Human Rights

Management Approach


ChipMOS is dedicated to protecting all employees, maintaining their human rights, and  extending our impacts to suppliers to protect the rights and interests of all members of our supply chain. We guide suppliers of ChipMOS to jointly follow the Responsible Business Alliance (RBA) Code of Conduct through comprehensive supply chain management mechanism, so as to respect workers, undertake ethical management, be environmentally-friendly, and to provide a safe and worry-free workplace environment.


Measures to Protect Human Rights


Training related to human rights

For all employees to clearly understand their own rights and interests as well as ChipMOS's sustainability policy and practices, all ChipMOS employees are required to receive human rights training during newcomer orientation. The total hours of human rights training such as RBA given to new and current employees in 2020 reached 3,028.3 hours, or 60.82% of all employees.


Complete Human Rights Risk Assessment for All Fabs

We have been conducting annual RBA Self-Assessment Questionnaire (SAQ) since 2016. Through active self-assessment, we can substantially improve measures related to human rights and build an equal and fair workplace environment. The assessment results are rated on a scale of 0 to 100 and divided into three ranges of risk, and higher scores are associated with lower risk according to RBA 6.0 SAQ. The scales are as follow: (1) 85 points or above = low-risk; (2) ≥65 points ≤ 85 points = moderate risk; (3) ≤ 65 points = high risk. The assessment results showed that all operating sites, including Hsinchu fab, Zhubei fab, Zhubei fab. 2, Hukou fab, and Tainan fab, have scored 85 points or above and have low risk.


Diversification and Inclusion


ChipMOS persists in merit-based recruitment and our management team is also comprised of local workers. In terms of general employees, local residents account for 78.21% while foreign workers, who are predominantly Filipino, account for 21.79%. Proper care and attention has been paid to the Filipino workers, and the rate of continued employment for foreign workers from 2018 to 2020 have reached 80% or above. 


Diverse Communications and Appeal Systems


ChipMOS provides diverse and open channels of communication that facilitate interactions and employees' opinions. Such channels include employee email/physical mailbox; EAP hotline; employee interviews and regular labor relations meetings. Additionally, comprehensive internal and external grievance mechanisms have been set up, including employee mailbox, Chairman's mailbox, Audit Committee mailbox, and Information Security Committee mailbox. Such channels ensure the rights and interests of employees, customers, and contractors, and help to effectively communicate and solve problems.


No major labor dispute has occurred in 2020. A total of 33 employee opinions and feedback have been received in 2020, including employee grievances, meeting communications, and suggestions for new employees interviews. All feedbacks have been immediately responded to and handled, showing 100% case reception and closure rate. Of the 9 employee grievances received, none of the cases were special incidents, and none of the case handling was delayed or accumulated from past periods. In case of any grievances concerning sexual harassment, the relevant handling committee will investigate, review, and complete the case in line with applicable laws and regulations. The nurse's station will also share articles related to gender issues and conduct hazard identification and risk assessment for lawful infringement arising in the workplace pursuant to provisions from Article 6 of the Occupational Safety and Health Act, to educate employees on gender discrimination prevention.


Note 1: An incident will be evaluated and judged whether it is a special incident, such as an incident that violates national laws, the Company's regulations, or a matter that may affect Company operations,based on its actual occurrence.


Diverse Communication Channels