To ensure the protection of the human rights of employees and all stakeholders, NDB recognizes and adheres to internationally recognized human rights conventions, including the Universal Declaration of Human Rights, the United Nations Global Compact, the United Nations Guiding Principles on Business and Human Rights, and the human rights frameworks and principles of the International Labour Organization conventions. The company firmly opposes any actions that disregard or violate human rights and, based on the guiding principles of the aforementioned documents, has established a human rights policy to implement and safeguard human rights.
Human Rights Policy and Specific Practices
NDB evaluates various human rights policies through regular monitoring of major social issues, data tracking, and surveys. The company also proposes specific practices and mitigation measures.
Human Rights Policy
Assessment Aspects
Specific Practices and Mitigation Measures
Prohibition of Child Labor and Forced Labor
- Prohibition of child labor
- Verify identity and age upon onboarding; applicants who do not meet legal requirements will not be hired
- Establish normal working hours and overtime systems in accordance with the law, ensuring no forced labor
- Prohibit the use of child labor and forced labor
- Do not force or coerce any individual into performing labor against their will. Regulations regarding employees' daily and weekly normal working hours, overtime, rest days, special leave, other types of leave, and extended working hours all comply with legal requirements
- Submit relevant identification documents upon onboarding. Applicants who do not meet the minimum legal age for employment will not be hired
Elimination of Discrimination, Respect for Diversity, and Assurance of Equality
- Providing employee suggestion channels
- Use employee performance and professional skills as evaluation criteria
- Ensure diversity and equality in talent recruitment, employment, and rewards
- Develop corporate policies and strategies for Diversity and Inclusion (D&I), actively creating a diverse, equal, and friendly corporate culture and work environment to enhance corporate image and reputation
- Provide equal employment opportunities and treatment without discrimination based on race, color, gender, religion, political affiliation, nationality, or social origin
- Safeguard various labor rights, including minimum wage, working hours (including overtime), insurance, leave, pension systems, termination notice periods, freedom of association, and collective bargaining rights
- Conduct annual employee performance evaluations and link the results to salary adjustments, promotions, rewards, and transfers
- Implement the Act of Gender Equality in Employment and ensure employees' rights to parental leave
- Hold quarterly labor-management meetings to facilitate two-way communication and negotiation on topics such as promoting labor-management cooperation, coordinating labor relations, improving working conditions, and planning employee benefits
Prohibition of Illegal Infringement and Promotion of a Zero-Harassment Environment
- Grievance investigation system and handling procedures
- Establish a dedicated hotline and email address for handling grievances publicly disclose relevant information in the workplace
- The company has zero tolerance for workplace bullying by management or supervisors and strictly prohibits any acts of workplace violence against employees by colleagues
- Harassment is strictly prohibited, and the company is committed to creating a safe, equal, and harassment-free work environment free from discrimination
- The company has established mechanisms such as procedures for filing, investigating, and disciplining cases of sexual harassment, preventive plans for unlawful harm encountered during the performance of duties, and guidelines for reporting and handling illegal, unethical, or dishonest behavior
- Employees can voice their concerns through a dedicated mailbox or labor-management meetings, or directly appeal to senior management to uphold labor rights and human dignity
Implementation of Workplace Health and Safety
- Employee occupational safety and health
- Physical Workplace Safety
- Health Management and Medical Consultation
- Diverse Clubs and Employee Activities
- Childcare Subsidies for Employees' Children
- Flexible Work Schedule System
- Appoint occupational safety and health management personnel responsible for supervising, implementing, and promoting occupational safety and health management plans
- Arrange occupational safety and health education and training for employees
- Conduct regular inspections of all tools and equipment used in the workplace, ensuring that unsafe or uncertified equipment is not utilized
- Assign dedicated personnel such as fire safety managers and first-aid staff to strengthen safety measures within the workplace
- Organize fire safety training, establish and group self-defense firefighting teams, and plan community safety evacuation routes every six months
- Conduct and report annual inspections of firefighting equipment
- Arrange regular health checkups for employees each year and employ medical personnel to provide on-site health-related services. Additionally, organize regular health seminars to ensure employees' well-being
- Promote employee interaction and team spirit through various club activities (e.g., bowling club, badminton club, triathlon club, cycling club, and aerobics club) and occasional family days or domestic and international employee trips
- Provide flexible work schedules to help employees balance work, family life, or further education needs
- Create a breastfeeding-friendly environment and offer childcare subsidies each year for employees with children under the age of 12
Protection of Personal Information and Privacy
- Regular review of stored personal data servers
- Strengthen access control for personnel entering and exiting the server room
- Establish an Information Security Task Force to develop an information security risk management framework
- Conduct regular cybersecurity audits and enhance software and hardware equipment
- Establish a dedicated information security unit with an appointed information security officer and specialized personnel responsible for promoting information security policies, planning information security systems, and monitoring and executing information security management operations
- Regularly update antivirus software and enhance hardware firewalls to block viruses effectively
- Conduct regular data backups and restoration tests, as well as periodic disaster recovery simulations
- Properly manage user accounts and permissions, and regularly audit system permission settings to prevent the leakage of confidential information
- Ensure that the company's IT department regularly inspects personal data storage servers for potential attacks or data breaches involving employee and customer information
- Strengthen access control for the server room to prevent the leakage of critical personal data
- Implement employee training programs to enhance their awareness and capabilities in information security and personal data protection
Human Rights Education and Training
Total training hours in 2023 (including human rights education and training): 1,595.38 hours, with an average of 10.71 hours per person.Total training hours in 2022 (including human rights education and training): 576.5 hours, with an average of 3.87 hours per person.The following includes human rights protection-related training. For details on the promotion of various training programs, please refer to the company’ s .
Sustainability Report.
- Occupational Safety and Health Education and Training
Employees are required to undergo occupational safety and health education and disaster prevention training. In accordance with the Occupational Safety and Health Education and Training Regulations, the company conducts necessary on-the-job training and regular refresher courses.
- Disaster Drill Education and Training
Regular accident education and training sessions are conducted. Through accident investigation and analysis methods, employees are made aware of root causes to reduce the occurrence of incidents, thereby strengthening the health and safety of all employees.
- Information Security Education and Training
The company enhances employees’ information security education and training to improve overall information security awareness. The PDCA continuous improvement cycle is used to strengthen various information security systems.
- Compliance Education and Training
Operating in compliance with regulations is the most fundamental responsibility of a company and a key to sustainable operations. The company organizes various compliance education and training sessions on an irregular basis each year to ensure that employees are informed of and understand the latest regulations, thereby strengthening their awareness of compliance and ethics.
“For the company’s workplace diversity or gender equality promotion policies and implementation, please refer to the Sustainability Report.”
To ensure the protection of the human rights of employees and all stakeholders, NDB recognizes and adheres to internationally recognized human rights conventions, including the Universal Declaration of Human Rights, the United Nations Global Compact, the United Nations Guiding Principles on Business and Human Rights, and the human rights frameworks and principles of the International Labour Organization conventions. The company firmly opposes any actions that disregard or violate human rights and, based on the guiding principles of the aforementioned documents, has established a human rights policy to implement and safeguard human rights.
Human Rights Policy and Specific Practices
NDB evaluates various human rights policies through regular monitoring of major social issues, data tracking, and surveys. The company also proposes specific practices and mitigation measures.
Human Rights Policy
Prohibition of Child Labor and Forced Labor
Assessment Aspects
- Prohibition of child labor
- Verify identity and age upon onboarding; applicants who do not meet legal requirements will not be hired
- Establish normal working hours and overtime systems in accordance with the law, ensuring no forced labor
Specific Practices and Mitigation Measures
- Prohibit the use of child labor and forced labor.
- Do not force or coerce any individual into performing labor against their will. Regulations regarding employees' daily and weekly normal working hours, overtime, rest days, special leave, other types of leave, and extended working hours all comply with legal requirements.
- Submit relevant identification documents upon onboarding. Applicants who do not meet the minimum legal age for employment will not be hired.
Human Rights Policy
Elimination of Discrimination, Respect for Diversity, and Assurance of Equality
Assessment Aspects
- Providing employee suggestion channels
- Use employee performance and professional skills as evaluation criteria
- Ensure diversity and equality in talent recruitment, employment, and rewards
Specific Practices and Mitigation Measures
- Develop corporate policies and strategies for Diversity and Inclusion (D&I), actively creating a diverse, equal, and friendly corporate culture and work environment to enhance corporate image and reputation.
- Provide equal employment opportunities and treatment without discrimination based on race, color, gender, religion, political affiliation, nationality, or social origin.
- Safeguard various labor rights, including minimum wage, working hours (including overtime), insurance, leave, pension systems, termination notice periods, freedom of association, and collective bargaining rights.
- Conduct annual employee performance evaluations and link the results to salary adjustments, promotions, rewards, and transfers.
- Implement the Act of Gender Equality in Employment and ensure employees' rights to parental leave.
- Hold quarterly labor-management meetings to facilitate two-way communication and negotiation on topics such as promoting labor-management cooperation, coordinating labor relations, improving working conditions, and planning employee benefits.
Human Rights Policy
Prohibition of Illegal Infringement and Promotion of a Zero-Harassment Environment
Assessment Aspects
- Grievance investigation system and handling procedures
- Establish a dedicated hotline and email address for handling grievances publicly disclose relevant information in the workplace
Specific Practices and Mitigation Measures
- The company has zero tolerance for workplace bullying by management or supervisors and strictly prohibits any acts of workplace violence against employees by colleagues, suppliers, clients, or strangers.
- Harassment is strictly prohibited, and the company is committed to creating a safe, equal, and harassment-free work environment free from discrimination.
- The company has established mechanisms such as procedures for filing, investigating, and disciplining cases of sexual harassment, preventive plans for unlawful harm encountered during the performance of duties, and guidelines for reporting and handling illegal, unethical, or dishonest behavior.
- Employees can voice their concerns through a dedicated mailbox or labor-management meetings, or directly appeal to senior management to uphold labor rights and human dignity.
Human Rights Policy
Implementation of Workplace Health and Safety
Assessment Aspects
- Employee occupational safety and health
- Physical Workplace Safety
- Health Management and Medical Consultation
- Diverse Clubs and Employee Activities
- Childcare Subsidies for Employees' Children
- Flexible Work Schedule System
Specific Practices and Mitigation Measures
- Appoint occupational safety and health management personnel responsible for supervising, implementing, and promoting occupational safety and health management plans.
- Arrange occupational safety and health education and training for employees.
- Conduct regular inspections of all tools and equipment used in the workplace, ensuring that unsafe or uncertified equipment is not utilized.
- Assign dedicated personnel such as fire safety managers and first-aid staff to strengthen safety measures within the workplace.
- Organize fire safety training, establish and group self-defense firefighting teams, and plan community safety evacuation routes every six months.
- Conduct and report annual inspections of firefighting equipment.
- Arrange regular health checkups for employees each year and employ medical personnel to provide on-site health-related services. Additionally, organize regular health seminars to ensure employees' well-being.
- Promote employee interaction and team spirit through various club activities (e.g., bowling club, badminton club, triathlon club, cycling club, and aerobics club) and occasional family days or domestic and international employee trips.
- Provide flexible work schedules to help employees balance work, family life, or further education needs.
- Create a breastfeeding-friendly environment and offer childcare subsidies each year for employees with children under the age of 12.
Human Rights Policy
Protection of Personal Information and Privacy
Assessment Aspects
- Regular review of stored personal data servers
- Strengthen access control for personnel entering and exiting the server room
- Establish an Information Security Task Force to develop an information security risk management framework
- Conduct regular cybersecurity audits and enhance software and hardware equipment
Specific Practices and Mitigation Measures
- Establish a dedicated information security unit with an appointed information security officer and specialized personnel responsible for promoting information security policies, planning information security systems, and monitoring and executing information security management operations.
- Regularly update antivirus software and enhance hardware firewalls to block viruses effectively.
- Conduct regular data backups and restoration tests, as well as periodic disaster recovery simulations.
- Properly manage user accounts and permissions, and regularly audit system permission settings to prevent the leakage of confidential information.
- Ensure that the company's IT department regularly inspects personal data storage servers for potential attacks or data breaches involving employee and customer information.
- Strengthen access control for the server room to prevent the leakage of critical personal data.
- Implement employee training programs to enhance their awareness and capabilities in information security and personal data protection.
Human Rights Education and Training
Total training hours in 2023 (including human rights education and training): 1,595.38 hours, with an average of 10.71 hours per person.Total training hours in 2022 (including human rights education and training): 576.5 hours, with an average of 3.87 hours per person.The following includes human rights protection-related training. For details on the promotion of various training programs, please refer to the company’ s.
Sustainability Report。
- Occupational Safety and Health Education and Training
Employees are required to undergo occupational safety and health education and disaster prevention training. In accordance with the Occupational Safety and Health Education and Training Regulations, the company conducts necessary on-the-job training and regular refresher courses.
- Disaster Drill Education and Training
Regular accident education and training sessions are conducted. Through accident investigation and analysis methods, employees are made aware of root causes to reduce the occurrence of incidents, thereby strengthening the health and safety of all employees.
- Information Security Education and Training
The company enhances employees’ information security education and training to improve overall information security awareness. The PDCA continuous improvement cycle is used to strengthen various information security systems.
- Compliance Education and Training
Operating in compliance with regulations is the most fundamental responsibility of a company and a key to sustainable operations. The company organizes various compliance education and training sessions on an irregular basis each year to ensure that employees are informed of and understand the latest regulations, thereby strengthening their awareness of compliance and ethics.
“For the company’s workplace diversity or gender equality promotion policies and implementation, please refer to the Sustainability Report.”