Gemtek follows various international conventions and local regulations, including the Responsible Business Alliance (RBA) Code of Conduct, International Labour Organization Conventions, the UN Universal Declaration of Human Rights, and the UN Global Compact. The company has established labor policies and management indicators to promote a diverse, inclusive, equitable, and safe work environment. Gemtek is committed to respecting individual differences, embracing diverse cultures, preventing child and forced labor, eliminating unlawful discrimination or harassment, ensuring equal employment opportunities, and providing multiple communication channels. These principles are also integrated throughout the supply chain, demonstrating a shared commitment to upholding human rights standards.
The company has set up RBA Implementation Committees at its primary manufacturing sites. New employees receive training on the RBA Code of Conduct during onboarding, and all existing employees are to participate in annual refresher training courses. Regular audits are conducted under the RBA Validated Assessment Program (VAP). In 2023, the Gemtek Taiwan headquarters achieved Platinum certification, while the Gemtek (Kunshan) plant and the Gemtek Vietnam plant received Gold and Silver certifications, respectively. Throughout this period, no significant human rights violations were reported.
Labor Rights and Workplace Safety Policy
- Prohibit the employment of child labor and any form of forced labor (including bonded labor, contract servitude, or involuntary work), as well as practices such as withholding employees' documents, restricting freedom of movement, resignation, or overtime work.
- Ensure that wages and benefits provided to employees comply with all applicable laws and regulations.
- Respect human rights and implement humane treatment, strictly prohibiting corporal punishment, threats, insults, harassment, abuse, or other inhumane practices.
- Provide equal employment opportunities in matters of hiring, promotion, rewards, and training without discrimination based on race, color, age, gender, sexual orientation, disability, nationality, pregnancy, religion, political affiliation, union membership, marital status, or other protected classes under the law.
- Respect freedom of speech and association, fostering an environment of diverse communication and feedback. Employees should feel free to openly communicate with management about working conditions without fear of retaliation, threats, or harassment.
- Establish a safe and healthy working environment to protect the physical and mental well-being of employees.
Prohibition of Child Labour
The "Human Rights Protection and Whistleblower Protection Policy" prohibits child labor, safeguards the rights of underage workers, and bans forced labor. The Company’s "Recruitment and Selection Policy" employs an ID verification mechanism to confirm the age of workers, preventing the inadvertent hiring of child labor. In the unlikely event that a minor under 15 is accidentally employed, the Company will initiate a thorough settlement process and implement appropriate remedial measures.
As of the 2023 fiscal year, none of the operational sites reported any incidents of child labor employment.
Sexual Harassment Prevention
To safeguard employee safety and rights, the Company has established a Sexual Harassment Prevention Committee, with members elected through an open process. To address internal employee complaints, we have implemented the "Human Rights and Whistleblower Protection Policy." Employees who experience any incidents of sexual harassment or inappropriate treatment can directly submit their grievances to the Human Resources Department, and the Company shall be responsible for the protection of the whistleblower's identity. External stakeholders with concerns can submit complaints through the Corporate Social Responsibility mailbox posted on the company’s official website. As of the 2023 fiscal year, the Company has not received any complaints or grievances related to labor rights or human rights issues.
Two-Way Communication/Feedback and Remediation Mechanisms
Gemtek prioritizes open communication and offers multiple reporting channels, including a designated email (Gemtek_suggestion@gemteks.com) for employees to provide timely feedback. Each manufacturing facility has suggestion boxes, dedicated hotlines, and regularly elected labor representatives to discuss suggestions and concerns during labor-management meetings. Employees can use these diverse channels to report or raise complaints about any violations of human rights. Grievance reports are initially reviewed by a dedicated task force, and if substantiated, the team will make decisions and use the violation cases as educational tools to help mitigate the risk of future occurrences.
Reporting Channel:
- Report via Email:
Gemtek Headquarters：Gemtek_suggestion@gemteks.com
Gemtek Kunshan：China_hr1@ks.gemteks.com
Gemtek Vietnam：VN_suggestion@vn.gemteks.com - Report via Telephone:
Gemtek Headquarters：03-5985535#1119
Gemtek Kunshan：57390366-32120
Gemtek Vietnam：+8422 6358 3758 - Send a letter: Write a direct letter to Human R esources Department
- Suggestion Box: Employees can submit written letters or the "Suggestion Form" via the Employee Suggestion Box (Gemtek Headquarters, Gemtek Vietnam) / General Manager’s Suggestion Box (Gemtek Kunshan)
Employee Satisfaction Survey
Gemtek Technology is dedicated to fostering a supportive work environment by actively listening to employee feedback and suggestions. Since 2023, the Gemtek Group has conducted annual employee satisfaction surveys. These surveys explore various areas including business practices, performance management, employee development, teamwork, work environment, and cafeteria services. The goal is to use this feedback to guide future improvements and efforts.
| Manufacturing Plant | Number of Respondents | Employee Satisfaction |
|---|---|---|
| Gemtek Headquarters | 1,039 | 7.1 |
| Gemtek (Kunshan) | 1,087 | 7.2 |
| Gemtek Vietnam | 2,218 | 7.4 |
