Human Rights Management
Nan Pao values human rights issues and continuously adjusts work regulations to comply with domestic and international laws and regulations. The company has adjusted working hours, wages, and vacation rules according to the latest revised labor laws to ensure that every employee can work with peace of mind and enjoy protection and security in the workplace. Nan Pao is committed to creating a high-quality and friendly workplace.
To uphold the basic human rights of Nan Pao's employees and value chain partners (including customers, suppliers/contractors, agents, joint ventures, and local communities) and promote sustainable development in the environment, society, and economy, Nan Pao has formulated a Human Rights Policy. Nan Pao supports and respects the human rights principles of the United Nations, the International Labour Organization, and other international organizations. Nan Pao supports and respects human rights principles, including those of the United Nations, the International Labour Organization, and other international organizations. Nan Pao also complies with local laws and regulations to protect human rights and has implemented an Anti-discrimination and Anti-harassment Policy to create an equal and safe work environment for employees.
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Human Rights Management Policy |
Implementation Measures |
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Prohibition of Forced Labor |
• Comply with all labor-law requirements on regular/extended working hours and leave. • Set overtime alerts in the time-and-attendance system; dedicated staff review and control hours to prevent excessive overtime. |
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Safe and Healthy Workplace |
• Establish an Occupational Safety and Health (OSH) unit and committee; employ professional nursing staff. • Continuously upgrade safety facilities and personal protective equipment (PPE). |
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Wages and Protection |
• Pay in full compliance with wage laws; annually benchmark local living-wage levels and strive to align pay conditions (covering food, clothing, housing, transport, education). • Calculate and pay all overtime according to law in the same payroll cycle; control via the time-and-attendance system to ensure accurate payment. • Hold quarterly labor–management meetings to discuss working conditions and benefits. • In addition to statutory labor and national health insurance, provide group insurance and employer’s liability (accident) insurance. |
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Employee Welfare and Care |
• Hold regular recognition events and reward long-tenured employees. • Offer flexible working hours for commuting. • Provide partner-merchant employee discounts. • Offer birthday cash gifts. • Provide an Employee Stock Ownership Trust (ESOT) to support saving. • Subsidize tuition for further education to help employees acquire new skills, degrees, or certifications. |
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Well-being and Work–Life Balance |
• Provide paid annual leave in accordance with law; track usage via the time-and-attendance system and remind employees to take leave to avoid long accumulations. • Conduct regular health checks for all employees and targeted exams for high-risk groups. • Subsidize diverse employee clubs and encourage participation (e.g., oil painting, yoga, tai chi, camping, saxophone, badminton, softball, bowling, golf). • Offer health-promotion courses (e.g., meridian massage, aromatherapy, weight management, health talks). |
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Diversity, Equity and Inclusion |
• Regularly analyze gender pay gaps by department and grade to ensure equal pay for work of equal value; trigger review and adjustment if any unjustified gaps are found. • Hire people from disadvantaged groups above legal requirements. • Provide a Muslim prayer room. |
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Supplier Code of Conduct with Human-Rights Clauses & On-site Audits |
• In 2024, requested 55 ESG risk assessment questionnaires from key raw-material suppliers and conducted on-site visits to 2 suppliers. |
Human Rights Risks Management Procedures
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