Human Rights Policy

Article 1 (Purpose)

Capital Futures, dedicated to safeguarding and protecting fundamental human rights, acknowledges and supports the principles of human rights protection as outlined in the United Nations Universal Declaration of Human Rights, the United Nations Global Compact, the United Nations Guiding Principles on Business and Human Rights, and the International Labour Convention. This policy has been established to reflect these commitments.

Article 2 (Protection of Workplace Human Rights)

The company is committed to providing a workplace that is equal, respectful, safe, and diverse. It prohibits human rights violations such as forced labor, child labor, and sexual harassment. The company ensures that employees are not subjected to discrimination or differential treatment based on race, language, beliefs, religion, political affiliation, gender, sexual orientation, age, marital status, appearance, or any other characteristic, in order to effectively protect workplace human rights.

Article 3 (Promotion of Labor Rights and Labor-Management Harmony)

The company respects and supports employees' lawful exercise of their labor rights. Additionally, the company holds regular labor-management meetings to establish a communication platform for both parties, fostering a harmonious workplace environment.

Article 4 (Support for Freedom of Association)

The company respects and supports employees' rights to organize and join various associations. We encourage employees to engage in legitimate activities during their leisure time, develop diverse interests, and enhance their quality of life.

Article 5 (Protection of Personal Privacy Rights)

The company is committed to protecting personal privacy by establishing a comprehensive mechanism for the retention of customer and stakeholder personal data to safeguard privacy rights.

Article 6 (Human Rights Advocacy for Partners)

The company encourages and invites its partners to apply the same high standards in addressing and managing human rights issues and risks.

Article 7 (Approval Levels)

This policy will be implemented and announced following approval by the Chairman, with the same procedure applied for any amendments.

Human Rights Policy

Human Rights Assessment and Mitigation Measures

Stakeholder: Employees

Concerns	Mitigation Measures
Employee Benefits	Provide employees with special leave, marriage leave, bereavement leave, public leave, work injury leave, paternity leave, maternity leave, personal leave, sick leave, menstrual leave, family care leave, natural disaster leave, epidemic prevention leave, prenatal examination leave, and other types of leave as mandated by law. Organize various educational and recreational activities on an irregular basis to promote emotional connection and health among employees. Provide all employees with a fixed travel allowance. Provide employees with subsidies for marriage, bereavement, and urgent assistance. Additionally, establish a dedicated section on the company intranet to offer information on corporate-affiliated childcare centers, partner stores, employee subsidies, and various diverse welfare products available for group purchase. Establish a Staff Welfare Committee, where all welfare systems or activities organized by the committee are decided jointly by labor and management representatives after discussion. Provide free massage services to employees at the headquarters.
Workplace Health/Safety	In addition to providing employees with labor insurance and national health insurance, the company also offers various types of discounted insurance options (including group insurance, accident insurance, life insurance, medical insurance, cancer insurance, and savings insurance). Additionally, the company covers accident insurance, travel insurance, and injury insurance for employees on overseas business trips or assignments. Establish the "Sexual Harassment Complaint Handling Committee" and the "Workplace Violence Complaint Handling Committee" to provide employees with appropriate complaint mechanisms and channels. Establish the "Company Tobacco Control Measures" to create a smoke-free office environment. Obtain the "Healthy Workplace Certification - Health Promotion Badge" from the National Health Service of the Ministry of Health and Welfare. Obtain the "Indoor Air Quality Self-Management Certification" from the Environmental Protection Bureau of Taipei City Government. The company has obtained the ISO 22301 certification for Business Continuity Management from the British Standards Institution, ensuring that the company can minimize harm and ensure personnel safety in the event of sudden emergencies or crises. In accordance with the Occupational Safety and Health Act, appoint a safety and health officer and first aid personnel, and implement training as required by the Occupational Safety and Health Education and Training Regulations. Develop and implement a "Human Factors Risk Prevention Plan" to prevent musculoskeletal injuries or diseases caused by work-related human factors. Develop and implement a "Prevention Plan for Diseases Induced by Abnormal Workloads" to address and prevent diseases caused by irregular work conditions such as shift work, night shifts, and prolonged working hours, by planning and adopting necessary safety and health measures. Conduct regular fire drills and, in accordance with the Fire Services Act and its Enforcement Rules, appoint a fire prevention manager who must undergo refresher training at least once every three years. The company insures its business premises and all branch offices with commercial fire insurance, electronic equipment insurance, and public liability insurance.
Training and Development	Based on different career stages and organizational development needs for various levels of personnel, design a comprehensive training program to provide employees with timely and diverse learning opportunities, achieving a win-win outcome for both organizational talent development and individual career advancement. Conduct intensive training for sales personnel through provincial video conferences and broadcast connections to enhance employees' professional quality and skills. Additionally, to strengthen the learning experience, develop multiple e-learning courses and utilize various e-learning systems, allowing employees to learn and grow at any time. To encourage employees to obtain relevant financial certifications, the company has established policies for rewards related to professional exams and subsidies for certification exam registration fees.
Labor Rights	To encourage all employees to actively provide feedback, strengthen their work rights, improve operational processes, and promote positive changes, the company has established an "Employee Suggestion Box" managed by the responsible supervisor who reads it regularly every day. Employees can offer suggestions to the company through department meetings, gatherings, and regular labor-management meetings. The company's salary payment policy is not lower than the statutory minimum wage. The company also upholds the Convention on the Rights of Persons with Disabilities (CRPD) and ensures that no discrimination occurs based on gender, sexual orientation, age, race, or religion. Personnel decisions, such as hiring, promotion, and salary adjustments, are in compliance with Article 5 of the Employment Service Act. Discrimination based on race, class, language, ideology, religion, political affiliation, place of origin, birthplace, gender, sexual orientation, age, marital status, appearance, facial features, disability, astrological sign, or blood type is strictly prohibited. A fair compensation system is established, and a Salary and Compensation Committee is convened regularly to evaluate the fairness of employee rewards. The annual salary adjustments and year-end bonuses are based on operational performance, price indices, industry standards, and individual performance. For new hires, salaries are determined based on market conditions, educational background, experience, and job responsibilities, without any gender-based differences in the starting salary. Labor-management meetings are held regularly as required by law. The scope of these meetings includes discussions on employee dynamics, operational plans and business conditions, coordination of labor-management relations, promotion of labor-management cooperation, labor conditions, planning of labor welfare, improvement of work efficiency, and labor-management suggestions. The company values each employee's work rights, is committed to maintaining the dignity of all employees, and adheres to the relevant provisions of the Labor Standards Act, avoiding the use of child labor and forced labor. The company will continue to monitor these issues to prevent such occurrences and safeguard employees' fundamental human rights. To protect all employees' work rights, the company establishes work rules and clearly defines employees' duties and work locations. Based on business needs, employees may be transferred or temporarily assigned in accordance with Article 10-1 of the Labor Standards Act, with adequate communication and coordination with employees prior to any changes. Employee rights are also promoted during pre-employment training for new hires.
Working Hours	In accordance with labor laws and regulations, and clearly defined in work rules and related regulations. Promote regulations on regular working hours and overtime. Establish a leave management system.

Implementation Status of the Company's Human Rights-Related Training in 2024:

Course Topics	Number of Participants (persons)	Course Hours (Minutes)
Gender Equality Awareness and Rights	387	30
Workplace Violence Prevention	333	30
Human Rights Policy	326	30