ACME Energy Services Co., Ltd. supports and adheres to the United Nations Universal Declaration of Human Rights. To fulfill its corporate social responsibility, protect the basic human rights of its employees and stakeholders, and respect internationally recognized basic human rights, we have formulated a corporate governance human rights policy based on the guiding principles of the aforementioned regulations and relevant labor laws such as the Labor Standards Act, the Gender Equality in Employment Act, and the Occupational Safety and Health Act. This policy and related implementation guidelines are formulated to prevent any infringement or violation of human rights and treat all current employees with dignity:
- To provide a safe and healthy working environment and to avoid potential health and safety risks at work, the company arranges regular health checks for employees.
- Respect human rights in the workplace and implement workplace diversity. Do not discriminate or discriminate in any form based on gender, sexual orientation, race, class, age, marital status, language, ideology, religion, political party, place of origin, birthplace, appearance, facial features, or physical or mental disability.
- No forced labor and no child labor.
- Respect the privacy and freedom of association of employees.
- Establish smooth communication channels between labor and management, provide a complaint mechanism, and promptly conduct investigation procedures and implement remedial and improvement measures if any human rights violations occur.
- Regularly review and evaluate relevant human rights systems and practices.
Human rights policy assessment and implementation of risk mitigation measures
- Physical and mental health and work balance
To protect employees from workplace violence, we have established labor health protection programs, including the “Workplace Sexual Harassment Prevention and Complaint and Disciplinary Measures,” the “Workplace Unlawful Violence Prevention Plan,” the “Maternal Health Protection Plan,” the “Abnormal Workload-Induced Disease Prevention Plan,” and the “Human Sexual Hazard Prevention Plan.” In addition to posting a “Written Petition Prohibiting Workplace Violence” on the employee platform for public notification, we have also established a “Gender Equality and Workplace Violence Zone” to provide relevant promotional materials and videos on a regular basis.
Employee health promotion
We continue to promote employee health as our core value and strive to create a “healthy environment” and cultivate “healthy employees” as our goal. To promote this core value and goal, we have implemented the following health promotion measures:
1. Provide annual health checkup frequency and items for employees that exceed regulations.
2. In accordance with labor health protection regulations, hire professional and qualified medical institutions and provide on-site occupational medical services to employees.
3. Based on the statistical analysis of employee health checkup reports and to encourage employees to develop regular exercise habits, we have hired professional and qualified fitness instructors to conduct a series of interactive gymnastics courses, and will continue to provide employees with other courses such as health lectures.
We value and continuously promote a healthy working environment and cultivate employees’ exercise habits to create a “health-promoting workplace” and enable employees to be healthy physically, mentally and socially. - Equal appointment
Recruitment operations adhere to the principles of fairness, justice, and openness, and do not discriminate based on gender, sexual orientation, race, class, age, marital status, language, ideology, religion, political party affiliation, place of origin, birthplace, appearance, facial features, or physical or mental disability.
The company upholds gender equality, with a 1:1 salary ratio for men and women. Salaries for employees at all levels do not differ based on gender. We strive to establish a work environment where equal pay for equal work is the norm, and implement the concept of gender equality in the workplace. - Prohibition of forced labor
In accordance with international standards, the Labor Standards Act, and the Human Rights Policy of ACME Energy Services Co., Ltd., we will not use violence, coercion, detention, or other illegal means to force workers to perform labor. - Prohibition of child labor
In accordance with the Labor Standards Act and the Human Rights Policy of ACME Energy Services Co., Ltd., we will eliminate the employment of child labor. - Support freedom of association and facilitate communication between labor and management
To reduce the chances of human rights risks, in accordance with the Ministry of Labor’s “Implementation Measures for Labor-Management Meetings,” in addition to regular quarterly labor-management meetings, we also conduct quarterly “Appointments with the CEO” to increase opportunities for face-to-face communication between employees and managers, thereby understanding the needs and expectations of both parties and striving to build healthy labor-management relations.
Employee welfare measures
In addition to participating in labor and health insurance programs as required by law, our company has established an Employee Welfare Committee to demonstrate compassion for our hard-working employees, meet operational needs, and strengthen labor-management relations. Each month, the company allocates the highest legally mandated contribution rate of 0.15% of total operating revenue to the Employee Welfare Committee, and regularly convenes Employee Welfare Committee meetings. Furthermore, the company will implement the following welfare measures as appropriate, planning and providing high-quality benefits for our employees:
Family care
• Childcare subsidies for children aged 0-6, currently more than 160 children have benefited
• Wedding and funeral gifts and childbirth subsidies
• Baby birthday gift
Leisure Activities
• Staff travel
• Education Gold
• Awards for clubs and various activities and competitions
• Provide royalties for company publication submissions
• Year-end party and department dinner
Work care
• Free lunch
• Free dormitory for expatriate employees
• Expatriate employee assignment allowance
Bonus Benefits
• Year-end and three-festival bonuses
• Employee compensation
Others
• Will implement employee welfare trust plan (start-up process in progress)
Education and Learning
• Subsidies for employee on-the-job training and education
• Language learning grants
Health Care
• Regular free health checkups for employees
• Hospitalization allowance for injuries and illnesses
• Group accident medical insurance
• Travel insurance for overseas business trips
• Monthly occupational health consultation service
• Organize health promotion lectures every year
• Employer Liability Insurance
Employee further education and training
To align with the company’s goals, cultivate employees’ professional skills, improve work efficiency, and enhance the company’s competitiveness, we arrange for employees to participate in or hold relevant training sessions based on their job requirements. We also provide subsidies for on-the-job training, gradually building a blueprint for talent development. In fiscal year 2013, a total of 96 people applied for job training subsidies, totaling 2,095.5 hours of external training, and NT$164,389 in on-the-job degree training subsidies.
Retirement system and its implementation
| pension system | The New Fund | The Old Fund |
| Applicable sources of law | Labor Pension Act | Labor Standards Act |
| How to withdraw | 6% will be allocated to the individual account of the Bureau of Labor Insurance based on the employee’s insurance level. | 2% of the monthly salary will be used to contribute to the labor retirement reserve account on a monthly basis. |
| Contribution amount | From January to December 31, 2013, NT$8,267,000 was allocated. | From January 1, 2023 to December 31, 2023, a total of NT$5,056 was allocated. |