human rights policy

In order to achieve sustainable corporate development and implement human rights protection, the company promises to adhere to relevant norms of sustainable development, which will be formulated in September 2024 with reference to the United Nations Universal Declaration of Human Rights, the United Nations Global Covenant and local laws and regulations. The Human Rights Policy of Corporate Workplace Insurance Co., Ltd. focuses on the implementation of the principles of non-infringement of human rights, assembly and association, elimination of forced labor, abolition of child labor, and elimination of employment and occupational discrimination. It is specifically formulated to provide full safety on issues such as friendly company personnel, socio-economic environmental impact, etc. workplace, and ensure that current employees of the company are treated reasonably and with dignity.

The human rights issues and policies that our company is concerned about are as follows:

(1) Protect human rights, diversity and equality in the workplace:

The company respects human rights in the workplace, and employees do not receive differential treatment or any discrimination based on gender, race, class, age, marriage, pregnancy, ideology, religion, party, place of origin, place of birth, appearance, facial features, physical or mental disabilities, etc.

(2) Provide a safe and healthy working environment:
  1. The company attaches great importance to a safe and healthy working environment for employees, has established an occupational safety and health management mechanism, continues to improve the working environment and sanitary conditions, and is committed to reducing the risk of occupational disasters and protecting the physical and mental health of employees.
  2. Implement workplace safety and health management:
    • Standard operating procedures for human hazard prevention
    • Code of practice for maternal health protection in the workplace
    • Abnormal workload promotes disease prevention work practices
    • Hazard Identification and Risk Assessment Operational Standards for Prevention of Illegal Infringement in the Workplace
(3) Respect human rights in the workplace:
  1. The company complies with government labor regulations, does not employ child labor, regularly monitors and manages employees' attendance status, and does not use forced labor.
  2. The company provides employees with smooth communication channels and builds a workplace environment with harmonious labor relations.
(4) Implement information security:

In order to protect the privacy rights of employees, customers, and stakeholders, and to ensure the prudent and legal use of personal data, the company has established a complete information security management mechanism to control data access and prevent data leakage.

(5) Smooth complaint channels:

If colleagues encounter problems, they can report them to the human resources department through the company's complaint channel. We have a dedicated complaint mailbox, email and hotline for sexual harassment prevention. The complaint process will be handled confidentially to protect the privacy of the complainant.

Human rights policy and implementation

The company abides by the above policies and protects the legitimate rights and interests of employees. We jointly create the concept of sustainable business operation with "sincerity, positivity, sharing, sustainability and innovation".

The company's human rights policy applies to all employees of the company.

The human rights issues and policies that our company is concerned about are as follows:
Protect human rights, diversity and gender equality in the workplace
  1. The company has regulations and codes of conduct related to human rights, including the "Code of Practice for Sustainable Development", the "Code of Practice for Corporate Governance" and the "Sexual Harassment Prevention and Control Measures, Complaints and Punishment Handling Measures".
  2. There is zero tolerance for illegal violations in the workplace. The company respects human rights in the workplace and employees are not treated differently based on gender, race, class, age, marriage, language, thought, religion, party, place of origin, place of birth, appearance, facial features, physical or mental disabilities, etc. or any discrimination.
reasonable working conditions

 

  • In order to clarify the standards and methods for calculating working hours, the company has clearly formulated legal and reasonable attendance management methods, and has set up facial recognition card swiping machines to care about and manage employees' attendance status every day, and provide salary, leave and welfare regulations that comply with Chinese laws.
Safe and healthy working environment
  1. Both labor and management work together to create a dignified, safe and equal working environment. We are committed to providing a safe and healthy working environment, complying with labor safety and health laws and regulations, and implementing workplace safety and health management, including the following standards and work practices:
    • Standard operating procedures for human hazard prevention
    • Code of practice for maternal health protection in the workplace
    • Specifications for preventing epidemics in abnormal operations
    • Hazard Identification and Risk Assessment Operational Standards for Prevention of Illegal Infringement in the Workplace
  2. Regularly conduct safety and health related education and training
Diversified employee benefits

1. As for employee bonuses, the company's articles of association stipulate that if there is a profit in a year, more than 1% should be allocated as employee remuneration.

2. Subsidy provisions related to employees’ weddings and funerals; provide scholarships for employees’ children to reward employees’ children for their hard work and serious study.

3. The company organizes employee tours, tailgates and other activities from time to time so that employees can fully enjoy the group recreation activities provided by the company.
Employee physical and mental health and work balance

 

  • The company supports and assists employees in maintaining physical and mental health and work-life balance, and conducts regular health examinations every two years to care for and reduce employee health risks.
Promote labor-management harmony and support the operation of welfare associations

1. The company has established an employee welfare committee.

2. Both labor and management hold regular meetings and discussions to maintain open communication channels.

3. In accordance with legal regulations, we regularly allocate welfare funds to the employee welfare committee in order to create harmonious labor relations and promote sustainable corporate culture.
labor negotiations

 

  • The company attaches great importance to communication between labor and management and holds at least one labor-management meeting every quarter to effectively solve labor-management issues through sufficient communication.
Information Security and Privacy Protection

 

  • In order to protect the privacy rights of employees, customers and all stakeholders, the company's collection, processing and use of personal information complies with the requirements of my country's laws and regulations, and has established appropriate control specifications and protective measures.
Information Security and Privacy Protection

The company has established a variety of complaint channels to ensure that colleagues can receive appropriate handling and support when they encounter problems.

Appeal channels:
  • Colleagues can raise various grievance issues to the Human Resources Department through the company's internal grievance channel.
  • For issues of gender equality and sexual harassment, the company has dedicated complaint channels, including:
    A. Sexual harassment prevention and complaint mailbox
    B. Dedicated email address
    C. Dedicated telephone number
Confidentiality measures:
  • During the complaint investigation process, all information involved will be treated confidentially.
  • The complainant's name and other identifying information will not be released.
Ban child labor

 

  • Age verification is required for personnel appointment, and child labor is prohibited.
Prohibition of forced labor

 

  • Comply with the Labor Standards Act