RBA

EDT / RBA

Responsible Business Alliance (RBA)

Responsible Business Alliance (RBA)

We paid high attention to business management, social responsibility, occupational safety and health, environment, labor human rights, corporate ethics, and so on for a long time. We committed to ensuring a safe working environment, employees are respected and dignified at work, promoting environmental protection, and complying with ethics, so we adopted the “Responsible Business Alliance Code of Conduct” to measure the performance of operations in the areas of labor, health and safety, environment and ethics.  

The “Responsible Business Alliance Code of Conduct” covers labor, health and safety, environment, and ethics, in accordance with those internationally recognized standards including: 

  • OECD Guidelines for Multinational Enterprises 
  • UN Guiding Principles on Business and Human Rights 
  • ILO Declaration on Fundamental Principles and Rights at Work 
  • ILO Fundamental Conventions 
  • UN Universal Declaration of Human Rights 

As a member of the international business community, EDT committed to promoting corporate social and environmental responsibility (SER), so we has established the “Code of Corporate Social and Environmental Responsibility” (hereinafter referred to as “SER Code of Conduct”) based on the “RBA Code of Conduct”, which includes labor, health and safety, environmental, ethics, prohibition of conflict minerals, anti-corruption practices, and anti-fraud, etc., followed by our management, employees and suppliers. In addition, our suppliers are required to sign the “EDT suppliers’ quality and delivery contract” as a code of conduct for the supplier to regulate their behavior and promises to abide by our “SER Code of Conduct” and the latest “RBA Code of Conduct” in the contract. We hope to further meet the requirements of internationally recognized standards and improve the sustainability management of the supply chain by requiring the operation activities of suppliers to comply with the laws and regulations of the local government.

 

The scope of application of the “SER Code of Conduct” extends to EDT’s Dongguan factory, and the content can be downloaded below:

Human-rights Policy

Human-rights Policy

EDT strictly observes all local laws and regulations in each global location and sets up our “Human-rights Policy” in reference to the recognized standards such as OECD Guidelines for Multinational Enterprises, UN Guiding Principles on Business and Human Rights, ILO Declaration on Fundamental Principles and Rights at Work, ILO Fundamental Conventions, UN Universal Declaration of Human Rights and the “Responsible Business Alliance Code of Conduct” to ensure that labor rights are protected. This policy applies to direct and indirect suppliers, as well as all workers including temporary, migrant, student, contract, direct employees, and any other type of worker. EDT’s labor standards are as follows:

Human-rights risk management

EDT operates its business in accordance with the “RBA Code of Conduct” and identifies potential human rights risks and issues at each operational site based on the RBA Code of Conduct requirements and EcoVadis sustainability ratings for global supply chains. We then devise human rights protection and damage mitigation plans or compensation measures based on local regulations and industry benchmarks. For suppliers, we conduct awareness campaigns, requests the signing of contracts related to human rights, and conducts on-site audits of key suppliers to reduce human rights risks.

 

In order to enhance the protection of human rights, we have implemented relevant education and training for 831 new and on-the-job colleagues of Kaohsiung and Dongguan factories in 2024, with 1,662 training hours; A total of 60 classes were held for the legal security part. In addition, we have conducted risk management education and training of the “RBA Code of Conduct” and announced the annual target of RBA policy, with a total of 21 persons and 42 training hours in 2024.

 

EDT complies with customer requirements and the RBA Code of Conduct’s standards and consolidates verification results and employee feedback to identify two high-risk dimensions, five high-risk human rights issues, and five potentially damaging items. We then develop measures to address these issues and proposes mitigation plans and compensation measures.

ItemHuman-rights riskHuman-rights violationMitigation scenariosCompensatory measures
DimensionHuman Rights Risk ItemHuman Rights Damage Item Mitigation PlansCompensation Measures
Labor
  • Working hours
  • Overtime
  • Forced and compulsory labor
  • Utilization of management system to avoid overtime.
  • Appropriate adjustment of workforce and recruitment of sufficient manpower to match capacity.
  • Establishment of a reporting channel to ensure human rights protection.
  • Calculation of overtime pay in accordance with local regulations and payment of applicable salaries to departing employees within the specified period.
Labor
  • Non-discrimination
  • Salary and benefits
  • Unfair treatment
  • Exploitation and slavery
  • Enhancing human rights awareness and training, establishing a discrimination and harassment complaint mechanism.
  • Conducting regular identification of the regulations and concurrently modifying relevant management procedures and measures.
  • Adjusting employee compensation and benefits reasonably by reference to industry standards.
  • Establishing a mechanism for handling discrimination and harassment to prevent recurring incidents or harm to the parties involved.
  • Providing employee bonuses to incentivize outstanding performance.
  • Initiating the “Employee Stock Ownership Trust” to enhance employee commitment to the company’s operational performance and improve welfare standards.
Health and Safety
  • Occupational safety and health
  • Emergency preparedness
  • Workplace and personal safety
  • Conducting regular environmental assessments to provide an operation environment that complies with human rights standards and health and safety.
  • Providing irregular training and contingency drills to cultivate employee awareness of occupational health and safety.
  • Evaluating and confirming potential emergencies and events and ensuring workplace and employee safety through emergency response plans and procedures.
  • Regular health consultations are provided by an on-site physician.
  • Conducting annual emergency response drills to increase employee proficiency.
  • Providing insurance compensation or medical assistance for employees injured during work.