Human Rights and Workers’ Rights
EGAT has established its "Human Rights Policy Declaration" in accordance with international human rights standards, including the International Bill of Human Rights (comprising the Universal Declaration of Human Rights (UDHR) and the two international covenants), the International Labour Organization's Declaration on Fundamental Principles and Rights at Work, and the United Nations Guiding Principles on Business and Human Rights (UNGPs). By integrating human rights principles into the Company's values and culture, the Company demonstrates its steadfast commitment to the protection of human rights. The policy explicitly stipulates respect for employees' human rights. In addition to adhering to the principles of prohibiting child labor and forced labor, we are also committed to promoting a diverse and inclusive workplace environment. Equal opportunities are provided to all employees in terms of employment, promotion, assessment, deployment, training, career development, and remuneration, regardless of gender, religion, race, or any other factors. The aim is to ensure that all employees can unleash their professional expertise without constraints, contributing to the Company’s growth and sustainable development. In addition, the Company establishes open and transparent channels of communication between labor and management. Regular assessments and performance reviews are conducted. To ensure that human rights-related risks are properly managed, we plan to implement human rights due diligence to comprehensively identify potential risks within our operations and establish robust mitigation and remediation measures to further strengthen business resilience.
Labor-Management Communication Channels
| Channels | Frequency | Response Method |
|---|---|---|
| Labor-Management Meeting | Quarterly | Disseminate information on the Company’s future development, operational strategies, significant updates, and measures to ensure that employees understand and provide feedback. Also, facilitating communication, coordination, and resolution of labor-management related issues and grievances. |
| Departmental Meeting | Monthly | Conducted monthly to disseminate Company operational strategies and major updates, allowing employees to provide feedback. |
| Employee Welfare Committee | Quarterly | Employee welfare planning, coordination, and utilization. |
| Occupational Safety and Health Committee | Monthly | Meets quarterly to review, coordinate, and suggest occupational health and safety-related matters. |
| Performance Evaluation and Interview | Twice a year | Through performance interviews, employees can reflect on their work issues so that the Company can clearly express work requirements and expectations and provide timely counseling and assistance. |
Respect for Diversity and Inclusion
In addition to providing equal protection regardless of gender, religion, or race, EGAT actively promotes inclusivity and respect through various systems, activities, and training programs. To uphold gender equality, EGAT has implemented a flexible working hours system, allowing employees with children under the age of three to request adjustments to their work schedules as needed; a total of two employees utilized this program in 2025.
In 2025, EGAT organized a Vietnamese Employees Care Day for Vietnamese employees, inviting foreign labor agency representatives and Vietnamese colleagues to participate together, aiming to enhance understanding of different cultures. Approximately 21 employees from the Guanyin Branch participated in this event. EGAT also hosts an annual Family Day event during scheduled aircraft maintenance downtime, providing employees' family members and friends with an opportunity to tour the facilities and learn more about the environment and daily responsibilities. The event fostered stronger family support, strengthened organizational engagement, and attracted a total of 807 employees and family members.
Family Day
Prevention and Handling of Sexual Harassment, Gender Discrimination, and Bullying
To prevent and address workplace harassment, gender discrimination, and bullying, EGAT has established regulations and procedures such as the “Directions for Prevention and Management of Unlawful Infringement in the Performance of Duties”. In 2025, new employees received training on gender equality and sexual harassment prevention, with a total of 162 participants. During the same year, no sexual harassment, discrimination, and bullying was reported.
Sexual Harassment and Gender Discrimination Complaints and Handling Procedures
| Responsible Unit | Human Resources Division | |
|---|---|---|
| Complaint Channel | Dayuan Maintenance Facility | Guanyin Manufacturing Branch |
| Complaint Hotline | 03-3519437 | 03-2826030 |
| Complaint Mailbox | ameliasung@egat.com.tw | susanlin@egat.com.tw |
- InvestigationIf necessary, a “Sexual Harassment Investigation Task Force” will be established within 7 days of the date of the complaint, and the investigation and deliberation will begin.
- Follow-up and notification resolutionFor sexual harassment cases, if the complainant is an employee of the Company and the complaint is found to be substantiated, the complainant will be subject to disciplinary measures or otherwise dealt with in accordance with the relevant provisions of the Company’s management rules and regulations. A decision should be made within 1 month from the date of receiving the complaint, with a possible extension of 10 days, if necessary, limited to two extensions, and the parties involved should be notified.
- Objections and appealsIf the complainant or the person against whom the complaint is filed has any objections to the resolution of the complaint, he/she may file a written complaint within 20 days from the day after he/she receives the written notice.
Bullying Complaint Procedures and Handling Procedures
| Responsible Unit | Occupational Safety and Health Division | |
|---|---|---|
| Complaint Channel | Dayuan Maintenance Facility | Guanyin Manufacturing Branch |
| Complaint Hotline | 03-3519980 | No |
| Complaint Mailbox | 9980@egat.com.tw | egatgSHE@egat.com.tw |
- InvestigationUpon receiving a complaint, the Company takes immediate action. If the case is deemed valid, an Anti-Bullying Committee must be formed within 3 working days to begin investigation and review.
- Follow-up and notification resolutionFor bullying cases, if the respondent is a Company employee and the allegation is found to be substantiated, disciplinary action or other appropriate measures will be taken in accordance with the Company’s internal management regulations, based on the severity of the case. A resolution must be reached within 30 working days from the date the complaint is accepted, with the outcome and any planned corrective actions clearly communicated to both the complainant and the respondent.
- Objections and appealsIf either the complainant or the respondent disagrees with the resolution, they may file an appeal within 20 working days upon receiving the notification.