Human Rights Policy

Faraday Technology has always put great emphasis on human rights, actively creates a fair and dignified working environment, and practices its commitment and responsibility to human right. The Company is committed to supporting the following international relevant labor and human rights standards and norms: International Bill of Human Rights, Universal Declaration of Human Right (UDHR), United Nations Global Compact (UNGC), United Nations Guiding Principles on Business and Human Rights (UNGPs), Tripartite Declaration of Principles concerning Multinational Enterprises and Social Policy (MNE Declaration), ILO Declaration on Fundamental Principles and Rights at Work, OECD Guidelines for Multinational Enterprises on Responsible Business Conduct, OECD Due Diligence Guidance for Responsible Business Conduct, and RBA Code of Conduct.

Faraday Technology human rights policy applies to all personnel of global permanent employees, contract employees and temporary workers, interns, and workers of Faraday Technology, domestic and overseas branches and investment business; It also expects the company's suppliers, contractors, and partners (including customers and communities) as well as stakeholders and other individuals with operations and development relationships with Faraday Technology also comply with the regulations, pay attention to important human rights issues, and commit to protecting human rights.

Faraday's Human Rights Policy

Faraday Human Rights Policy Management Principles

• Respect the rights to work
• Ensuring workplace equality
• Providing a safe and healthy working environment
• Build up open communication channels
• Respect freedom of association
• Implement the privacy protection and information security
• Execute risk assessment of human rights and information disclosure

• No individual shall be coerced or compelled to perform labor against their will.
• Employees must not be subjected to forced labor or any related coercive practices.
• The use of forced, bonded, indentured, or involuntary prison labor is strictly prohibited.

• Employment of individuals under the age of 15 is prohibited.
• Only applicants aged 18 or older are eligible for recruitment.
• Verification of employee documentation is conducted to prevent any oversight.

• We are committed to protecting employees from harassment and unlawful discrimination.
• Employees must not be required to undergo discriminatory medical examinations.
• In compliance with the People with Disabilities Rights Protection Act, the company ensures that persons with disabilities constitute at least 1% of the total workforce.

• We promote and enforce Faraday's "Procedure for Unlawful Infringement at Workplace “ and “Complaint and Punishment Policy of Sexual Harassment Prevention Measure”
• A professional, respectful, and trust-based work environment free from unlawful workplace violence or sexual harassment is maintained.
• Abusive treatment, including sexual harassment, indecency, corporal punishment, mental or physical coercion, and verbal abuse, is strictly prohibited.

• Employees have the right to freely associate, join labor organizations, elect representatives, and participate in unions in accordance with applicable laws.
• Regular quarterly labor-management meetings and employee town hall sessions are held.
• Various internal communication mechanisms are in place to ensure effective information sharing and dialogue.

Human Rights Due Diligence (HRDD)

To fulfill its corporate social responsibilities and ensure the effective implementation of human rights policies, Faraday regularly conducts human rights due diligence. In addition to monitoring global human rights regulatory trends, the company also reviews human rights risks specific to the IC design services industry, as well as the human rights-related material sustainability issues identified in its sustainability assessments. Faraday identifies, evaluates, and addresses the actual or potential impacts of its operations on human rights. The human rights due diligence process follows the United Nations Guiding Principles on Business and Human Rights (UNGPs) and the GRI Standards. It regularly assesses the performance of human rights management, establishes preventive and remedial measures, and publicly discloses the results of its due diligence.

Each new recruit is given pre-employment training and advocacy on Company’s relevant regulations formulated by government labor laws, international norms and Company human rights policies, so that new recruits can fully understand the Company’s emphasis on human rights on the first day.

Faraday has set up “Complaint and Punishment Policy of Sexual Harassment Prevention Measure” and uses posters and internal websites to make public and regularly promote the correct concepts of sexual harassment prevention and strengthen the workplace culture of gender equality; we also provide an exclusive complaint channel and procedure so that employees can seek help through relevant channels when they feel that they are being harassed in the workplace.

Faraday has clearly set up “Procedure for Unlawful Infringement at Workplace” help employees understand what workplace bullying is, and know how to avoid unlawful violations while performing their duties in the workplace and are provided with accessible complaint channels to seek protection when needed.

In order to improve training efficiency, a series of eCourses has been planned and developed for employees. These courses are designed to improve understanding of relevant laws and workplace safety. Employees participate in annual refresher training and complete related assessments to reinforce regulatory compliance and labor safety awareness.

Human Rights Communication and Grievance Channel

Anyone who experiences, witnesses, or become aware of illegal activities such as workplace discrimination or harassment, can file a complaint through the designated channels. Upon receiving a complaint, we strictly adheres to the whistleblower protection system, ensuring anonymity, confidentiality, and protection against retaliation. A thorough investigation will be conducted, and appropriate actions, including penalties, will be taken against those found responsible.