Human Rights Policy Statement and Commitments
Win Win Precision Technology Co. Ltd., (the “Company” or “We”) announces the “Win Win Precision Technology Human Rights Policy” (the “Human Rights Policy”) in 2023. This policy applies to the Company and all of its subsidiaries and is the Company’s commitment to comply with, and respect human rights recognized by the United Nations Universal Declaration of Human Rights, the International Bill of Human Rights, and the ILO Declaration on the Fundamental Principles and Rights at Work. In particular, the Company is strongly committed to preventing and remedying forced labor, child labor, or similar practices, wherever they may arise in the Company’s value chain; furthermore, the Company shall also strictly observe all laws and regulations applicable to the Company’s operations, in particular those concerning employment practices. Awareness and respect for human rights shall inform all aspects of the Company’s activities and its corporate culture.
Human Rights Policy
The Human Rights Policy is the guiding principle in the Company’s commitment to Human Rights protection and the Company is strongly committed to preventing and remedying forced labour, child labour, or similar practices. The Company shall also strictly observe all laws and regulations applicable to the Company’s operations. The Awareness and respect for human rights shall inform all aspects of the Company’s activities and its corporate culture. The policy statements include the following topics: Preventing Forced Labour and Child Labour, Supporting Freedom of Association and the Right to Collective Bargaining, Eliminating Workplace Discrimination, Ensuring Equal Pay for Work of Equal Worth and Combating Workplace Harassment, Guaranteeing a Safe and Healthy Working Environment, Implementing the Human Rights Policy and Furthering the protection of Human Rights in the Supply Chain. We have a “zero tolerance” policy against any form of discrimination or harassment.
Human Rights Statements
Preventing Forced Labour and Child Labour
The Company is against any forms of forced labor and the use of child labor which include receiving or giving any assistance to the practice or the use of forced labor and/or child labor. This commitment is also applicable to the Company’s supply chain. To this end, We have formulated the “Forced Labour Due Diligence Compliance Manual” which serves as the framework for the Company’s management measures in regularly identifying forced labor risks in the supply chain, and also to prevent, mitigate, and whenever necessary provide a remedy against the risks of forced labor and/or child labor. The “Forced Labour Control Team” is organized by the Company in the dedication to the management of forced labor risks and provides a grievance mechanism to the stakeholders.
A dedicated email is in place for any concerns or suggestions related to human rights topics (including forced labor): humanrights@w-win.com.tw
Supporting Freedom of Association and the Right to Collective Bargaining
We recognize and support the employees’ freedom of association and right to collective bargaining by providing diverse and smooth communication channels between employees and management. Together with regular Labor-Management Meetings for a better labor-management relation and foster a friendlier workspace.
Eliminating Workplace Discrimination, Combating Workplace Harassment and Ensuring Equal Pay for Work of Equal Worth
We adhere to the principle set forth in the Human Rights Policy to endeavor to ensure all employees are given a fair opportunity at work and to eliminate any discrimination in employment, including in the areas of hiring, compensation, benefits, professional development and promotion, disciplinary procedures, termination or retirement, on the basis of gender, race, religion, age, disability, sexual orientation, nationality, political opinion, social status or ethnic origin. The Company has a “zero tolerance” policy against any form of discrimination and is committed to providing a working environment free from harassment, and ensuring all staff are treated, and treat others, with dignity and respect.
Guaranteeing a Safe and Healthy Working Environment
The Company provides a safe and healthy environment by strictly observing all the relevant laws and regulations and is also certified with ISO45001. We also host regular internal training on safety and health topics and provide regular check-ups to employees among other health-promoting activities in an effort to foster a safer and healthier workplace and reduce occupational risks. These efforts are managed by the “Rules on Occupational Safety and Health”, and a special measure, the “Risk Assessment Report on Maternal Health” is enacted to provide health consultation, risk assessment, and management for employees during and post pregnancy.
Promoting Human Rights Policy
The Company encourages its business partners, in particular its suppliers, to sign the Company’s supplier code of conduct and strictly abide by any relevant agreements in the prevention of forced labor. Together with the suppliers, we are committed in focusing on issues related to human rights protection and paying special attention to establishing an effective risk management system. We have included human rights protection and compliance practices in the Company’s internal training program on a regular basis. In addition, some of the selected staff will receive advanced training on measures against forced labor and child labor risks. The overall purpose of these measures is to foster better awareness and understanding of both the Company’s employees and the suppliers on the said issues.
Human Rights Risk Assessment and Management
Human Rights Risk Assessment
For the purpose of realizing the covenant set forth in the Company’s human rights policy, we have obtained SA8000 social accountability certification in 2024, formulated the “Forced Labour Due Diligence Compliance Manual” (the “Compliance Manual”), and organized “Forced Labour Risk Control Team” (the “Control Team”) as part of the Company’s endeavor to realize the covenants in the Human Rights policy into its corporate rules and management systems. These management systems and the Control Team will regularly assess and review the risk of forced labor in the operation of the Company, its subsidiaries, and its supply chains. Suppliers are classified according to the location of their main place of business, the business sector the supplier is engaged in, or the characteristics of the supplier’s production process. Additionally, Supply chain mapping will be conducted for specific products and suppliers from specific regions to ensure the transparency of the supply chain and the Company’s compliance with international regulations on high forced labor risk regions and prohibition of trade with the company on the forced labor entity’s list. The Company undertakes risk identification and management pursuant to the rules and procedures stipulated in the Compliance Manual to meet its compliance requirements. In addition, to address and manage other human rights topics stipulated in the Company’s human rights policy, we will implement SA8000 corporate social responsibility certification and establish the corresponding management system. This system would be integrated into the Company's existing forced labor due diligence system to ensure that the Company adopts the same standards and practices on human rights management. The Company shall undertake its risk prevention and mitigation or provide remedy by implementing the said systems. Internal trainings on human rights topics are also offered by the Company to its employees regularly and annual refresher classes are also available to the members of the Control Team to establish consistent standards while allowing us to effectively analyze, control, and reduce human rights risks to effectively comply with to covenants set forth in the human rights policy and more adequately meet the expectations of all stakeholders.
Supply chain - Human rights risk identification method
In order to more fully understand the risks related to sustainable development within the Company’s supply chain, a compliance questionnaire is given to suppliers that are more closely related to the Company's core operations and are presumed to have higher risks. Based on the foregoing rationale the Suppliers are classified as strategic, non-strategic, and general based on their presumed level of risk. More specifically, different versions of questionnaires are provided to suppliers with corresponding risk classifications of strategic or non-strategic suppliers. Suppliers will need to answer questionnaires and provide responses on five different topics, which are: suppliers and their affiliated company, risk management system, and supply chain management, due diligence system against the use of forced labor, Healthy and Safe Working Environment, and sustainability development. The supplier will also need to provide relevant evidence to demonstrate its compliance, such as management system certification or relevant documents, to serve as the basis for the Control Team to conduct its due diligence investigation. The Control Team may advise the Company to undertake appropriate remedies whenever it is necessary. The Company will also disclose the practices, the improvements, and the findings gathered from the due diligence system on an annual basis in a disclosure report.
Win Win Precision - Human rights risk identification method
The human rights topics covered in the Company's human rights risk identification procedure are: prohibition of forced labor, prohibition of child labor, elimination of discrimination to ensure equal work opportunities and fair pay, prohibition of sexual harassment, protection of employees' freedom of association and expression, maternity protection, work-life balance and working hours management, safe and healthy work environment, education and training on human rights issues, promotion of ethical corporate management, and prevention of workplace violence and abuse. The Company conducts necessary due diligence or management procedures to control these 11 topics. We take measures to mitigate or provide remedies to manage human rights risks, thereby complying with the Company's human rights policy.
Human Rights Statements | Prevention, Mitigation Measures or Systems of Control | Remedy | Expected Effectiveness |
|---|---|---|---|
| Prohibition of forced labor and child labor |
| 1. In accordance with the risk management system, we provide guidance to non-complying suppliers and other measures to correct human rights violations/risks, and whenever it is necessary, suspend or stop transactions with suppliers identified as high risk. Email: hra@w-win.com.tw 2. Provide grievance mechanisms to stakeholders. | We avoid any forced labor or child labor in the Company and in the supply chain. If the Company is involved in relevant risks, corresponding relief channels will be sought to prevent and mitigate risks or relief measures are taken. |
| Elimination of discrimination in the workplace – ensuring fair remuneration and preventing harassment |
| In accordance with the mechanisms of the "Workplace Sexual Harassment Prevention Act" and the "Procedures for Implementation of the Employee Grievance System" mechanism, the Company reports the management department and other relevant units with the "Workplace Harassment Report and Handling Form" and provides the necessary remedies. | Provide employees with a workplace environment that is friendly, free from harassment and discrimination, and adopts equal pay for equal work principle. |
| Supporting Freedom of Association and the Right to Collective Bargaining |
| Colleagues can communicate with management at the regular labor management meetings, or by submitting their opinions via email: hra@w-win.com.tw or ext. 13101. | |
| Ensure a Safe and Healthy Work Environment |
| If the supplier's work environment is found to be non- complying with the Company’s standard, the Company may request the supplier to submit an improvement report according to the relevant agreement. In addition, the Company may strengthen the audit to mitigate human rights risks, provide a public grievance mechanism, and provide necessary relief procedures based on the investigation results. | Enable the Company and its suppliers in the supply chain to provide a safe and healthy work environment for internal employees. |
| Ethical Corporate Management |
| In accordance with the "Procedures for Ethical Management and Guidelines for Conduct" and the "Ethical Corporate Management Best Practice Principles", the Company has established and announced the internal whistle blowing mailbox and hotline for use by internal or external personnel. | Ensure that the Company and the supply chain comply with the management principles of ethical corporate management. |
Diversity, Equity, and Inclusion Statement
WINWIN’s commitment to diversity, equity, and inclusion ensures that all employees—regardless of gender, race, religion, age, disability, sexual orientation, nationality, political views, social status, or heritage—have fair employment opportunities and a supportive work environment. Our policies and management systems are designed with clear standards, providing consistent opportunities for training, compensation, and promotion, so everyone has an equal footing to grow. This commitment is also one of the sources of our company’s competitive edge.
WINWIN embraces outstanding talent from various backgrounds and cultures, encouraging them to bring their unique experiences and perspectives to the company. Our inclusive culture allows all employees, from diverse groups, to feel comfortable being themselves, which we believe fuels our company’s growth and success.
At WINWIN, we value the integration of diverse cultures, confident that collaboration across differences sparks innovative ideas and new business opportunities. This environment has helped WINWIN build an inclusive workplace ecosystem that reflects our company’s values and mission. Aligned with our corporate culture and business philosophy, our commitment to diversity, equity, and inclusion helps us realize sustainable development and a win-win future for both the company and society.