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Human Resources Policy

 

Employees play a crucial role in LITEON's journey towards becoming a world-class company and achieving sustainable development. They are the key drivers of the company's growth and continuous improvement. Therefore, we prioritize the career development and well-being of our employees, fostering an inclusive, open, and healthy work environment that embraces diversity and respect to facilitate faster growth.

Moreover, LITEON recognizes the importance of employees' family relationships and offers flexible working hours, group insurance for dependents, and emergency allowances, extending our care from employees to their families. We have established a Human Rights Policy, provide competitive compensation and benefits, and are committed to safeguarding the rights of all employees in the workplace.

In addition, we support our employees in their daily lives and career advancement. The company is dedicated to creating a healthy workplace and adheres to employment laws and international standards across all operational locations. This includes ensuring employees' freedom of association and privacy while strictly prohibiting all forms of forced labor, child labor, discrimination, and other unethical practices. 

 

LITEON Commitment to Respecting Labor Rights

 

LITEON upholds a robust policy and commitment to respecting labor rights, as detailed in our publicly available Human Rights Policy, which aligns with international standards including the UN Universal Declaration of Human Rights, ILO conventions, and the Responsible Business Alliance (RBA) Code of Conduct (CoC). This commitment extends beyond core labor rights (freedom of association, collective bargaining, forced labor, child labor, and discrimination) to promote fair working conditions, equitable treatment, and employee well-being. By following RBA CoC, we set labor practice goals that emphasize ethical standards, transparency, and continuous improvement. The policy applies comprehensively across our own operations, contractors, and partners, with proactive measures like RBA Validated Assessment Program audits ensuring accountability.

 

LITEON's Employee Care Vision and Strategy

 

  • A Healthy Workplace:　Builds a workplace based on a safety culture that prioritizes mental and physical health. 
  • Protection of Rights: Respects the human rights of employees, strengthening information security management systems and implementing effective personal data and privacy protection.  
  • Diversity, Equity, and Inclusion (DE&I): Provides equal employment opportunities regardless of race, gender, religion, skin color, nationality, age, political affiliation, sexual orientation, pregnancy, mental or physical disabilities, and social background. 
  • Talent Cultivation: Committed to training and investing in talent, offering a complete career development path and blueprint.
  • Paying a Living Wage: LITEON commits to wages meeting or exceeding living standards, distinct from minimum wages. We also provide non-work-related allowances/benefits for employees and families to support basic needs like food, housing, healthcare, and education, with ongoing expansion to suppliers/contractors.
  • Avoiding or Reducing Overtime or Excessive Working Hours: We minimize excessive hours through voluntary overtime, premium compensation, and workload management, with employee feedback channels to prevent fatigue and promote work-life balance.
  • Setting Maximum Working Hours: We adhere to ILO and RBA standards on working hours, including an ILO benchmark of 48 hours per standard workweek (excluding overtime) and an RBA limit of 60 hours per week total (including overtime, except in emergencies). Overtime is voluntary, with at least one day off every seven days guaranteed. Compliance is ensured by applying the stricter of local laws or these standards.
  • Equal Remuneration for Men and Women: Our Diversity, Equity and Inclusion (DEI) Statement promotes gender equality and pay equity, ensuring equal remuneration for work of equal value without sex-based discrimination, supported by transparent structures and annual reviews.
  • Paying Workers for Annual Leave: Employees receive fully paid annual leave (7-30 days/year based on tenure/region) without impacting wages or benefits, as per policy entitlements. Usage is encouraged to support rest and social protection.
  • Setting Minimum Consultation or Notice Periods Before Mass Terminations: We provide legally mandated minimum notice (e.g., 10-60 days in Taiwan based on seniority) and consultations for mass terminations, allowing time for preparation or job-seeking. Processes include severance (considering age/service), retraining, and placement support.
  • Expanding Social Protection Coverage for Workers Beyond Public Programs: In addition to statutory insurance, LITEON offers comprehensive corporate benefits like group insurance (medical, accident, life) extendable to families on a self-paid basis. We provide subsidies for life events, including emergency aid, miscarriage relief, birth subsidies, funeral relief, and hospitalization relief, enhancing protection and well-being.
  • Providing Training or Reskilling to Mitigate Negative Effects of Industrial or Climate Transition Changes: To support workforce resilience amid industrial/digital shifts and climate transitions, we offer reskilling programs to address transition impacts, minimizing job disruptions and enhancing employability.

 

To operationalize our labor rights commitments, LITEON has implemented a series of programs and practices that are publicly disclosed through our Sustainability Report, Annual Report, and Human Rights Policy. These programs address the following key areas:

 

  • Diversity, Equity, and Inclusion (DE&I):  Conducts internal and external audits to ensure the fulfillment of corporate social responsibilities, including the prohibition of child labor, forced labor, and hazardous work for minors.
  • Talent Cultivation: 
    • Establishes structured training and development programs focused on cultivating smart manufacturing technology and AI capabilities..
    • Provides various learning resources, including online courses, lectures, and dual platforms (Learning Center and LITEON TV).

 

  • Protection of Rights: 
    • Establishes two-way communication channels to effectively protect employees' rights and interests.
    • Supports employees in forming labor unions and respects their right to negotiate with management.

  

  • A Healthy Workplace
    • Continuously promotes employee care programs that contribute to mental and physical well-being and reduce health and safety risks.
    • Organizes various motivational events to enhance team bonding and morale, helping employees enjoy a balanced, healthy, and joyful work life.
  • Paying a Living Wage: We assess and implement living wages using the Anker Methodology and Fair Wage Network database. Since 2023, entry-level wages across operations have exceeded local minimums (1.05–1.5 times in 2024), with ongoing expansion to suppliers/contractors.
  • Avoiding or Reducing Overtime or Excessive Working Hours: We minimize excessive hours through voluntary overtime, premium compensation, and workload management. Global average overtime was below 12 hours/week in 2024, with employee feedback channels to prevent fatigue and promote work-life balance.
  • Monitoring Working Hours and Overtime: We monitor working hours via digital time-tracking systems integrated with access control. We follow ILO and RBA standards, ensuring total weekly hours do not exceed 60 (including overtime), with at least one rest day every 7 days, monitored via digital time-tracking systems, internal reviews, and audits. 
  • Ensuring Overtime Compensation: Employees are compensated for overtime in accordance with legal requirements. Overtime is voluntary and managed through internal systems.
  • Equal Remuneration for Men and Women: We disclose gender pay ratios annually and conduct third-party reviews to ensure equal remuneration. In 2024, the female-to-male salary ratio was 0.98:1 (non-management) and 0.95:1 (management).
  • Encouraging Use of Paid Leave: Employees are entitled to 7–30 days of paid annual leave, plus 7 days of “Enjoy Fun Leave.” HR systems track usage to support rest and well-being.
  • Setting Minimum Consultation or Notice Periods Before Mass Terminations: Processes include severance (considering age/service), retraining, and placement support.
  • Expanding Social Protection: Beyond statutory insurance, we offer group insurance (extendable to families), emergency aid, maternity and funeral subsidies, and hospitalization relief.
  • Reskilling for Industrial and Climate Transitions: Programs like Train of Transformation (modular upskilling for business changes; 5 sessions/168 participants in 2024), LiMI (AI/automation training; 139 talents 2021-2024), and Digital Twin (14 sessions cultivating 48 seeds for virtual-physical tech adaptation). Climate-related reskilling includes ESG/sustainability training (e.g., carbon reduction modules in ELITE 2.0). Over 350 employees trained in 2024.
  • Engaging with Workers’ Representatives: We maintain active engagement with 12 labor unions across major sites, representing 41% of employees. In 2024, 28 labor-management meetings were held to discuss working conditions.

 

These commitments and programs are regularly reviewed and updated to ensure ongoing alignment with international standards and stakeholder expectations. For more details, please refer to our latest Sustainability Report and Human Rights Policy available on the LITEON website.