Corporate Sustainability
Protecting Human Rights
Promoting Workplace Human Rights Protection:
Regarding workplace human rights issues, NAE adheres to the Universal Declaration of Human Rights, the UN Global Covenant, the International Labour Organization’s Declaration of Basic Principles and Rights of the Worker, Taiwan’s Labor Standards Law, the Labor Law of the People’s Republic of China, and the Vietnamese Labor Law, among other human rights and labor regulations. We eliminate any human rights violations, ensuring no child labor is employed and no cases of forced labor, harassment, or discrimination occur. Employees can file complaints through various channels such as dedicated hotlines, email, and labor-management conference representatives. All complaints are handled by dedicated personnel, and information regarding the complainant and the complaint process is kept confidential to protect employee rights. In 2024, NAE received no human rights-related complaints and no incidents of discrimination based on ethnicity, gender, religion, political affiliation, sexual orientation, sexual harassment, or workplace bullying occurred.
Furthermore, NAE continues to promote workplace diversity and human rights education. Pre-employment training for new employees includes education on prohibiting forced labor, prohibiting child labor, anti-harassment, anti-discrimination, and preventing sexual harassment. All employees are also required to receive regular related training. In the future, the Group will continue to focus on and promote relevant education and training to raise employees’ awareness of human rights protection and reduce the risks that may arise.
Human Resources Structure and Diverse Workplace:
In 2024, NAE had a total of 704 employees. Non-employee work types included temporary workers, cleaners, security personnel, and drivers. In terms of gender distribution, men accounted for approximately 58.24% and women approximately 41.76%. In terms of employee job level distribution, women comprised 12.82% of all supervisors.
NAE values multiculturalism and workplace inclusion. In 2024, it had 8 employees with disabilities, with an average length of service of 4.79 years. In the office space, NAE also provides accessible ramps and restrooms to provide an equal and consistent work experience for all employees. In 2024, NAE did not receive any reports or investigations regarding discrimination, child labor, forced or compulsory labor, or other similar issues.
Smooth Communication Channels:
NAE is committed to fostering harmonious labor relations and actively communicates and coordinates with employees. In factories with unions, we communicate with employees through the union; in factories without unions, labor-management meetings are held by representatives from both sides to discuss labor matters. Furthermore, we ensure smooth communication through various channels, such as employee suggestion boxes, management regulations dissemination, bulletin boards, and departmental meetings, and uphold the principle of integrity to promote labor-management cooperation. At the same time, we regard contractors as important partners and actively protect the occupational safety of their personnel. At each production site, in addition to complying with occupational safety and health regulations and implementing hazard notification and supervision, we also promote various management mechanisms to strengthen the safety and health management of contractors.
Currently, NAE’s Dongguan plant has established a workers’ representative assembly, with 17 employees participating in 2024, representing a participation rate of 4.42%. 2% of basic wages are allocated monthly as union dues, but a collective bargaining agreement has not yet been signed. NAE’s Vietnam plant has established a labor union, with 294 employees participating in 2024, representing a 100% participation rate. 1% of insured wages are allocated monthly as labor union dues, but a collective bargaining agreement has not yet been signed. NAE ensures smooth communication between labor and management through labor-management meetings and promotes harmonious labor relations. In 2024, the Group experienced no strikes, work stoppages due to labor-management negotiations, or factory closures.
NAE held four labor-management meetings in 2024, discussing five issues, including: holiday adjustments, disaster leave transportation subsidies, and revising work rules to relax regulations for ordinary sick leave. The aforementioned labor-management agreements apply to 100% of all employees. To facilitate two-way communication between labor and management, NAE has established multiple communication channels, such as a “Colleague Feedback Area” and a “Complaint Hotline,” to promptly respond to various suggestions.
