遠東新世紀股份有限公司〈原遠東紡織〉,乃台灣規模最宏大、最多元化的紡織及相關產品製造者。本公司共分化纖、紡織、石化、土地開發與轉投資五大事業。

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Sustainable Talent

Sustainable Talent

Human rights have been gaining attention in recent years. We protect employees as well as their human rights, striving for maintaining work-life balance

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Human Rights Declaration

The value of human rights is universally recognized. FENC vows to protect employees’human rights and their interests.

At FENC, labor rights take precedence in policy considerations for human resources. We acknowledge and comply with the principles and spirit set forth by International Labor Organization and in UN Universal Declaration of Human Rights. The Company has well-established complaint channels. In cases of any human rights violation, employees may file such claims through the human resources units of all FENC sites.

2018

The Company established FENC Human Rights Policy, which is founded on the respect for local culture and customs at each FENC sites.

2019

Managers in charge of human rights promotion at all FENC sites have been fully informed of FENC Human Rights Policy, which has been signed and enacted. Meanwhile, the Company ensures employees’ understanding of this policy and awareness of their own rights through all means possible.

2020

FENC conducted human rights due diligence (HRDD) at all Company sites. Based on FENC Human Rights Policy, the risk assessment is further divided into 8 categories of human rights risks. HRDD focuses on “the likelihood of risks” and “the degree of impact on the Company”. A survey was administered to identify human rights risks, followed by investigation to determine their impacts on the Company. All FENC employees are covered in HRDD, and improvement measures have been implemented by human resources supervisors at all sites based on the HRDD report to protect employees’ human rights.

2021

In 2021, there were no grievance claims filed against human rights violations among employees and stakeholders. Nor were there human rights violations committed against employees and stakeholders. FENC production sites also conduct reviews on human rights, child labor and labor conditions through customers.

  • Board supervision:
    The SOP for reporting on FENC Human Rights Policy has been in place. At least once a year, the corporate governance manager reports to the Board on human rights issues. The 2021 report was presented on November 11.
  • Regular management:
    The highest ranking executives at FENC production sites present monthly special reports on major human rights issues, such as overtime and sexual harassment.
  • Human rights education and training:
    FENC conducts human rights training for new recruits. For FENC sites in Taiwan, new recruits must sign FENC Human Rights Policy once the training concludes. In 2021, 285 employees have signed the policy. Among the permanent employees in Taiwan, 3,476 have completed human rights related training, covering 83%. For overseas locations, human rights training for new recruits is conducted through the orientation and employee manual.

2022

To align with growing international awareness on corporate policies regarding human rights and anti-corruption, FENC has established the grievance policy in accordance with international ESG standards that are applicable to domestic and overseas FENC sites. With internal and external supervision, the Company continues to evolve within the scope of human rights protection.
Setting forth clear goals and action plans, it is the Company’s aspiration to set in motion an array of improvements to fully implement FENC Human Rights Policy.

 

Framework for Human Rights Management

 

FENC Human Rights Policy and Implementation in 2021

Policy

Content

Target

Management Unit

No Forced Labor

  • Description
    FENC eradicates all forms of forced labor.
  • Implementation in 2021
    FENC complies with governmental labor regulations and international standards. The Company does not force or coerce employees to engage in any form of labor against their will. Interviews are conducted prior to hiring new employees and their full understanding of the job duties is ensured. Once onboard, employees undergo human rights training to enhance their labor rights awareness. There were no incidences of forced labor in 2021.

All employees

Each unit

Bans Child Labor

  • Description
    FENC bans child labor.
  • Implementation in 2021
    FENC clearly proclaims the ban on child labor and strictly adheres to the minimum hiring age set forth by the local regulations. Information concerning job candidates must be verified prior to employment. FENC did not employ any child labor in 2021.

Applicants

HR

Meeting Minimum Wage

  • Description
    Employees are entitled to just and proper compensation for the work performed. The compensation shall secure a life of dignity for the employee and his/her family, and supplemented with social security in other forms when necessary.
  • Implementation in 2021
    FENC aims to provide sensible salaries to employees, keeping it above the local minimum wage with benefits. The Company also tracks changes to the minimum requirement at all locations. Each year, changes are reported to the headquarters as a reference for payroll adjustment. In addition, it is clearly stated in the Company policy that FENC pledges to provide living wages. The payroll structures at FENC’s global production sites are reviewed annually against the local average. In 2021, average regular salaries from FENC production sites are 29% higher than the market average.

All employees 

HR

Work and Break Hours

  • Description
    Employees are entitled to rest and leisure, including reasonable cap on work hours and regular paid vacation.
  • Implementation in 2021
    FENC complies with all local regulations, keeping daily working hours under the maximum and providing vacation and sick leaves accordingly. Shift workers at production units shall not work over 12 hours per day, including overtime, with adequate breaks between shifts, and 1 day of regular leave every 7 days. Each year, labor safety and health units conduct health risk assessments based on the outcome of the health check.
    The assessment report is provided to the management as a reference for shift assignments. FENC also established an alert system to warn against exceeding the overtime limit. Monthly meetings are held at production sites to discuss optimization plans covering reducing working hours and increasing manpower. In 2021, there were no disputes or grievance claims filed for overtime issues.

All employees

Each unit

Freedom of Association

  • Description
    Employees are entitled to form association and join labor union in order to protect their rights.
  • Implementation in 2021
    FENC respects and acknowledges employees’ rights to choose, organize, join or refuse to join labor unions or other forms of labor organizations; freedom of association; collective bargaining; protest in forms complying with local regulatory procedures. In 2021, APG Polytech in the U.S. finished signing the collective bargaining agreement.

All employees

Each unit

Equality and Respect

  • Description
    Employees are entitled to equal pay for equal work without any discrimination.
  • Implementation in 2021
    FENC offers work environments that are free of sexual, mental, physical and verbal harassment, abuse or threat. The Company dedicates efforts to build safe environments that respect employees’ safety, equality and dignity. In 2021, there were no disputes or grievances filed for harassment.

All employees

Each unit

Anti-Discrimination and Harassment

  • Description
    Employers should eradicate any hiring or occupational discrimination and fight against all forms of harassment.
  • Implementation in 2021
    FENC is devoted to maternity protection, establishing measures to safeguard maternity health for female employees against potentially harmful duties or work environment. Such measures include ensuring occupational safety for pregnant and nursing women, adequacy of work assignments and provision of ideal nursing space. Aside from the above, the Company also built gender neutral policy and environment. In 2021, there were no disputes or grievance claims filed for maternity protection issues.

All employees

Each unit

Maternity Protection

  • Description
    FENC protects female employees.
  • Implementation in 2021
    FENC complies with governmental labor regulations and international standards. The Company does not force or coerce employees to engage in any form of labor against their will. Interviews are conducted prior to hiring new employees and their full understanding of the job duties is ensured. Once onboard, employees undergo human rights training to enhance their labor rights awareness. There were no incidences of forced labor in 2021.

Female employees

Each unit

FENC makes every attempt to meet all labor standards and put them into practice. The Company participates in seminars and advocacy groups that address labor standards regarding children, gender, forced labor, discrimination, women’s protection, poverty as well as occupational safety and health. While keeping abreast of the latest labor standards and updates from international labor organizations, the Company ensures compliance and the protection of employees and their families.

Enhancing FENC Human Rights Policy and Human Rights Due Diligence

Defining the Scope of Human Rights and 

the Highest Commitment
Corporate Management, procurement units 

and production sites

FENC assesses the current human rights management at all Company sites, conducts dialogue with managers at Corporate Management, procurement units and production sites, and fulfills human rights commitment with senior managers.

Identifying Human Rights Risks
Human Resources Department

FENC compiles and lists human rights issues based on international standards, including:

  1. Universal Declaration of Human Rights (UDHR)
  2. United Nations Global Compact (UNGC)
  3. United Nations Guiding Principles on Business and Human Rights (UNGPs)
  4. International Labor Organization Conventions (ILO Conventions)
  5. International Bill of Human Rights
  6. Social Accountability 8000 (SA 8000)
  7. Responsible Business Alliance (RBA)

Analyzing Human Rights 

Risks and Collecting Data
All units

Upon defining the human rights risks, the procurement, human resources and production units assess the risks, establish benchmarks; set up implementation measures and proposals for risk assessment; conduct discussions on gathering feedbacks from stakeholders including employees, suppliers and communities.

Conducting Due Diligence
with Mitigation and Rectification
All units

FENC conducts human rights training regarding key risks, performs human rights due diligence, establishes improvement measures based on the risk assessment and forms task forces as well as mechanisms for regular reviews and rectification.

 

Gender Equality

FENC values gender equality. We are keen on creating gender-friendly workplace and system. While the conglomerate spans across industries from the upstream to downstream, the up- and midstream industries rely more on chemical related expertise where a higher concentration of the work force is male. The downstream, which consists mainly of the textile industry, is composed of a higher percentage of female employees. Overall, the ratio between female and male supervisors are 2:3, which is consistent with the industry chain distribution. Corporate expansion also expanded the number of supervisors by 52% in the recent decade. Among them, the number of female supervisors grew by 64%. The statistics reflect the Company’s acknowledgement of and fair treatment to the hard work put in by female supervisors with the reward they deserve. The Company is also determined to incorporate gender equality as part of its corporate system and culture.Each year, FENC measures its average annual regular salary of the company against the official statistics of average annual regular salary. In 2021, the average annual regular salary of the company offered by FENC is 29% higher than the local average. Average regular earnings for female employees, especially, averaged 36% higher than the local numbers, while those for male employees are 26% higher, which demonstrate FENC’s contribution to pay equity.

Salary Comparison to Market Rate by Gender

Note: Sources of market pay rates are: average salary in the manufacturing sector and minimum wage released by Directorate-General of Budget, Accounting and Statistics in Taiwan; average salary and minimum wage released by National Emblem of the People's Republic of China; average salary and minimum wage of District 1 released by the General Statistics Office of Vietnam; Bureau of Labor, Ibaraki prefecture in Japan; United States Census Bureau in the U.S. All numbers are compared with the data of the current year.

 

Gender Comparison by Position

Note: The percentage is derived by dividing number of female permanent employees by number of male permanent employees for the same rank of job. 


Gender equality and applicable regulatory mandates are respected at all FENC business sites. We are consistent with the spirit of Act of Gender Equality in Employment in Taiwan as well as Regulations Concerning the Labor Protection of Female Staff and Workers in Mainland China. We protect the rights of female employees, offering parental leave and breastfeeding room at our facilities. We also limit overtime and prohibit tasks that may potentially harm mothers and their babies. Employees returning after maternity leave receive equal pay for equal work. We provide workplace environment ideal for pregnant employees, such as avoiding tasks that might affect their health and using specially designed chairs to reduce discomfort at work. FENC goes beyond the minimum regulatory requirements. As early as July 2021, the Company offered 7 days of leave for female employees to get prenatal checkup, which is more than the 5-day minimum stipulated in Act of Gender Equality in Employment at the time. It was not until December 2021 that a legislative amendment was passed to expand the 5-day minimum to 7 days. Female employees in Vietnam who are 7-month pregnant may reduce working time by 1 hour per day while receiving full pay. They are also entitled to 5 days off for prenatal checkups and 6-month maternity leave. The factories also designate lactation rooms as well as areas for storing breastmilk.
 

Application of Parental Leave and Returning Statistics in Taiwan

 

2019

2020

2021

Entitled to Parental Leave

Male

332

317

304

Female

149

143

130

Total

481

460

434

Number Applied

Male

4

2

6

Female

22

48

21

Total

26

50

27

Number Should Returned

Male

1

0

4

Female

19

41

19

Total

20

41

23

Number Returned

Male

0

-

4

Female

19

35

17

Total

19

35

21

Return Rate

Male

0%

-

100%

Female

100%

85%

89%

Total

95%

85%

91%

Returned over One Year

Male

1

-

-

Female

15

12

16

Total

16

12

16

Retention Rate

Male

33%

-

-

Female

83%

63%

46%

Total

76%

63%

46%

Note:
1. Return Rate = Number Returned ÷ Number Should Return 

2. Retention Rate = Returned over One Year ÷ Number Returned Last Year

 

FENC has established measures to prevent, control and reprimand sexual harassment and provides channels for filing grievances. Employees may file such grievance claims through departmental supervisors or Human Resources Department. The unit receiving the claim shall establish a team within 5 days of receiving the claim with over 50% female members to initiate the investigation. The investigation shall conclude within 2 months and all information shall be kept confidential. The individual against which the claim is filed shall have the opportunity for rebuttal. We also conduct regular training for the entire staff to prevent any occurrence of sexual harassment.

 

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