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Human Rights Policy

 Miscrocosm Technology Co.

Human Rights Policy

 

In order to fulfill its corporate social responsibility and to protect the basic human rights of all employees, and to uphold high ethical standards for business operation and employee conduct, Miscrocosm Technology Co., Ltd. adheres to domestic laws and regulations, supports and follows the spirit and principles of international human rights conventions such as the United Nations Universal Declaration of Human Rights, the Global Covenant, the International Labor organization Convention, and the Code of Conduct for Responsible Business, including non-discrimination, respect for employees' freedom of e­xpression and association, prohibition of child labor, and care for the disadvantaged groups, etc., and refrains from any human rights violations and infringements, treats all employees with dignity and respect, and extends this spirit to its partners.

We implement the human rights policy of Miscrocosm Technology Corporation in accordance with the following guidelines:


.The Eliminate unlawful discrimination and ensure equal work opportunities

. Prohibit child labor

. Provide a safe and healthy working environment

. Prohibit forced labor

. Care for vulnerable groups

. Provide a complaint mechanism and channels

. Regularly review and evaluate related systems and practices


The following are the specifications of RBA Version 7.0:


Code of Conduct for Responsible Business Associations (Version 7.0)



Human rights focus areas

Implementation status of human rights risk mitigation measures.

Eliminate illegal discrimination and ensure equal job   opportunities.

• Adhere to the spirit and principles of domestic laws, international human rights conventions, and the "TechWin Human Rights  Policy."
• Our company does not discriminate or harass employees in recruitment and actual work due to race, color, age, gender, sexual  orientation, gender identity and e­xpression, ethnicity or nationality, disability, pregnancy, beliefs, political stance, group background, veteran status, protected genetic information, or marital status, such as affecting  wages, promotions, rewards, and opportunities to receive training.

Prohibit child labor.

• Review personal information to confirm age during recruitment.
• Verify employee information when hiring to ensure  compliance with legal regulations.
• Implement child labor remediation measures in case of misuse.

Provide a safe and healthy working environment.

To avoid potential health and safety risks associated with work patterns, our company regularly reviews employee health, workplace safety risks, and implements improvement plans based on the identified results.

Prohibit forced labor.

• No forced, bonded (including debt bondage), or indentured labor, involuntary or exploitative prison labor, slavery, or human trafficking shall  be used. This includes using threats, force, coercion, abduction, or deception to transport, harbor, recruit, transfer, or receive workers for labor or services.
• Do not withhold identification documents when  personnel report for duty, and no fees shall be required in advance.

Care for vulnerable groups.

• Employ people with disabilities and indigenous people according to the law, providing group insurance,condolence, hospitalization medical care, and consolation for major disasters.
• The TechWin Foundation sponsors annual funding for  promoting special features in elementary and junior high schools, encouraging the development of moral education, reading characteristics, ecological  features, and other activities.

Humane treatment.

Avoid harsh or inhumane treatment of employees, including violence, sexual violence, sexual harassment, sexual assault, corporal punishment, psychological or physiological pressure, bullying, public humiliation, or verbal abuse; nor shall threats be made to engage in any such behavior.


Child labor remedial measures:

1. Once child labor is found, immediately remove the child laborer from the workplace.

2. Send the child laborer to an occupational labor health inspection agency for a medical examination to confirm that he or she has not been affected by physical health in the course of work, and if so, the medical and living expenses incurred shall be fully borne by the company.

3. Immediately contact and return the child worker to his or her family, and bear the related transportation costs.