Employee Human Rights Policy
Taipower established a Human Rights Policy to uphold the rights of internal and external personnel, ensuring a safe, equal, non-discriminatory, and harassment-free work environment. The Company is committed to protecting fundamental rights, providing a friendly workplace, ensuring occupational health and safety, upholding freedom of association, fostering labor-management harmony, and safeguarding personal data.
Human Rights Due Diligence
Taipower conducted a preliminary human rights assessment and risk identification in 2022. In the future, the Company will refer to international human rights conventions such as the United Nations Guiding Principles on Business and Human Rights as it carries out comprehensive human rights due diligence. The process is as follows:
Identification and Assessment
Taipower referenced international human rights guidelines, domestic laws and regulations, as well as benchmarking reports from leading companies in compiling human rights-related risk issues. These issues were evaluated and included in the human rights risk assessment questionnaire. The questionnaire assessed the "likelihood" and "severity" of each human rights risk issue. Likelihood was scored as follows: 0 points = unlikely to occur, 1 point = low likelihood (1% - 30%), 2 points = moderate likelihood (31% - 60%), 3 points = high likelihood (above 61%). Severity was scored as follows: 0 points = no impact, 1 point = not severe, 2 points = severe, 3 points = extremely severe. Based on the survey results, a Human Rights Risk Matrix was generated, and the human rights risks were categorized into three levels according to the following criteria:
Employee Human Rights Risk
In 2022, the questionnaire was distributed to Taipower employees, and a total of 72 responses were collected. The assessment results are as follows:
High Risk
Medium Risk
Low Risk
Taipower will further investigate and analyze high-risk human rights issues and propose countermeasures.
Management Measures for Important Human Rights Issues
| Important Topics of Concern | Specific Policies | Management and Mitigation Measures | ||
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| Non-Discriminatory Promotion | Equalization of employee rights and benefits in the workplace |
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| Privacy Protection | Protection of the personal information of employees | Establish personal data-related regulations, plans, and processing methods, and set up a Personal Data File Security Maintenance and Management Team. | ||
| Protection of Work and Labor Conditions /Forced Labor | Establishment of a friendly working environment for employees | If it is necessary to work beyond normal working hours, the extension must be approved by the labor union. Wages for the extended hours are paid in accordance with the Labor Standards Act, and employees may choose to take compensatory leave instead. |
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| Right to Family Life – Not Compromising the Right to Family Life | Implementation of a genderfriendly workplace and provision of childcare support and benefits; emphasis on work– family balance for employees |
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| Right to Health - Measures to Protect Health / Providing Occupational Safety Training | Establishment of a friendly working environment for employees |
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| Personal Freedom and Safety | Providing a healthy and safe workplace for employees | Set up a hotline and mailbox for sexual harassment complaints, regularly publish e-newsletters on sexual harassment prevention, and implement the "Heart-to-Heart" Employee Assistance Program (EAP) to support employee work adjustment and address physical and mental challenges. | ||