I-Chiun Precision Industrial Co., Ltd. is committed to upholding internationally recognized human rights standards based on the International Labour Organization's "Declaration on Fundamental Principles and Rights at Work," the "Universal Declaration of Human Rights," the "Ten Principles of the United Nations Global Compact," the "United Nations Guiding Principles on Business and Human Rights," and other international standards. The company also strictly complies with local labor laws to protect and safeguard fundamental human rights and to establish a safe, fair, and inclusive workplace environment.

This policy applies to all company employees and encourages all suppliers, outsourcing vendors, and business partners to refer to the principles of this policy.

• Employees should freely choose their work. The company does not permit any form of forced, slave, or debtor labor, including withholding identification documents, restricting freedom of movement, or charging work arrangement fees.

• Employees have the right to freely organize unions or participate in union activities, and can also engage in collective bargaining through representatives. Our company respects this freedom and will not obstruct, discriminate against, or retaliate against it.

• The employment of children below the legal minimum working age is strictly prohibited. If a youth under the age of 18 is employed, special protective measures will be taken to safeguard their physical and mental health and right to education.

• Provide a safe and healthy working environment, regularly conduct occupational safety education and risk management, and prevent employees from being exposed to dangerous or improper stress while working.

• Our company prohibits any form of discrimination and harassment based on gender, age, race, religion, nationality, sexual orientation, gender identity, marital status, disability, and other factors. Mechanisms are in place to investigate and handle violations.

• Respect employees' personal data protection and privacy rights; information collection and use must be legal, reasonable, and with consent obtained.

• Labor rights education and training are held regularly every year to enhance the human rights awareness and legal compliance of supervisors and employees.

• Establish a diverse and anonymous employee grievance and whistleblower mechanism to protect whistleblowers from retaliation and to process and respond to them within a reasonable timeframe.

• Conduct labor human rights risk assessments on internal management processes to implement continuous improvement.