Human Rights Protection

Human Rights Protection

Human Rights Assessment and Risk Mitigation Measures

D-Link is committed to safeguarding the basic human rights of employees, formulating human rights policies and management plans, creating an environment that fully protects human rights, and agreeing with and supporting international human rights such as the United Nations Universal Declaration of Human Rights, the UN Global Compact, the International Labor Organization’s Declaration on Fundamental Principles and Rights at Work Covenant, and requires that the business activities of cooperative manufacturers should also put an end to any violations and violations of human rights, so that both internal and external members of the Company can be treated with fairness and dignity. D-Link also respects diversity and anti-discrimination, abides by working hours, wages and benefits, prevents forced labor and human trafficking, prohibits illegal underage labor, respects freedom of association, pays attention to health and safety in the working environment, information security, and gives back to the society with our core competence. In addition, D-Link also announced labor rights on its official website and implemented measures to mitigate human rights risks. For the prohibition of illegal underage labor and forced labor, we strictly abide by the employment process, interview and consult the applicant’s willingness to work, and implement the verification of identity documents to prevent the risk of illegal employment; and promote labor rights through labor-management conferences, and strictly prohibit forced labor and forced overtime.

D-Link also respects the freedom of choice and exercise of occupations, and provides equal work opportunities, regardless of nationality, race, religion, gender, sexual orientation, marriage, age, etc. foreign and domestic employees enjoy equal employment opportunities. Foreign employees come from the United States, Italy, Brunei, Turkey, Malaysia, India, Indonesia, South Korea, Burkina Faso, Nicaragua, Portugal and other places, and they are guaranteed the same labor rights and interests as domestic employees. In addition, no underage labor is illegally employed in any of the global subsidiaries, and the declaration of human rights is strictly observed.

We established our “Human Rights Policy and Management Plan” on September 7th, 2021, and had it further revised and approved by the Board of Directors on November 4th, 2022. The promotion of awareness and training related to our human rights policy were conducted for all employees in December 2022. A total of 495 people participated, with a participation rate of 97%, and the average test score was 96 out of 100.

The CEO of D-Link India Ltd., our listed Indian affiliate, has also signed the same human rights policy and management plan.

Title
Link
Human Rights Policy and Management Plan

D-Link India Human Rights Policy and Management Plan

Human Rights Assessment and Risk Mitigation Measures

In the fourth quarter of 2022, D-Link initiated a human rights due diligence project to conduct risk assessments related to headquarters employees and suppliers. We mapped the items in a human rights risk matrix and developed mitigation and remediation measures for high-risk and medium-risk items.
The "D-Link 2023 Human Rights Due Diligence Report" has been completed in the second quarter of 2023. We shall regularly review the implementation status of various mitigation and remediation measures in the future, and we intend to engage in human rights due diligence every three years in principle.

Assessment Matters

Scope

DEPARTMENT

Risk Mitigation Measures

Prohibition of Forced Labor and Child Labor

New Employees

Human Resources Dept.

  • The hiring process is executed in accordance with our company regulations.
  • We interview applicants and inquire into their intent to work, and also require them to provide identity documents for verification.
  • We will not withhold any applicant’s or employee's identification card, work certificate, or any other certifications, nor request surrendering any other personal information unrelated to the employment against his or her will.

Privacy

Employees / Customers

Legal Affairs Dept.

Document Management & Information Security Dept.


  • We cooperated closely with TrustArc Inc., an expert in the field of DPM (Data Privacy Management), and made use of their privacy assessment, certification and monitoring tool services, along with quarterly audits to ensure our management complies with statutory requirements. We have also been audited and certified by TrustArc Inc. and awarded the TRUSTe privacy certification.
  • We introduced the BS 10012: 2017 PIMS (Personal Information Management System) to standardize all related procedures and applicable documents. In addition to complying with the EU GDPR (General Data Protection Regulation), the management system also ensures that personal data has been properly identified, evaluated, and managed.


Protection of Working Conditions

Employees

Human Resources Dept.

  • We annually conduct industry salary surveys, and based on changes in the external environment, company operation status, and individual performance, we annually undergo salary review to retain talents by ensuring that the salary not only persists higher than statutory minimum, but also meets or exceeds the market standard.
  • We formulate attendance management policy, pay strong attention to and raise awareness of the working hours issue, and ensure that reliable and detailed records of working hours and overtime are kept. In the event of need to work overtime, either overtime pay or compensatory leave is provided to employees according to the law to ensure their rights are being protected.
  • We provide flexible working hours to employees up to one and a half hours to balance their personal and family needs.

Right to Work

Employees

Human Resources Dept.

  • We respect the freedom and exercise of job selection and provide equal employment opportunities regardless of religion, gender, race, sexual orientation, marital status, and age.
  • Our workplace meets the requirements of regulations and guarantees employees their basic rights at work.
  • We refrain from hiring unnecessary number of contract or temporary workers.

Occupational Health

Employees

General Affairs & Industrial Safety Dept.

  • We retain on-site nursing staff to provide emergency first aid when emergencies occur.
  • We offer each employee physical examination every two years with an NTD 6,000 subsidy that exceeds any statutory requirement, track and counsel for different-level of examination results, and reduce health hazards from the workplace.
  • We arrange doctors to visit our facilities and provide direct consultation to employees every two months.
  • We organize activities or lectures promoting health of our employees every two months.

Anti-Discrimination, Anti-Bullying, and Anti-Harassment

Employees

Human Resources Dept.

General Affairs & Industrial Safety Dept.

  • We raise awareness of anti-discrimination, anti-bullying, and anti-sexual harassment at the workplace during new employee orientations.
  • According to our work rules and relevant regulations, we provide multple effective channels to file any complaints.

Occupational Safety

Employees

General Affairs & Industrial Safety Dept.

  • We have been awarded the ISO 45001: 2018 certification.
  • To comply with Occupational Safety and Health Act, we set up a first-level management unit that is responsible for formulating, planning, supervising, and promoting safety and health management matters, and also set up the occupational safety and health committee to hold meetings and exercise authority according to the law.
  • In accordance with Occupational Safety and Health Education and Training Regulation, we provide regular education and training for new employees at least once a quarter, and for all existing employees once a year.
  • According to the Implementation of Labor Environment Monitoring Regulation, we monitor CO2 and noise at the workplace every half year. In addition, we promote and require our employees to use personal protective equipment during dangerous operations to prevent themselves from being exposed to the hazards of the workplace.

Risk Mitigation Measures

Prohibition of Forced Labor and Child Labor

Scope：New Employees
• The hiring process is executed in accordance with our company regulations.

• We interview applicants and inquire into their intent to work, and also require them to provide identity documents for verification.

Privacy

Scope：Employees / Customers
• We cooperated closely with TrustArc Inc., an expert in the field of DPM (Data Privacy Management), and made use of their privacy assessment, certification and monitoring tool services, along with quarterly audits to ensure our management complies with statutory requirements. We have also been audited and certified by TrustArc Inc. and awarded the TRUSTe privacy certification.

• We introduced the BS 10012: 2017 PIMS (Personal Information Management System) to standardize all related procedures and applicable documents. In addition to complying with the EU GDPR (General Data Protection Regulation), the management system also ensures that personal data has been properly identified, evaluated, and managed.

Protection of Working Conditions

Scope：Employees
• We annually conduct industry salary surveys, and based on changes in the external environment, company operation status, and individual performance, we annually undergo salary review to retain talents by ensuring that the salary not only persists higher than statutory minimum, but also meets or exceeds the market standard.

• We formulate attendance management policy, pay strong attention to and raise awareness of the working hours issue, and ensure that reliable and detailed records of working hours and overtime are kept. In the event of need to work overtime, either overtime pay or compensatory leave is provided to employees according to the law to ensure their rights are being protected.

•We provide flexible working hours to employees up to one and a half hours to balance their personal and family needs.

Right to Work

Scope：Employees
• We respect the freedom and exercise of job selection and provide equal employment opportunities regardless of religion, gender, race, sexual orientation, marital status, and age.

• Our workplace meets the requirements of regulations and guarantees employees their basic rights at work.

• We refrain from hiring unnecessary number of contract or temporary workers.

Occupational Health

Scope：Employees
• We retain on-site nursing staff to provide emergency first aid when emergencies occur.

• We offer each employee physical examination every two years with an NTD 6,000 subsidy that exceeds any statutory requirement, track and counsel for different-level of examination results, and reduce health hazards from the workplace.

• We arrange doctors to visit our facilities and provide direct consultation to employees every two months.

• We organize activities or lectures promoting health of our employees every two months.

Anti-Discrimination, Anti-Bullying, and Anti-Harassment

Scope：Employees
• We raise awareness of anti-discrimination, anti-bullying, and anti-sexual harassment at the workplace during new employee orientations.

• According to our work rules and relevant regulations, we provide multple effective channels to file any complaints.

Occupational Safety

Scope：Employees
• We have been awarded the ISO 45001: 2018 certification.

• To comply with Occupational Safety and Health Act, we set up a first-level management unit that is responsible for formulating, planning, supervising, and promoting safety and health management matters, and also set up the occupational safety and health committee to hold meetings and exercise authority according to the law.

• In accordance with Occupational Safety and Health Education and Training Regulation, we provide regular education and training for new employees at least once a quarter, and for all existing employees once a year.

•According to the Implementation of Labor Environment Monitoring Regulation, we monitor CO2 and noise at the workplace every half year. In addition, we promote and require our employees to use personal protective equipment during dangerous operations to prevent themselves from being exposed to the hazards of the workplace.

Human Rights Protection Status

HR Department is specifically trained on Human Rights Policy and Management Plan and further shoulders the responsibility for its promotion.
No incidents of human rights violation resulting any fine or penalty occurred in 2021.
No violations or penalties related to human rights occurred in 2022, nor receiving any complaints or prosecutions.