Sexual Harassment Prevention Measures

Top Union is committed to creating a friendly work environment, promoting gender equality awareness among supervisors and staff, and providing a workplace and service environment free from sexual harassment.

We take appropriate preventive, corrective, punitive, and remedial measures to safeguard the rights and privacy of individuals, in accordance with the following provisions:

(a) Article 13, Paragraph 1 of the Gender Equality in Employment Act

(b) Guidelines for the Establishment of Complaints and Disciplinary Measures for Sexual Harassment Prevention in the Workplace, as promulgated by the Ministry of Labor

(c) Article 7, Paragraph 2 of the Sexual Harassment Prevention Act

(d) Article 4, Paragraph 3 of the Sexual Harassment Prevention Guidelines

The company has formulated the following relevant policies:

1. Sexual Harassment Prevention Obligations
   The company is committed to preventing sexual harassment. In case of sexual harassment or suspected incidents, the company promptly reviews and improves preventive measures.
2. For employees working in workplaces not controlled or managed by the employer, the employer should identify and provide necessary protective measures against workplace sexual harassment risks, and inform them in detail in advance.
3. Upon learning of sexual harassment, regardless of whether a complaint is filed, the company will take immediate and effective corrective and remedial measures, considering the following:
   (a) Protecting the rights and privacy of the victim.
   (b) Maintaining or improving the security of the workplace.
   (c) Implementing other preventive and improvement measures.
4. If the perpetrator of sexual harassment is an employer, employees of the company or job applicants can file complaints through internal channels or with local authorities.
5. Even if the perpetrator of sexual harassment is not an employee of the company or the complainant is a dispatched worker, the company will follow the relevant regulations of these measures and provide the necessary protection for the victim. If a dispatched worker is the complainant, the company may conduct a joint investigation with the dispatching agency and inform the results to the agency and the parties involved.
6. The company will not terminate, transfer, or take other adverse actions against individuals who file complaints under these measures or assist others in filing complaints.
7. The training department of the company shall cooperate in educating and promoting correct workplace behavior to prevent sexual harassment and sexual assault.

For details, please refer to the "Complaints and Disciplinary Measures for Sexual Harassment Prevention."

Protection Measures for Workplace and Employee Personal Safety

Top Union not only adheres to legal regulations for environmental protection but also strives to meet customer service requirements, continuously improve process quality, reduce material waste, and rigorously control and enhance all operational processes to minimize environmental impact. We have emergency preparedness and response procedures, fire protection plans, and trained and organized emergency response teams and personnel. The company has established safety guidelines for its facilities, outlining the following key provisions:

1. In the event of a hazardous situation, safety facilities provided for the protection of colleagues' safety may be used at any time.
2. When handling explosive or flammable materials, adhere to local firefighting principles.
3. Close doors and entrances to plant walkways at hand and avoid blocking pathways and exits with materials and equipment.
4. Access to areas such as warehouses and machine rooms is restricted to authorized personnel.
5. Only authorized personnel are allowed to operate or repair various machinery and equipment.

Foreign Employee Care

Top Union is committed to attracting international talent and actively cultivating a diverse workplace that embraces various nationalities and cultures. Currently, foreign employees constitute over 25% of the total workforce, representing countries such as the Philippines, Indonesia, India, Myanmar, Thailand, and Vietnam. At Top Union, foreign employees enjoy the same comprehensive benefits as their local counterparts. From profit sharing and stock options to employee stock trusts, everyone participates equally. Additionally, recognizing the challenges faced by foreign employees working away from home, we provide a "Foreign Employee Return Flight" welfare program.

Foreign Employee Return Flight Welfare Program

• Purpose: To alleviate concerns for colleagues working in Taiwan away from their home countries and provide peace of mind during their employment.
• Eligibility: Foreign colleagues who have signed a labor contract with the company.
• Application Details: Based on the employment start date, engineers are eligible for one round-trip ticket for a home visit every six months, and operators are eligible for one round-trip ticket annually. The duration of each single leave is limited to two weeks, including weekends.
• Qualifications: Eligible after one year of service from the start date of employment.

Employee Communication

1. Employee Rights and Welfare: The company places great emphasis on labor-management relations, conducting regular labor meetings to facilitate two-way communication and exchange.
2. Open Business Philosophy: Operating with an open and flat organizational structure enables faster dissemination of good decisions. It allows colleagues to express their ideas more directly, making individual contributions more visible. Bonuses and employee remuneration grow in alignment with demonstrated performance.
3. Welfare Committee: The company has established a welfare committee, organizing various activities and trips to address the needs of employees.

Whistleblowing Channel and Complaint Handling Procedure

To assist colleagues in resolving work-related issues, facilitating opinion communication, and understanding, this complaint procedure is established as a channel for employee complaints.

1. Complaints can be filed when legitimate rights within the scope of work are violated or handled improperly. If the issue remains unresolved after going through the administrative hierarchy, or if there are questions and improvement suggestions regarding rules, regulations, and company administrative measures, a complaint can be filed.
2. Complaints must be submitted with the full name of the complainant for proper processing and response.
3. All information related to the complainant will be treated confidentially. Complaint letters will be securely destroyed or returned to the individual after the case is closed.
4. Complaint Methods:
   (1) Verbal Complaint: Recorded by the receiving unit and confirmed by the complainant.
   (2) Written Complaint: Fill out the "Complaint Application Form," providing detailed information and supporting evidence for the complaint. Clearly specify the intended recipient or personnel involved in the resolution process. Submit the completed document to the suggestion box or directly to the receiving unit.
5. Processing Time: Within seven working days.
6. After the resolution of a complaint, the management unit will conduct a review and improvement based on the circumstances to prevent a recurrence of similar incidents.

For details, please refer to the "Complaint Procedure."

• Internal Complaint Contact: Mr. Lin - tu_emplye@topunion.com.tw
• External Complaint Contact: Mr. Lin - tu_csr@topunion.com.tw / (03)5386139