Human Rights Policy and Management

Human Rights Policy

Amigo recognizes and voluntarily abides by internationally recognized human rights standards such as the International Human Rights Code, the International Labor Organization - Declaration on Fundamental Principles and Rights at Work, and the Ten Principles of the United Nations Global Covenant, and respects the protections stipulated in human rights conventions. We must abide by the labor laws of the Chinese government and treat internal and external stakeholders such as employees and suppliers with dignity and respect to prevent any violations of human rights.

Human Rights Assessment

The company is committed to its own research and development, design, and high-quality network communication products. It is committed to ensuring a safe working environment, employees are respected and treated with dignity, operations promote environmental protection and abide by ethics, and create a health, safety and self-growth environment to achieve labor-management harmony. working environment.

Human Rights Concerns and Practices

Workplace Health and Safety

  • The company has passed the audit and verification of ISO14001 (environmental management system) to provide employees with a safe working environment.
  • Factory nurses are equipped to provide employee health consultation, reduce working environment risks and share health information to create a healthy and high-quality workplace environment.
  • With the goal of zero disasters and risk reduction, we improve the working environment to enhance safety and health awareness, and strengthen protection against mechanical equipment and environmental hazards.
  • We provide general health examinations to all employees on an annual basis, and provide health examination items that are better than those required by law for employees’ reference. We will provide suggestions and track management based on the results of the health examinations.
  • Promote group recreation activities from time to time to gather employees’ emotions and encourage employees to participate independently to maintain a healthy physical and mental health.
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Eliminate Illegal Discrimination and Ensure Equal Job Opportunities

  • The company discloses recruitment information on the manpower website, complies with the provisions of the “Employment Service Act” and provides all job seekers with open, fair and just job opportunities.
  • Strictly abide by the labor laws and regulations of the Chinese government and international norms. When conducting the recruitment and hiring process, employees will not be recruited on the basis of race, class, language, thought, religion, party, place of origin, place of birth, gender, sexual orientation, age, marriage, appearance, facial features, or physical or mental disabilities. To discriminate against and influence the recruitment and hiring process and decisions.

Ban Child Labor

  • Based on the social responsibility of protecting the physical and mental development of children, our company will never use child labor. It only accepts applicants who are over 18 years old for interviews, and checks the hired personnel when they sign up to ensure that there are no omissions.

Prohibition Of Forced Labor

  • Our company strictly abides by our country’s government labor laws, respects labor freedom, and prohibits any form of forced labor.

Physical and Mental Health and Work Balance

  • Organize activities such as partying, employee travel, dinner parties, watching sports events, regular health examinations, group insurance and other activities to adjust employees’ physical and mental health, gather centripetal force, protect physical health and reduce risks.

Personnel Support Training Practices

  • During the education and training of new employees, relevant human rights education and training (including understanding of labor laws, illegal infringement and sexual harassment prevention and promotion) are arranged, and relevant laws and regulations are also announced to everyone at the same time.

Promote Labor Laws

  • The content includes: anti-discrimination, integrity code and working hours management, and provides consultation on various labor standards laws, labor health insurance and other laws and regulations to ensure humane treatment.

Violence Prevention and Personal Data Protection

  • Let employees understand their responsibilities to help avoid workplace violence in the process of performing their duties, provide a channel for complaints, and create a friendly working environment.
  • Employees’ personal information is properly kept and used, and personal privacy is protected from leakage.

Sexual Harassment Prevention and Promotion

  • To prevent employees from sexual harassment, formulate the “Sexual Harassment Prevention, Complaints and Punishment Management Measures” and standardize relevant punishments in accordance with the “Personnel Administrative Management Measures”.

Occupational Safety Training Series

  • Fire training, emergency response and handling, safety protection in the use of machinery and equipment, setting up factory guards and regular visits by doctors to provide health guidance and other management measures.

Implementation of diversity in the workplace​

The company is committed to providing employees with a dignified and safe working environment. We implement employment diversity, fairness in remuneration and promotion opportunities, and ensure that employees are not protected by applicable laws and regulations on the basis of race, gender, religious beliefs, age, political affiliation and others. suffer discrimination, harassment or unequal treatment due to any other situation. ​
We value the diversity of our employees and hire employees with disabilities. We actually employ three people, exceeding legal standards for hiring people with disabilities. For foreign employees, we also respect their cultural customs and allow them to develop their talents, and have never violated their work rights and human rights. ​

Employee Race/Ethnicity Indicator

category

Proportion of all employees（%） 

Proportion among managers (%)

Native

99.38%

100%

Foreigner

0.62%

0%

Female Diversity Indicator

Indicator

percentage（%） 

2030 goals (%)

Females account for total employees (%)

27.33

-

Women account for all managers (%)

46.43

-

Females account for lower-level supervisors (%)

47.37

-

Women account for senior executives (CEO ≤ two ranks) (%)

50.00

-

Women account for units that can generate revenue (%)

25.40

-

Women in STEM (Science, Technology, Engineering, Mathematics) related positions (%)

13.86

20

Other Diversification Indicators​

CategoryProportion of full-time employee equivalents (FTEs) (%)
People with disability1.86
All employeesGroup by age: <30 years old13.0
Group by age: 30-40 years old26.7
Group by age: 40 to 50 years old46.0
Group by age: >50 years old14.3
Total100
In line with the needs of corporate sustainable development, our company is actively setting up a management team in Taiwan. The head office is located in Annan District, Tainan City. The head office will have a total of 95 employees in 2024, 80.00% of whom are Tainan City residents, and 26.31% of them live in Annan District, where the company is located. This creates local employment opportunities and cultivates talents in the company's location, creating an atmosphere where the community and the company can coexist and prosper.

Pay equity

The company has set up a remuneration committee to provide employees with competitive remuneration and a transparent and equal remuneration policy to reward the company's operational performance to employees.
For the same rank of junior specialist, the treatment of the hired personnel is the same, and for the personnel with relevant majors and work experience, the treatment will be assessed according to the academic experience, expertise and licenses of the admitted personnel, and there will be no difference according to gender or ethnicity. The main reason for the salary gap between men and women in the company is that there are more men in STEM positions, and they are mainly distributed in Taipei and Hsinchu, and the salary in the north is higher than that in the south, resulting in the difference in the average and median salaries of men and women.

Pay equity indicators

Gap （%） 

The gap between the average salary of men and women

21

The gap between the median salaries of men and women

26