Social Sustainable Development
Talent cultivation, creating performance.
- 0 A total of NT$ million
- invested in social welfare initiatives
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- The proportion of female managers
- 0 Number of people
- participated in health promotion activities
Approaches to Sustainable Development Goals
ESG ReportLabor-capital relations rights
◉ Corporate social responsibility promotion
Everest attaches great importance to human rights protection, is committed to maintaining and respecting the basic human rights of employees and value chain partners, and actively creates a working environment that fully protects human rights. The company follows and supports international human rights standards such as the International Bill of Human Rights, the United Nations Universal Declaration of Human Rights, the International Labor Organization Tripartite Declaration of Principles, the OECD Guidelines for Multinational Enterprises and the United Nations Global Compact, and formulates human rights policies based on them, regularly implements human rights due diligence and early warning mechanisms, and continuously implements human rights protection actions.
In terms of employee rights, Everest complies with labor-related laws and regulations and international human rights conventions, implements non-discriminatory employment policies, and provides equal protection in terms of remuneration, working conditions, pre-employment training and promotion opportunities. In order to strengthen the fairness of labor-capital relations, the company introduced SLCP (Social & Labor Convergence Program) to verify and audit five major areas such as labor conditions, health and safety. In 2024, five factory audits have been completed, covering employee accommodation, meals, working time records and employee interviews, and the results all meet the standards.
Everest also continuously monitors the corporate operation process to prevent any discrimination, child labor and forced labor incidents, and regularly tracks regulatory updates to ensure the legal rights and interests of all employees. At the same time, by obtaining multiple international certifications, strengthening the management system, and comprehensively improving the quality of labor-management relations and employee welfare, the company demonstrates its commitment to social responsibility.
To ensure that the company's various management mechanisms continue to comply with social responsibility and keep pace with the times, Everest uses the following certifications to monitor the operation of the management system.
■ ISO 14001 Environmental Management System
■ ISO 45001 Occupational Health and Safety Management System
■ SLCP (FSLM) Social Labor Convergence Program
◉ Government policy
In order to protect the rights and interests of workers and take into account the sustainable development of enterprises, the Ministry of Labor will continue to promote various measures in the four major areas of "human resource development", "labor-capital relations", "occupational safety and health" and "social investment" to foster a harmonious and sustainable labor environment. In order to facilitate smoother labor-management negotiations, the Ministry of Labor has formulated administrative guidelines for collective bargaining. In addition to formulating and issuing the " Guidelines for Collective Agreement Negotiation Meetings" and the "Reference Manual for Good Faith Negotiation Obligations under the Collective Bargaining Law", the Ministry of Labor also updated the " Guidelines for Drafting Collective Agreement Clauses and Reference Cases" in July 2024 to provide important references for both labor and capital to deal with collective bargaining.
◉ Human Rights Due Diligence
In order to ensure that the company does not violate human rights during its operations, respect the basic rights of all people, and actively evaluate, identify and prevent possible negative impacts on human rights, Everest has commissioned an external agency to review the company's 2023 human rights management investigation, assist in optimizing Everest's human rights policy and complaint policy, and support the company in determining mitigation and remediation measures for major human rights risks faced by employees and suppliers, and provide recommended management targets.
◉ Human Rights Policy Maintenance
The human rights policy is signed by the highest-level executives, promising to perform due diligence, cover internationally recognized human rights, and address the concerns of Everest's stakeholders. Everest's Taiwan factory has communicated human rights-related policies with employees (including foreign migrant workers) and provided human rights education and training to employees. Suppliers have included human rights considerations in the supplier social responsibility and environmental assessment form, social responsibility assessments of supplier evaluation, and the social responsibility code of conduct. If there is no human rights framework at present, management measures and goals will be planned.
◉ Risk assessment and preventive measures
- Employees: 15 human rights risk questionnaires were issued to the HR, management, and production departments of domestic and overseas employees, with a response rate of 100%.
- Suppliers: 56 questionnaires were issued to relevant suppliers at home and abroad, with a response rate of 100%. Significant human rights issues of employees and suppliers were identified, human rights risk mitigation and remedial measures were provided for their own employees and suppliers, and the implementation results of the complaint mechanism were tracked regularly.
◉ Social responsibility system and management goals in 2024
Applicable to all our employees, working students, employees of subsidiaries, business partners, suppliers, contractors, and local communities where our operations are located
◉ Collective Agreement Signing
The company regularly signs collective agreements with the union, the last of which was signed on February 8, 2023, and the contract period was from February 8, 2023 to February 7, 2025. In 2025, it will be changed to a three-year contract, and the expected signing date is May 9, 2025. The new contract period is from March 10, 2025 to March 9, 2028. Before signing, the two parties held a consultation meeting and discussed the various terms smoothly. In 2024, the company's union membership number was 631, accounting for 44.5% of the total number of employees. The collective agreement covers 100% of the formal employees who participate in the union. Employees can also express their opinions to management through various internal channels, such as: opinion mailbox, supervisor meeting, complaint mechanisms, etc. The company actively develops a good relationship between labor-management cooperation, and regularly conducts human rights due diligence on stakeholders to avoid labor disputes. The key points of the agreement are as follows, and some clauses are superior to labor laws: 1. Flexibly adjust rest time to meet the needs of shifts and emergency operations. 2. Clarify the rules for reporting to work and taking leave, and implement attendance management. 3. Transfers must be in line with business needs and protect employee rights. 4. Promote frontline employees every year based on seniority and performance. 5. When government laws or company regulations change,
