Human Rights

Human Rights Frame

Under the Corporate Governance and Sustainability Committee, CSC has established an Employee Care and Social Engagement Execution Team. Its purpose is to ensure the execution and implementation of relevant human rights management policies. In accordance with the spirit of continuous improvement in management systems, the execution team regularly reports its performance to the Corporate Governance and Sustainability Committee and the Board of Directors.

International Human Rights Conventions

Human Rights Policies Echoing International Trends

International Human Rights Conventions

CSC adheres to the regulations of the respective locations of its global operations, supports and complies with the principles and values set forth in international human rights conventions such as the UN Universal Declaration of Human Rights, the United Nations Global Compact(UNGC), and the ILO Declaration on Fundamental Principles and Rights at Work. CSC’s human rights policy applies to all levels of our organization, and we require investee companies, suppliers, contractors, and business partners (such as customers) to follow values and basic principles of this policy, working together to continuously enhance and improve the management of human rights-related issues.

Human Rights Policies and Due Diligence

CSC announced its human rights policies on its website in 2018; they are applicable to all units at all levels. In 2023, the principles of relevant issues of emphasis were further reaffirmed and signed by the President, reflecting the importance of CSC's emphasis on human rights issues. The management of human rights issues will be continuously enhanced and improved. Topics of particular emphasis are listed as follows:

Human Rights Policy of CSC

  • Non-Discrimination
    Committed to eliminating all forms of discrimination, including race, gender, religion, age, sexual orientation, etc.
  • Prohibition on Human Trafficking and Child Labor
    Compliance with government regulations prohibits the human trafficking and the employment of workers under the age of 16.
  • Prohibition on Forced Labor
    Respect for the free will of all colleagues, including employment and resignation. No use of violence, coercion, fraud, or any other illegitimate means to force labor.
  • Freedom of Association and the right to collective bargaining
    Respecting and supporting the right of employees to freedom of association to protect their own labor rights and signing collective agreements with Labor Union of China Steel Corporation to ensure coherent channels for employee expression of opinions. This is aimed at safeguarding and enhancing the rights of employees and striving to promote harmonious labor relations.
  • Promotion of Employees’ Physical and Mental well-being and Life Balance
    CSC ensures that working hours shall comply with government labor regulations to ensure that employees can balance their personal health, family, and work responsibilities.
  • Safe and healthy working environment for employees
    Establishing work-safety culture and taking appropriate measures to prevent hazards upon discovering related risks.

人權盡職調查流程圖

CSC's human rights due diligence is an on-going process that is carried out on a yearly or regular basis. By means of the human rights due diligence survey, we guarantee that there are no human rights infringements within the company or with respect to affected groups. The findings of the 2024 human rights due diligence investigation are presented in the table below, preventive and mitigating actions based on the investigation results were proposed to minimize the occurrences of human rights risks.

Human Rights Issues Groups at risk of human rights issues Preventive and mitigation plans Investigation results in 2024 and remediation actions Number of sites with mitigation plans in 2024
Elimination of discrimination to ensure equal job opportunities Employees Interview training has been provided to interviewers, and the prohibition of discrimination and the relevant laws and regulations of the Employment Service Act have been emphasized.
  • There were no internal or external complaints or government sanctions in 2024.
  • In the event of internal or external complaints or government penalties, the following management measures will be implemented:
    1. Investigation: Initiate internal investigation procedures to examine the background, scope, and specific details of the incident. Determine whether unlawful discrimination is involved and clarify accountability.
    2. Support and Assistance: If needed, provide psychological counseling and necessary support to the affected individuals to help restore their mental and physical well-being as well as their confidence in the workplace.
    3. Awareness and Education: Strengthen anti-discrimination training and education efforts to foster and maintain a culture of equality in the workplace.
 7 site
Prohibition of child labor Identification information of applicants is checked during the registration stage and will be rechecked during the interview, and when they report for duty.
  • There were no internal or external complaints or government sanctions in 2024.
  • In the event of internal or external complaints or government penalties, the following management measures will be implemented:
    1. Termination of Improper Employment Practices: Immediately terminate the labor contract of the involved employee in accordance with the law to prevent further occurrence of such conduct.
    2. Accountability: Investigate the source of child labor and the responsible unit, and take disciplinary action against internal personnel found to be negligent in management.
    3. Pre-employment Verification: Strengthen the verification of age documentation before onboarding new hires.
Prohibition of forced labor
  • In accordance with government regulations, working hours are systematically controlled.
  • Employees are encouraged to take advantage of off-peak working hours to go on a vacation to relax physically and mentally.
  • There were no internal or external complaints or government sanctions in 2024.
  • In the event of internal or external complaints or government penalties, the company will reiterate relevant labor regulations internally to ensure that employees are aware of their rights and supervisors understand legal requirements.
Freedom of association and the right to collective bargaining
  • The CSC Labor Union encompasses 100% of full-time eligible employees.
  • A labor-management meeting is held every month, and employees can access the progress of proposals about labor-management meetings online.
 In the event of internal or external complaints or government penalties, the company will suspend any interventions that may affect employees' freedom of association and collective bargaining. Discussions will be held with the CSC Labor Union to ensure that collective bargaining between employees and management can proceed on the basis of equality and mutual respect.
Provide a safe and healthy work environment Implement routine inspections, training, health management, and risk assessments, along with establishing reporting mechanisms and emergency drills to reduce occupational hazards and health risks, ensuring employees’ safety and well-being.
  • CSC received 1 government penalty during 2024 for improper disposal of high-heat compounds in the workplace, specifically within the Blast Furnace No. 2 cast house slag granulation system. To prevent burns and other hazards from scattered particles and spills of high-heat compounds, appropriate preventative measures must be implemented.
  • Regarding the penalty issued in 2024, the Ironmaking Department proposed the following improvement plans in response to the penalty:
    1. Fully opening the relief cover on the top of chimney.
    2. Addition of an isolation plate on slag runner.
    3. Establishing control areas.
    4. Installation of portable axial flow fans in maintenance area of slag runner.
    5. When personnel enter the slag runner range for work, the granulation system should be shut down.
Violation of labor conditions Third-party Employees CSC verifies the labor conditions every July to confirm through document review that the minimum basic salary and payment in lieu of annual leave, labor insurance, health insurance, and overtime hours given by contractor employers are in compliance with the Labor Standards Act and the regulations put forth by CSC.
  • There were no internal or external complaints or government sanctions in 2024.
  • In the event of any violations, the following management measures will be implemented: points will be deducted from routine performance evaluations, penalties will be issued in accordance with contract provisions, and the contractor will be required to propose corrective actions to prevent recurrence. CSC will also monitor the contractor’s improvement progress, requiring completion within a specified timeframe and conducting re-inspections to verify compliance. If a contractor fails to make improvements after multiple inspections, CSC will evaluate the termination of the contractual relationship and engage alternative contractors who demonstrate better compliance with labor regulations.
 16 on-site contractors
Air pollution control Local Communities The CSC Environmental Monitoring Center oversees six air quality monitoring stations and has two digital boards that display real-time air quality data for the public. For stationary emission sources, 32 continuous emission monitoring systems (CEMS) serve to monitor traditional pollutants emission intensity and quantity. If a complaint is raised by a neighboring community, the company will promptly report the pollution incident to the local environmental protection authorities, government, and relevant regulatory agencies to ensure compliant handling. 1 site
  1. Note：discrimination refers to races, class, languages, thoughts, religions, political party orientations, places of origin, places of birth, genders, sexual orientations, ages, marriages, appearances, facial features, physical or mental disabilities, zodiac signs, blood types, or past labor union memberships.
Human Rights Assessment

CSC has proactively conducted an assessment of potential human rights issues.

Category Assessment Ratio Risk Identification Ratio Mitigation actions Ratio
Own operations (as a % of FTEs) 100% 100% 100%
Contractors and Tier I suppliers 100% 100% 100%

Since CSC regards employees as an important asset, it provides them with a friendly work environment, implements human rights protection, strictly abides by domestic and foreign labor and human rights criteria, and treats all employees fairly and with respect. In addition to having established working conditions and regulations in accordance with government labor laws and regulations as well as having provided equal employment opportunities to all job seekers in accordance with the Employment Service Act, CSC has also established other relevant regulations, such as the establishment of a "Reward and Punishment Review Committee" to review major rewards and punishments of the employees. Furthermore, CSC instituted the "Regulations for Prevention Measures, Complaints, Correction and Punishment of Sexual Harassment at the Workplace and in General" and made amendments to these regulations on September 17, 2021 in accordance with the Regulations for Prevention Measures, Complaints, Correction and Punishment of Sexual Harassment promulgated by the Social Affairs Bureau of Kaohsiung City Government. The amendments made by CSC comprised the introduction of an investigation team and an external expert mechanism aimed at upholding fairness and justice. On top of that, sexual harassment prevention announcements have been carried out via electronic documents sent to all employees. Each department at CSC has also been required to put up written statements and stickers in appropriate places at the department regarding the prohibition and prevention of sexual harassment so as to prohibit any sexual harassment incidents.

With a view to safeguarding the rights of employees, CSC has set up grievance channels where employees can voice their complaints or if those complaints aren't reasonably taken care of through the administrative channels when their rights are violated or mismanaged.

In addition, meetings for communication are held in each department every two to three months, and labor union representatives are invited to attend the meetings. The matters discussed at the meetings will be followed up. Training on human rights is conducted for all new recruits during the new employee training, and all senior employees have also been trained as well. As for employees opinion express channel, please refer to https://www.csc.com.tw/csc_e/esg/soc/soc1_lr.html

2024 Hours of related training Communication and meetings for dissemination
Hours 6,035 10,486
Person-times 1,491 --