Human Rights Policy
Simplo is committed to implementing international human rights and creating an environment to protect human rights based on “Protection, Respect, and Remedy.” Simplo supports and complies with the principles and spirits of related international laws of each country locally, such as the “Universal Declaration of Human Rights”, the “United Nations Global Compact”, the “International Labor Organization Tripartite Declaration of Principles”, the “Responsible Business Alliance Code of Conduct”, and the “OECD Guidelines for Multinational Enterprises”. Simplo has established the “Human Right Policy Statement of Simplo Technology Co., Ltd. and Group Affiliates” in order to eliminate any violation and infringement of human rights to protect the rights and interests of all the employees, suppliers, contractors, customers, shareholders, investment institutions, government agencies and other stakeholders. In addition, a completely smooth communication channel within the company and the group company is established to respect employees having the freedom to host gatherings and treat all the employees and stakeholders with fairness and dignity.
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Policy |
Content |
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Prohibiting forced labor and child labor |
Eliminate various forms of forced labor and respect the freedom of employees; no compulsory employment, exploitation of labor or employment of involuntary labor. All employees work voluntarily and are entitled to the right to resign or terminate employment at will, while no child labor may be used at any stage of production. |
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Prohibiting all forms of discrimination |
Implement diversity of the work place. No differentiated treatment or any form of discrimination based on race, social status, nationality, class, language, ideology, religion, political affiliation, origin, gender, marital status, sexual orientation, appearance, face, disability, or past union membership. |
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Establishing a fair and reasonable remuneration system |
Salaries compliant with all laws and regulations are paid to employees, without difference due to gender or sexual orientation; those with the same job or value shall be paid the same salary. However, this does not apply to deviations based on differences of the salary payment system, seniority, reward and punishment, performance, or other justified reasons other than gender or sexual orientation. |
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Providing a safe and healthy working environment |
Compliance with relevant regulations to continuously improve the safety and hygiene of the work environment, prevent accidents, reduce the risk of occupational disasters, ensure the safety of workers and promote their physical and mental health. |
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Building a stable labor-management harmonious relationship |
To coordinate and harmonize labor-management relations, enhance mutual understanding, promote cooperation between labor and management, and improve work efficiency, labor-management communication meetings are held regularly pursuant to the requirements of relevant labor laws and regulations of the local government to communicate opinions and negotiate with each other to solve problems. Where any misconduct or violation of relevant laws and regulations occurs, grievances or reports may be made through smooth communication channels, and immediate remedial measures may be taken if human rights are violated. |
Human Rights Due Diligence
SMP Group has formulated the human rights policy and conducted due diligence on human rights at the operational sites and subsidiaries through questionnaires. Formulate improvement plans and preventive measures by reviewing the status of human rights management and assessing risk factors.
SMP Group considered the characteristics of its own industry, and referred to the GRI Standards, RBA, the United Nations Global Compact, and ISO 26000 to design surveys. These surveys helps identify human rights risks, categorizing issues into labor, occupational health and safety, environment, and ethical categories, totaling 17 issues.
Through the questionnaire, ratings from 1 to 5 points are given according to the actual "probability" and "severity" to assess the potential impact.
Probability
Severity
Assessment results and countermeasures
The assessment is conducted by each plant’s management department based on current conditions, including customer requirements, RBA VAP results, labor-related regulations, and Ethical Corporate Management principles. The assessment results indicate that “working hours” is identified as a high-risk issue, while other issues are considered low-risk. To mitigate these issues, measures include regularly reviewing employee attendance, enhancing working hours management mechanisms, setting up overtime alerts in the attendance and overtime management system, and continually promoting adherence to regulations regarding working hours.
Simplo Technology reports the results of human rights due diligence to management, diverse mitigation and remedial measure for effective control, evaluates the effectiveness of corrections made, and implements human rights management mechanisms effectively.
Human Rights Risk Assessment and Management
Simplo Technology has been a member of the Responsible Business Alliance (RBA) since 2021, committed to complying with the RBA Code of Conduct. Simplo Technology fills out the RBA Self-Assessment Questionnaire (SAQ) every year to identify the risks related to labor, health and safety, environment, ethical codes and management system in operations. In addition, in response to customer demands, Simplo Technology conducts third-party certification agency audits by following the RBA Validated Audit Process (VAP) to identify the implementation of sustainable management in each plant regarding the environmental and social aspects, including the implementation of management mechanisms and the performance thereof. The audits serve as a basis for subsequent improvements. To enable employees to understand the Responsible Business Alliance, online courses are recorded to train employees with tests (passing score ≥ 80 points, the course can only be included in the personal learning record after passing). Simplo Taiwan, Simplo Chongqing, Simplo Changshu (including Huapu), had a total of 7,089 participants, and the passage rate (80 points or higher) of the course was 100%.
2023 Human Rights Review
| Site | Audit | Audit type | Results |
| Simplo (Chongqing) | Customer Audit: 1 time Internal Audit: 2 times |
On-site & remote On-site |
Passed, no major defects Passed, no major defects |
| Simplo (Changshu) & Huapu) | Customer Audit: 6 times Internal Audit: 1 time |
On-site & remote On-site |
Passed, no major defects Passed, no major defects |
Human rights education and training
Simplo Technology has established a human rights policy. Related information are promoted to employees throughout the Company via pre-employment training for new recruits, and e-learning online courses for legal compliance. In 2023, Simplo Chongqing and Simplo Changshu (including Huapu) conducted human rights training through employee ethics courses. The total number of participants was 46,679, with a participation rate of 99.9%. Some employees who joined at the end of December attended training in early January of the following year, while others who were stationed abroad for extended periods did not receive training. The plant zones did not experience any incidents of discrimination, child labor, forced labor, or other human rights violations.
Human Rights Protection Measures and Complaints
Simplo Tech has an exclusive complaint channel for human rights protection and discloses it publicly on internal and external websites, and implements it in daily work and new employee orientation. In order to maintain gender equality at work, human dignity and protect employees, the "Sexual Harassment Prevention Measures" and "Complaint Disciplinary Measures" are clearly formulated and publicly disclosed to maintain gender equality in the workplace.
Report/Complaint
Spokesperson Vice President Wei
Tel.：+866-3-5695920
E-mail: invest@simplo.com.tw