Talent Sustainability

OSE believes that our employees are our most valuable asset and labor capital. We respect the dignity of each and every employee, focusing on humane management and ensuring great interactions between workers and management to create an energetic organization and friendly workplace as we strive together for a sustainable future.

Labor Policy

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  • Do comply with local minimum-working-age laws and requirements, and prohibit hiring any child labor or forced labor.
  • Do respect every employee’s freedom and prohibit any form of forced labor or unwilling overtime assignments. With prior notification required by laws, all employees can voluntarily end the employment with the company.
  • Don’t discriminate employee or job applicants, because of race, color, age, gender, sexual orientation, gender identity, gender expression, disability, nationality, pregnancy, religion, political affiliation, union membership, marriage condition, military service or any other personal characteristic protected by laws.
  • Do prohibit any form of harassments and inhumane treatments, including sexual harassment, abuse, slavery, corporal punishment, threatening, exploitation, any mental or physical torture, or verbal insult.
  • Do follow the applicable laws for employee compensation and benefits, including minimum wage, paid holiday and any other benefit required by laws; wages are not deducted or reduced for disciplinary reasons.
  • Do establish management mechanism for working hours in line with applicable laws and national standards, and reasonably arrange employees’ working and rest schedule.
  • Do respect and protect employees’ rights of freedom of speech and freedom of assembly and association. Do establish effective communication channels for employees.
  • Value multiculturalism, provide equal employment opportunities, and promote friendliness and inclusion in the workplace.
  • Create a barrier-free working environment and support the labor rights of people with disabilities and other disadvantaged groups.
  • Do comply with local labor laws, customers’ related requirements and international standards.

  Chairman of the Board Tony Tung​
Orient Semiconductor Electronics, Ltd.​
Promulgation date：2024.12.27

Safeguard Human Rights

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The Corporate Governance and Sustainability Management Committee is responsible for setting talent sustainability policies and goals. It ensures effective implementation by coordinating resources across five key task forces: Environmental, Social, Corporate Governance, Information Security, and Supply Chain Collaboration.

Progress is regularly reviewed through internal departmental meetings to strengthen alignment and ensure that talent strategies are effectively integrated with the
company’s sustainability goals.

In 2024, the company identified room for improvement in working hour reporting and overtime management processes. Following administrative guidance from the
competent authority, system adjustments and operational optimizations were promptly completed. Efforts to enhance legal compliance awareness and strengthen internal control quality are ongoing.

For more information, please refer to [ 2.4.3 Legal Compliance].

Employee Complaint Procedure

OSE has established a grievance reporting system and multiple grievance channels, including verbal feedback, physical suggestion boxes, dedicated phone lines, email, and online forms. Employees are encouraged to provide feedback through these diverse and convenient channels. Each grievance case is investigated and handled by dedicated personnel in an objective, fair, and confidential manner to ensure that reported issues are addressed.

We have set procedures for handling reported issues and established a comprehensive confidentiality mechanism to protect the rights of complainants. During the investigation process, confidentiality is maintained, and the identity information of the complainant is strictly protected to ensure that the complainant’s name or other identifiable information is not disclosed.

The procedures include protection clauses to ensure that complainants or those assisting in the investigation are not subjected to any form of improper treatment or retaliation. During the investigation process, case-related information and personnel details are not disclosed to protect the rights of the parties involved. If case details are leaked, disciplinary action will be taken based on the severity of the situation.

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