Human Rights Statement and Commitment
In 2023, Win Win Precision Co., Ltd. (the“Company”) established the “Win Win Precision Co., Ltd. Human Rights Policy” (the“Human Rights Policy”), which applies to the Company, its subsidiaries, and the Company’s supply chain. In addition to committing to respect internationally recognized fundamental human rights—including the Universal Declaration of Human Rights, the International Bill of Human Rights, and the International Labour Organization’s Declaration of Fundamental Principles and Rights at Work—the Company is firmly dedicated to preventing and remediating forced labor, child labor, or any similar practices, wherever such conduct may occur within the Company’s value chain, and conducts the necessary due diligence procedures for key suppliers.
Furthermore, the Company strictly complies with all laws and regulations applicable to its operations, particularly those related to employment practices. Awareness of and respect for human rights shall be reflected in all Company activities and embedded throughout its corporate culture.
As of 2024, a total of 237 suppliers have signed the Supplier Code of Conduct (CoC), 32 have completed the compliance questionnaire, and the due diligence system covers at least 80% of the Company’s total procurement value.
Human Rights Policy Commnunication and Awareness
The Company encourages all business partners, including suppliers, to sign the Supplier Code of Conduct and comply with relevant commitments to prevent forced labor. Together, we work to address human rights issues and strengthen related risk management practices.
The Company also incorporates human rights compliance into its regular training programs and provides enhanced training for designated personnel on the risks of forced labor and child labor. These measures ensure increased awareness and understanding of human rights issues among both employees and suppliers.
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Human Rights Issues
Prohibition of Forced Labor and Child Labor
The Company strictly prohibits any form of forced labor or the employment of child labor, including providing assistance, support, or facilitation for such practices. This commitment applies equally to the Company and its entire supply chain.
To uphold this commitment, the Company has established the “Forced Labor Due Diligence Compliance Code,” which serves as the foundation for necessary management procedures. Through this mechanism, the Company conducts regular assessments to identify potential forced labor risks within its operations and supply chain, and implements measures to prevent or mitigate human rights risks related to forced labor and child labor, while ensuring that appropriate remediation channels are available.
The Company has also established a “Forced Labor Risk Control Taskforce” to oversee relevant human rights risks and provide a grievance mechanism for stakeholders. Additionally, a dedicated communication channel for human rights issues—including forced labor—has been established at: humanrights@w-win.com.tw
Support for Freedom of Association and Collective Bargaining Rights
The Company recognizes and supports employees' rights to freedom of association and collective bargaining, and provides diverse and accessible channels for labor-management communication. Regular labor-management meetings are convened to strengthen labor relations and foster a positive and inclusive workplace environment.
Prohibition of Discrimination, Harassment, and Ensuring Fair Compensation
In accordance with the Company’s Human Rights Policy, equal employment opportunities are ensured for all personnel, and any form of discrimination is strictly prohibited. Employment-related decisions—including recruitment, compensation, promotion, and resource allocation—are based solely on ability and contribution. No employee shall be subjected to discrimination or unequal treatment on the basis of gender, race, religion, age, disability, sexual orientation, nationality, political views, social status, or ethnic minority identity.
The Company adopts a zero-tolerance approach toward any form of discrimination or harassment and is committed to providing a workplace free from harassment, where all employees are treated with dignity and respect.
Ensuring a Safe and Healthy Working Environment
The Company provides a safe and healthy working environment and is certified to ISO 45001, in full compliance with occupational safety and health regulations. Regular training programs, employee health examinations, and various health-promotion activities are implemented to enhance workplace safety and hygiene conditions and reduce the risk of occupational injuries.
In addition to protecting employees’ physical and mental well-being under the “Occupational Safety and Health Operational Management Procedure,” the Company has established a dedicated maternity protection mechanism for pregnant employees. In accordance with the “Maternity Health Risk Assessment Report,” the Company provides health consultations and conducts safety assessments and management to ensure a safe working environment for pregnant and postpartum employees.
To implement the Company’s Human Rights Policy, WIN obtained SA8000 certification in 2024. In accordance with the Policy, the Company has established related systems and management mechanisms, developed the “Forced Labor Due Diligence Code,” and formed a Forced Labor Risk Control Taskforce.
This Taskforce conducts regular assessments of forced labor risks across the Company, its subsidiaries, and its supply chain. Supplier tiering is performed based on the country/region of operation, industry category, and inherent industry characteristics. Targeted investigations are also carried out for specific products and regions to ensure value-chain transparency and compliance with international restrictions related to high-risk regions and sanctioned entities.
Risk identification and follow-up management are carried out in accordance with the Code. For other issues covered under the Company’s Human Rights Policy, WIN is promoting SA8000 Corporate Social Responsibility certification starting in 2024 and establishing corresponding management systems. These systems are integrated with the existing forced labor risk management framework to ensure a unified human rights management standard across the organization.
Methodology for Human Rights Risk Assessment in the Supply Chain
To fully understand sustainability-related risks within the supply chain, WIN distributes a Compliance Questionnaire to suppliers that are strategically important or potentially exposed to higher risks. Suppliers are categorized as strategic, non-strategic, or general suppliers, and corresponding questionnaires are issued for strategic and non-strategic suppliers.
Suppliers are required to describe their practices across five key dimensions—(1) corporate structure and relationships with affiliated entities, (2) human rights risk-control systems and supply chain management, (3) prevention of forced labor, (4) provision of a safe and healthy working environment, and (5) implementation of sustainability management—and provide supporting evidence such as management system certifications or relevant documentation. These materials serve as reference for the Forced Labor Risk Control Taskforce when conducting due diligence. Where necessary, the Taskforce may recommend appropriate remediation actions to the Company.
The system undergoes an annual audit, and corrective actions are implemented to address any deficiencies. The Company discloses system implementation results through a Due Diligence Report.
WIN's Human Rights Risk Assessment Methodology
WIN's human rights risk identification procedure covers 11 key issues: prohibition of forced labor, prohibition of child labor, elimination of discrimination to ensure equal employment opportunities and fair compensation, prevention of sexual harassment, protection of freedom of association and expression, maternity protection, work–life balance and working-hours management, a safe and healthy working environment, human rights education and training, integrity and ethical business conduct, and prevention of workplace violence and unlawful infringement.
The Company conducts the necessary due diligence and management procedures for these issues, implementing preventive, mitigation, and remediation measures to manage human rights risks and ensure alignment with the objectives of the Human Rights Policy.
Human Ritghts Issues |
Prevention and Mitigation Measures of System |
Remediation Measures |
Expected Outcomes |
|---|---|---|---|
| Prohibition of Forced Labor ad Child Labor |
The Company is firmly committed to refraining from and not supporting any form of forced labor or child labor. This includes ensuring that all employees voluntarily provide their labor, safeguarding their freedom from coercion in both work and daily life, and guaranteeing their right to freely terminate their employment. The Company imposes no additional restrictions on migrant workers beyond those required under their employment relationship with WIN, and strictly prohibits practices such as debt bondage, wage withholding, or the retention of identity documents. The Company has established a corresponding investigation and management system to regularly identify potential forced labor risks within the Company and its supply chain, and to implement prevention and mitigation measures. Necessary remediation channels are also provided. An internal organizational structure is in place to oversee forced labor–related risks and to administer a grievance mechanism accessible to all stakeholders. |
In accordance with the Company’s risk management system, corrective and remedial measures are implemented to address human rights violations committed by suppliers, including providing guidance and requesting corrective actions. When necessary, transactions with high-risk suppliers may be suspended or terminated. A grievance mechanism is available for all stakeholders. Email: humanrights@w-win.com.tw |
To prevent any occurrence of forced labor or child labor within the Company and its supply chain; and where related risks remain, to ensure that appropriate remediation channels are utilized to effectively prevent and mitigate such risks. |
| Eliminating Workplace Discrimination - Ensuring Fair Compensation and Preventing Harassment | The Company guarantees that employees will not be subject to any form of employment discrimination on the basis of race, religion, age, disability, sexual orientation, nationality, political views, social status, or ancestry. In accordance with the “Human Resources Recruitment and Employment Guidelines” and the “Performance Appraisal Management Regulations,” the Company objectively and fairly evaluates employees' competencies and contributions and provides appropriate compensation, promotion opportunities, and resource allocation to ensure fair remuneration. The Company is committed to providing a workplace free from harassment. In line with the “Act of Gender Equality in Employment” and the “Complaint Handling Management Regulations,” the Company has established clear prevention and grievance procedures and conducts training and awareness programs on the prevention of sexual harassment. |
In accordance with the Gender Equality in Employment Act and the Company's Complaint Handling Management Regulations, cases are reported using the “Workplace Harassment Reporting and Response Form”to the Management Department and other relevant units, which then provide the necessary remediation procedures. | To provide employees with a friendly workplace free from inappropriate harassment and discrimination, and to ensure equal pay for equal work. |
| Supporting the Rights to Freedom of Association and Collective Bargaining | The Company supports employees' rights to freedom of association and collective bargaining. Multiple labor-management communication channels and a dedicated employee feedback mailbox are provided. In accordance with the “Labor–Management Meeting Regulations,” labor and management representatives are appointed at each site, and regular labor–management meetings are held to facilitate dialogue and strengthen cooperative relations. |
Employees may communicate their concerns through regular labor–management meetings or submit feedback to the Management Department via email at hra@w-win.com.tw or by phone at extension 13101 as part of the established remediation procedures. | |
| A Safe and Healthy Working Environment |
Management Commitment and Compliance: Employee Protection and Education: Supply Chain Occupational Safety: |
If a supplier's working conditions are found to be non-compliant, the Company may request a corrective action report in accordance with the relevant agreements and increase the frequency and rigor of audits to mitigate human rights risks. A public grievance mechanism is also provided, and necessary remediation procedures will be offered based on the results of the investigation, ensuring appropriate protection for affected individuals. | To ensure that the Company and its supply chain partners provide their employees with a safe and healthy working environment. |
| Ethical Business Conduct | In accordance with the “Integrity Management Procedures and Code of Conduct,” the Company has established an integrity management policy and adheres to principles of ethical conduct in all business activities. Integrity clauses are incorporated into all supplier contracts, and employees receive ongoing communication and training to strengthen the Company's culture of integrity. | In accordance with the “Integrity Management Procedures and Code of Conduct” and the “Integrity Management Guidelines,” the Company has established and publicly announced an internal whistleblowing mailbox and hotline, which are available for use by both internal and external stakeholders. | To ensure that the Company and its supply chain comply with the principles of integrity and ethical business conduct. |
DEI Statement on Diversity, Equity, and Inclusion
WIN is committed to Diversity, Equity, and Inclusion (DEI). All employees—regardless of gender, race, religion, age, disability, sexual orientation, nationality, political views, social status, or ancestry—are guaranteed equal employment opportunities and a fair working environment. Clear management systems ensure that training and development, compensation and benefits, and promotion opportunities are provided on an equal basis, enabling everyone to grow and advance fairly. This commitment is one of the key drivers of the Company’s competitiveness.
WIN embraces the diverse experiences and perspectives brought by talented individuals from different backgrounds and cultures. We value diverse voices and foster an inclusive workplace where employees from all groups can contribute their strengths without concern, creating collective momentum that fuels the Company’s growth.
The Company values multicultural integration and believes that collaboration among people with diverse backgrounds sparks innovation and generates new business opportunities. These principles guide the Company in cultivating an inclusive work ecosystem. Diversity, equity, and inclusion align closely with WIN's corporate culture and management philosophy, forming a valuable asset that enables shared success and sustainable development for both the Company and society.
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