ESG

Articles

Employee-Employer Relations

Employee-Employer Relations

•Catcher employs, promotes, and compensates employees based on fairness, including job category, education, professional skills, years of experience, and individual performance. Catcher employs an equal pay policy for equal work, regardless of race, class, language, ideology, religion, political affiliation, place of origin, birthplace, gender, sexual orientation, age, marital status, appearance, facial features, disability, zodiac sign, blood type, previous union membership, skin color, pregnancy, or membership in a community organization. This ensures that employees are not subject to discrimination, harassment, or unequal treatment, fostering a diverse and thriving workplace.
•Catcher has established a human rights policy, conducts regular human rights due diligence, and promotes mitigation measures and continuous improvement processes to reduce the possibility of human rights risks and fulfill its responsibility to safeguard human rights.No human rights violations were reported in 2024.

Social

Protecting Employee Rights

          Catcher values human rights and will do its best to prevent infringement of human rights; therefore, The Company strictly adheres to the code of conduct of RBA, and requires all employees to sign the Employment Agreement. Catcher has also developed relevant management procedures such as Work Rules, Social Responsibility Management Procedures, Employee Opinion Grievance and Recommendation Operating Guidelines, Operating Guidelines for (Sexual) Harassment, Discrimination, and Torture Prevention, Grievance, and Punishment, Child Labor and Adolescent Protection Operating Guidelines, and Employee Club Establishment and Subsidy Management Regulations. These procedures serve to protect employees against infringement of the basic labor and human rights and work interests and to establish an excellent workplace environment. Under the regulations of the aforementioned policies, there were no infringement of local human rights in Taiwan in this year, nor were there reports of grievances pertaining to human rights.

Human Rights Due Diligence process

test

         Catcher conducts regular Human Rights Due Diligence, which involves processes such as issue identification, risk assessment, implementation of mitigation measures, and continuous improvement. These efforts aim to minimize the likelihood of human rights risks and fulfill the responsibility of safeguarding human rights. In this year, the potential human rights issues that must be given importance were: forced labor, reasonable working hours, freedom of association, and human dignity treatment and Non-discrimination.

Measures to promote human rights policies

  • Prohibition of Compulsory Labor

        Pursuant to the law, Catcher signs Employment Agreements with its employees, which states that employees are protected from the use of forced, bonded or debt bondage, indentured labor or involuntary prison labor, slavery or trafficking of persons, and that all work is voluntarily completed and employees are free to leave work at any time or terminate their employment. Catcher also communicates the prohibition of compulsory labor to its partnering workforce agencies to make sure that they comply with the requirements of Catcher and local regulations.

  • Reasonable Working Hours and Remuneration

         Concerning working hours, Catcher adheres to the Labor Standard Act and customer requirements, using work hour control system and meetings to implement control over the reasoning amount of time employees spend on working. Catcher has also established competitive remuneration and welfare policies, which are superior to statutory and industry standards. It does not use salary deduction as a form of punishment.

  • Freedom of Association

       In conformance with local laws and regulations, Catcher respects the right of employees to form and join trade unions of their own choosing, to bargain collectively, and to engage in peaceful assembly as well as respect the right of employees to refrain from such activities, in order to avoid potential violations or severely endangering employees right to freedom of association and collective bargaining. Catcher has no union organization, but with the negotiation mechanism of labor-management meetings, employees are able to communicate concerns with management regarding working conditions and management practices without fear of discrimination, reprisal, intimidation or harassment.

  • Prohibition of Inhumane Treatment, Discrimination and Non-discrimination

      Catcher has established an employee grievance mechanism and ensures that complainants are fully protected against retaliation. The Company is committed to fostering a workplace free from prejudice, discrimination, and harassment, as well as inhumane treatment of any kind, including violence, abuse, sexual harassment, corporal punishment, mental or physical coercion, or verbal abuse. Catcher strictly complies with the conventions of the International Labour Organization (ILO) prohibiting discrimination on the basis of race, social status, language, religion, political affiliation, ethnicity, country of birth, national origin, gender, sexual orientation, color, age, marital status, appearance, disability, nationality, gender identity, or previous union membership in all hiring and employment practices. Furthermore, employees and job applicants are not subject to medical tests or physical examinations that could be used in a discriminatory manner. In 2025, there were no reported incidents of discrimination, reflecting the Company’s commitment to equal opportunity and respect for human rights in the workplacer.


Human rights policies and promotion status

OTHER ARTICLES

Human Resource Management

Training & Development Plan