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To fulfill its corporate social responsibility, RECHI has adopted SDG 8 (Decent Work and Economic Growth) sub-targets as the guiding principles for its human rights policy — specifically, Target 8.5: "By 2030, achieve full and productive employment and decent work for all adults, including young people and persons with disabilities, and equal pay for work of equal value," and Target 8.8: "Protect labour rights and promote safe and secure working environments for all workers, including migrant workers, in particular women migrants, and those in precarious employment." RECHI strictly complies with labour-related laws and regulations in all regions where it operates, and upholds the spirit and fundamental principles of human rights protection as set forth in the Universal Declaration of Human Rights, the United Nations Global Compact, and the International Labour Organization's Declaration on Fundamental Principles and Rights at Work. We safeguard the legitimate rights and interests of all employees and treat every colleague with equality and respect, including contract and temporary workers, interns, and foreign employees, demonstrating our commitment to equality, respect, and the protection of human rights.

SDG 8 Decent Work and Economic Growth

The scope of this Group's human rights policy covers all domestic and overseas subsidiaries and affiliated enterprises under the Group's effective control. Suppliers are also required to adhere to the same standards. The implementation guidelines are as follows:


1. Respect workplace diversity and equal employment.

2. Provide fair and reasonable working conditions.

3. Build a safe and healthy workplace environment.

4. Maintain open communication and grievance channels.

5. Respect privacy and the right to freedom of association.

6. Uphold ethical business practices and fair trade.

7. Prohibit forced labour and child labour.

8. Regularly review and evaluate policy implementation.


For details on RECHI's specific management practices, please refer to the Harmonious Communication, Compensation & Benefits, Career Development, and Healthy Workplace pages.


Human Rights Due Diligence

Guided by its commitment to respecting human rights and safeguarding employee welfare, RECHI adheres to the Universal Declaration of Human Rights, the United Nations Guiding Principles on Business and Human Rights (UNGPs), and the International Labour Organization (ILO) core labour standards. The Company continuously promotes human rights management and due diligence mechanisms to mitigate potential human rights risks arising from its business operations that may affect employees, contractors, suppliers, and other stakeholders.

Key Human Rights Issues Covered by the 2025 Due Diligence Assessment:

● Occupational Safety and Health

● Prohibition of Forced Labour and Child Labour

● Prohibition of Discrimination and Harassment

● Employee Well-being and Work-Life Balance

● Grievance and Communication Mechanisms

● Contractor Safety Management

● Supply Chain Human Rights Management

RECHI conducts human rights risk identification and management through institutional reviews, internal audits, training programs, labour-management meetings, supplier assessments, and contractor management.


Human Rights Due Diligence Process
1
📋
Policy
Commitment
Establish human rights
commitments & systems
➜
2
🔍
Identification
& Assessment
Identify human rights
risks & impacts
➜
3
⚙️
Management
Actions
Prevent & mitigate
human rights risks
➜
4
📊
Tracking
& Monitoring
Regularly track
management outcomes
➜
5
💬
Communication
& Grievance
Establish channels
& grievance mechanisms
➜
6
♻️
Improvement
& Disclosure
Continuous improvement
& public disclosure
Continuous Improvement
Summary of 2025 Human Rights Due Diligence Findings

The 2025 assessment confirmed that no major human rights violations occurred at RECHI. The overall human rights risk assessment results remain within a manageable range.


2025 Human Rights Due Diligence Management Table
Stakeholder
Group		 Human Rights Issue Identified Risk Monitoring and Management Measures Frequency Status
Employees1. Safe and Friendly Work EnvironmentWorkplace Injuries
Occupational Safety		1. Responsible units conduct regular self-inspections to maintain workplace safety and health.
2. Monthly audits of all work areas.
3. Quarterly occupational safety and health committee meetings to report on and discuss safety-related issues.		1. Monthly
2. Monthly
3. Quarterly		Regular workplace safety inspections and OHS meetings were conducted. No major occupational safety incidents occurred in 2025.
2. Prohibition of Forced LabourExcessive Working Hours1. Regularly update policies, regulations, and procedures in compliance with applicable laws.
2. Promote anti-forced labour awareness through regular labour-management and senior management meetings.
3. Prevent illegal scheduling and address overtime through attendance system configurations.		1. Quarterly
2. Quarterly
3. Quarterly		Working hours and attendance management were reviewed regularly. No instances of overtime abuse or forced labour were identified in 2025.
3. Prohibition of Child LabourIllegal Employment1. Regularly update policies, regulations, procedures, and responsibility assignments.
2. Review employees' insurance records (date of birth) to ensure no child labour is employed.
3. Promote the prohibition of employing individuals under 15 via internal channels.		1. As needed annually
2. Quarterly
3. As needed annually		Insurance records for 2025 confirmed no cases of child labour. The prohibition is regularly communicated via the internal website.
4. Elimination of Discrimination and Equal OpportunityUnfair Recruitment and Promotion1. Ensure fair, transparent, and objective recruitment and promotion policies, with regular legal compliance reviews.
2. Promote the prohibition of employment discrimination through internal channels.		1. As needed annually
2. As needed annually		Fair recruitment and promotion practices continued. No discrimination incidents occurred. Anti-discrimination awareness is maintained on the internal website.
5. Elimination of Workplace Violence, Harassment, and IntimidationInhumane Treatment1. New employees receive training on prevention of workplace unlawful infringement.
2. Implement the "Workplace Unlawful Infringement Prevention Plan."
3. Post a written declaration prohibiting workplace unlawful infringement.
4. Establish a dedicated grievance channel with a formal complaint-handling process.		1. As needed annually
2. Annually
3. Annually
4. As needed annually		All new employees completed prevention training. A written declaration was posted on bulletin boards. No harassment or bullying incidents were reported in 2025.
6. Promoting Employee Health and Work-Life BalancePoor Employee Health1. Monthly on-site physician and nurse consultations per the Worker Health Protection Management Guidelines.
2. Biennial employee health examinations, with implementation of "Abnormal Workload Prevention" and "Ergonomic Hazard Prevention" plans.
3. Implementation of the "Maternal Health Protection Plan" for female workers in potentially hazardous roles.
4. Annual health seminars to support employee well-being.		1. Monthly
2. Biennially
3. Annually
4. Annually		Health examinations, on-site physician services, and health promotion activities continued. In 2025, 12 on-site physician sessions, 2 health promotion events, and a company-wide health examination were conducted.
7. Establishing Diverse Communication and Grievance MechanismsLack of Effective Grievance Channels1. Regular labour-management meetings to discuss welfare, workplace improvements, and labour-management cooperation.
2. Communication channels documented in work rules and published on the internal website.
3. Grievance channel posters displayed in offices and common areas.
4. Stakeholder communication section on the company website.		1. Quarterly
2.–4. As needed annually		Regular labour-management meetings were held, and multiple communication channels were maintained. No major labour disputes occurred in 2025.
Contractors1. Safe and Friendly Work EnvironmentWorkplace Injuries
Occupational Safety		1. Contractors are required to comply with workplace safety regulations and sign a safety notification agreement prior to commencing work.
2. Audits are conducted before and during each contractor's on-site operations.		1. Pre-work inspection
2. Pre-work & during work		100% of contractors completed pre-work safety notifications in 2025. No major violations occurred.
2. Elimination of Workplace Violence and HarassmentWorkplace Violence
Sexual Harassment		1. Workplace violence and harassment risks are communicated in writing through the contractor safety notification agreement.Pre-workWorkplace violence and harassment prevention awareness continued. No related complaints were received in 2025.
3. Establishing Communication and Grievance MechanismsNo Grievance Channels1. The contractor safety notification agreement includes contact information for the occupational safety office.Pre-workContractors were provided with reporting and feedback channels. No complaints were received in 2025.
Suppliers1. Safe and Friendly Work EnvironmentWorkplace Injuries
Occupational Safety		1. Supplier assessments incorporate environmental management and occupational safety indicators.
2. Suppliers are required to maintain workplace safety measures and management systems.		1. Per assessment schedule
2. Ongoing		The ESG/Management Self-Assessment Form includes environmental and OHS indicators. Suppliers are required to sign the form; domestic suppliers with annual transactions exceeding NT$1 million undergo annual reviews.
2. Prohibition of Forced LabourExcessive Working Hours1. Suppliers must comply with and sign the "ESG/Management Self-Assessment Form," which prohibits violations of labour laws.
2. Promote compliance with the Labour Standards Act and require suppliers to communicate relevant information.		1. Per assessment schedule
2. As needed annually		In 2025, 28 suppliers signed the ESG/Management Self-Assessment Form. 3 were audited and found to be fully compliant.
3. Prohibition of Child LabourIllegal Employment1. Review suppliers for any instances of illegal child labour employment.
2. Suppliers must comply with and sign the "ESG/Management Self-Assessment Form."		Per assessment scheduleIn 2025, 28 suppliers signed the ESG/Management Self-Assessment Form. 3 were audited and found to be fully compliant.
4. Elimination of Discrimination and Equal OpportunityUnfair Recruitment and Promotion1. Suppliers must comply with and sign the "ESG/Management Self-Assessment Form," ensuring non-discriminatory employment practices.Per assessment scheduleIn 2025, 28 suppliers signed the ESG/Management Self-Assessment Form. 3 were audited and found to be fully compliant.
5. Establishing Communication and Grievance MechanismsNo Grievance Channels1. Promote internal reporting channels within the company and suppliers, requiring suppliers to communicate relevant information.As needed annuallySupplier communication and grievance mechanisms continued to be promoted. No related cases were reported in 2025.

Human Rights Management and Improvement Measures

To continuously strengthen human rights protection and risk management, RECHI has implemented the following measures:

● Regularly conduct training on human rights, occupational safety, and workplace harassment prevention.

● Continuously review compliance of labour regulations and internal management systems.

● Enhance employee health management and workplace health promotion activities.

● Continue advancing supplier ESG and human rights management mechanisms.

● Provide diverse and confidential grievance and communication channels.

● Conduct regular occupational safety and health self-inspections and audits.