goldennet

AP Memory is committed to providing a safe and diverse workplace environment, firmly adhering to a zero-tolerance policy against any form of workplace misconduct. Discrimination or harassment of any kind is strictly prohibited. To ensure that all employees receive respect and equal treatment, this Anti-Discrimination and Anti-Harassment Policy (hereinafter, “the Policy") has been established. The policy also includes appeal channels and is supported by the "Measures for the Prevention of Sexual Harassment, Complaints, and Penalties."

1. Anti-Discrimination:

• The company enforces a zero-tolerance policy against any form of discrimination.
• We value a diverse and inclusive workplace, and pledge equal treatment and equal employment. Employees or prospective employees shall not be subjected to discrimination during employment or the hiring process based on place of birth, ethnicity, color, age, gender, sexual orientation, gender identity and expression, nationality, social status, physical handicap, medical history, pregnancy, language, ideology, religion, beliefs, political affiliation, cultural background, veteran status, protected genetic information, marriage status, or appearance and facial features, nor shall such factors be used as grounds for determining salary, promotion, reward or training.

2. Prohibition of Harassment:

The company is committed to providing a work environment free of harassment and has a zero-tolerance policy for any form of harassment behavior in the workplace.

Harassment may take various forms, including but not limited to:

• Sexual harassment: Behavior as defined under “Gender Equality in Employment Act“ and “Sexual Harassment Prevention Act”.
• Stalking harassment: Refers to any of the following forms of sexual or gender-motivated workplace behavior that is continually and repeatedly imposed on a specific person against their will through personal contact and other means including transport vehicles, tools, equipment, telecommunication, and the internet, that is sufficient to cause intimidation.
• Other forms of harassment: Refers to abusive behavior, bullying, intimidation, threats, or similar actions, such as physical harassment, violent behavior, psychological harassment, verbal harassment, etc.

1. Education and Training:

Disseminate the Policy to employees through meetings, emails, or internal announcements. Organize anti-discrimination and anti-harassment training courses and conduct regular educational sessions to ensure employee understanding and compliance with the Policy. Relevant training was implemented for employees in 2024, with a total of 221 hours, and a total of 221 employees have completed the training, accounting for 100% of all employees.

2. Appeal Channels:

Establish comprehensive mechanisms for employees to raise concerns and file complaints. Ensure the safety and protection of complainants. Any individual who identifies or suspects a violation of the Policy can report the matter through employee feedback and appeal procedures.

3. Investigation, Correction, and Remediation Mechanisms:

Upon identifying a violation of the Policy, the company will initiate an investigation based on the nature of the incident and take appropriate corrective actions to address the misconduct. If necessary, the company will impose disciplinary measures proportionate to the severity of the violation in accordance with legal requirements and internal management protocols. Collaborate with relevant stakeholders when required to prevent the recurrence of such incidents. Offer appropriate counseling and care to complainants based on their physical and psychological needs. When necessary, refer them to external counseling or medical institutions for professional assistance.