RBA

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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

To ensure the protection of employees and stakeholders’ human rights, the Company acknowledges and adheres to the spirit of international human rights covenants and guidelines, including but not limited to the International Covenant on Civil and Political Rights (ICCPR), the International Covenant on Economic, Social and Cultural Rights (ICESCR), the Convention on the Elimination of All Forms of Discrimination Against Women (CEDAW), the Convention on the Rights of the Child (CRC), and the Convention on the Rights of Persons with Disabilities (CRPD). Simultaneously, the Company has established its “Human Rights Policy” by referencing the Universal Declaration of Human Rights, the UN Global Compact, the UN Guiding Principles on Business and Human Rights (UNGPs), the relevant conventions of the International Labour Organization (ILO), and the Responsible Business Alliance (RBA) Code of Conduct.

 

The Policy applies to all personnel of the Company. It sets the same expectations and requirements for the Company’s subsidiaries, investee companies, partners, and suppliers to align with the spirit and fundamental principles of the Policy. The Administration Department of the Company is the dedicated unit for the Human Rights Policy, responsible for coordinating human rights risk management, planning execution strategies, and supervising implementation. The department should regularly review the effectiveness of the implementation of the Policy and report the promotion results to the President to ensure smooth complaint channels and the effective operation of human rights protection mechanisms.

 

EDT’s “Human Rights Policy” are as follows:

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Eliminate discrimination, respect diversity, safeguard labor rights and equality, and promote a harassment-free environment

The Company is committed to establishing a diverse, equal, and friendly corporate culture and work environment, protecting various labor rights, including the minimum wage, working time (including overtime), insurance, leave, pension systems, notice period for layoff, freedom of association, and collective bargaining rights. It also provides equal work opportunities and treatment, without differences based on race, color, gender, religion, political affiliation, nationality, or social origin. In addition, the Company maintains a “Zero Tolerance” policy toward workplace bullying and violence, and strictly prohibits all types of harassment. Efforts are made to create a safe, equal, and discrimination-free work environment.

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Prohibit the employment of child labor and forced labor, ensure reasonable working hours

The Company prohibits the employment of child labor under the age of 15, prohibits forced labor and any improper discrimination in employment. Working hours should not exceed the maximum limit stipulated by the local laws at the business locations, and suppliers are also required to follow international standards and employment-related laws of their business locations.

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Protect the freedom of expression and participation

Respect the freedom of expression and participation of all personnel, with a commitment not to interfere with or restrict the lawful exercise of their rights, and based on privacy protection, provide diverse, open, and two-way communication channels for both internal and external stakeholders.

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Implement workplace health and safety

The Company emphasizes workplace health and safety. It implements occupational safety management in accordance with occupational health and safety regulations, and strengthen employees’ safety protection measures in the workplace to protect employees’ personal safety and prevent occupational accidents. Moreover, the Company continues to promote labor health protection programs to enhance employees’ awareness of health care, allowing them to work confidently in a healthy and safe environment.

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Protection of personal information privacy

The Company continues to establish and improve its cyber security management system and measures, strictly complying with relevant personal data protection regulations. Through educational trainings, it enhances employees’ awareness of cyber security and personal data protection, ensuring that all stakeholders’ privacy is appropriately protected.

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 796 new and on-the-job colleagues of Kaohsiung and Dongguan factories in 2025, with 1,592 training hours; A total of 58 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 2025.

 

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.