Corp. regularly provides employees with free and comprehensive health checks every year. After the health examination, employees can consult with a doctor, who will provide health guidance based on the results of the examination.
(ii) Providing a safe working environment for employees is the responsibility of the Company. Sitronix Technology Corp. has occupational safety and health business supervisors, emergency personnel, and fire protection teams in accordance with the law, continuously promoting a safe working environment and occupational disaster prevention.
(iii) To safeguard the legitimate rights and interests of employees, Sitronix Technology Corp. has an employee complaint mailbox and a special complaint mailbox for sexual harassment, so that all employees are free from the threat of workplace violence and sexual harassment.
Management/Operation Guidelines The Labor Health Management Procedure, Fire Protection Plan, Employee Complaint Handling Measures, and Sexual Harassment Prevention Measures, Complaint and Punishment Measures shall be formulated and managed by relevant responsible units.
Improvement measures Implement personnel education and training, work environment inspections, and internal/external audits in accordance with government laws and regulations, and inspect the entire company’s environment, safety, and hygiene operations to ensure the safety of the work environment.
● Freedom of association and the right to collective bargaining
Human rights commitments (i) Establish an Employee Welfare Committee (referred to as the Welfare Committee) and select employee representative members in accordance with the law to ensure the rights and interests of employees.
(ii) Encourage employees to establish clubs and participate in legitimate leisure activities, in order to achieve the goal of peer friendship and physical and mental health.
(iii) Respect for employees’ rights to freely organize and participate in labor unions, and engage in collective bargaining.
Management/Operation Guidelines (i) Welfare Committee meetings are held regularly, and the Welfare Committee plans employee welfare activities.
(ii) According to the “Club Management Measures”, it shall regularly organize activities. Sitronix Technology Corp. will provide activity subsidy funds to ensure the smooth operation of the employee club.
Improvement measures Establish a responsible unit to review clubs and regularly supervise the organization of club activities and reimbursement of funds; If there are violations of employee rights or other illegal matters, they will be corrected.

The training course “Prevention Measures Against Workplace Violations” was conducted for employees in 2025, with a total of 186.5 training hours. A total of 373 employees completed the training, accounting for 91% of the entire workforce. The Company has established a dedicated mailbox for complaints related to sexual harassment as well as employee grievances, and no complaints or grievance cases were received in 2025. In the future, we will continue to pay close attention to human rights protection issues and promote relevant educational training to raise awareness and mitigate the risks associated with human rights violations.