Human Rights Protection Policy

Based on the concept of sustainable management, the company is committed to safeguarding human rights claims:

  • Workplace inclusion and equality

Comply with laws and regulations and eliminate employment discrimination. There will be no differential treatment or discrimination based on personal gender, sexual orientation, race, class, age, marriage, language, religion, party, place of origin, place of birth, appearance, facial features, physical or mental disabilities, etc. Provide equal opportunity at work regardless of any form of discrimination.

  • Prohibition of forced labor

Respect colleagues' willingness to work and prohibit forced or forced labor.

  • Legal wages and working hours

Provide reasonable wages, benefits and working conditions in accordance with local laws and regulations and working hours that comply with legal regulations.

  • Prohibit child labor

We strictly abide by relevant laws and regulations and strictly implement recruitment mechanisms to prevent the use of child labor, ensure the safety, health and normal development of children, and fulfill our corporate social responsibilities.

  • Good labor-management relations

We protect a working environment with freedom of speech, assembly and association, hold regular labor-management meetings, and fully communicate through two-way consultation, announcements, discussions and other mechanisms, striving to create a harmonious workplace environment between labor and management, and provide smooth and diverse communication channels.

  • Eliminate workplace abuse

Adopt the "zero tolerance" principle and prohibit any form of harassment, violation, abuse, corporal punishment, verbal insult, mental oppression, threats and other inhumane behaviors.

  • Ensure health and safety

Comply with relevant laws and regulations on occupational safety and health, provide employees with a safe and healthy working environment, reduce the risk of occupational disasters and prevent accidents; enhance employees' awareness of health care, continue to promote labor health promotion activities, and improve the quality of work and life.

 

For issues related to human rights, the company provides complaints and disciplinary measures for prevention and control of sexual harassment in the workplace, training and complaint channels for the prevention and control of illegal violations in the workplace.

 

Human rights protection actions and goals

Under the trend of sustainable development of enterprises, PTC has given increasing responsibility for human rights protection. We believe that corporate activities will affect employees, suppliers, consumers, operational performance and other interests, but also affect corporate recruitment opportunities and talent stability. sex, operational performance, and also extends to social development and people’s living standards. Therefore, as a member of a social organization, we will adhere to social laws and regulations, safeguard human rights, and strive to eliminate any human rights violations.

  • Policy commitment: PTC attaches great importance to labor rights and human rights issues. In addition to fully complying with the Labor Standards Act, the Gender Equality Act, the Employment Service Act and other labor-related laws and regulations, the company has an employee welfare committee within the company to promote various We will improve the welfare system, while continuing to follow labor standards such as the United Nations Global Compact, the United Nations Universal Declaration of Human Rights, and the International Labor Organization Convention, as well as relevant internationally recognized human rights norms and principles, pay attention to human rights issues, and prevent any infringements and violations. In terms of human rights behavior, we also abide by labor occupational safety and other relevant laws and regulations in each location where we operate, and fulfill our corporate social responsibilities to ensure that all colleagues receive fairness, equality and respect.

  • Action to take

    • Develop "Procedures for Handling Unlawful Infringement Incidents in the Workplace" and "Measures for Complaints and Punishment on Preventive and Control Measures for Sexual Harassment in the Workplace"

    • In response to the above-mentioned incidents, set up a dedicated telephone number and e-mail address for complaints

    • Establish an employee welfare committee to promote a diversified welfare system and organize community activities, birthday parties, travel and other activities

    • Hold regular labor-management meetings to promote communication between employers and employees

    • Conduct annual employee health examinations

    • Conduct fire, earthquake and other disaster response drills from time to time

  • Goal

    • Short-term goal: No incidents involving human rights violations

    • Medium and long-term goals: Promote suppliers to fulfill their corporate responsibilities and enhance awareness of human rights protection