人權管理Human Rights Management
根據聯合國國際勞工組織（International Labour Organization）規範，為能落實與推動人權管理，於新進人員到任當日之行政講習即授與友善職場訓練(性騷擾防治)，並於新人訓練中安排「RBA責任商業聯盟」與「商業道德與行為準則」之訓練與測驗，提供員工指引方針以維護員工的人權，尊重且有尊嚴地對待員工所理解的國際社會。In accordance with International Labour Organization (ILO) standards, to implement and promote human rights management, new employees receive friendly workplace training (anti-sexual harassment) as part of their orientation on their first day, and new-hire training includes courses and tests on the "RBA Responsible Business Alliance" and "Business Ethics and Code of Conduct," providing guidelines to safeguard employees' human rights and treat them with the respect and dignity understood by the international community.
在「性騷擾防治處理辦法」、「工作規則」、「員工招募暨聘僱管理辦法」等內部文件中，均明確宣示保護員工人權，從遵守法規要求、就業自由、無使用童工、無強迫勞動、人道待遇、禁止不當歧視與性騷擾，尊重就業自由，所有的工作都是自願性的，無奴役和人口販賣情事，員工不會因膚色、年齡、性別、性取向、種族、殘疾、懷孕、信仰、政治派別、社團成員或婚姻狀況而受歧視，推動友善職場，尊重自己與他人，避免有形或無形的性騷擾行為，除訂有相關規定外，並設有性騷擾防治與申訴專線與E-Mail帳號供員工投訴。Internal documents such as the "Sexual Harassment Prevention and Handling Measures," "Work Rules," and "Employee Recruitment and Employment Management Measures" clearly declare the protection of employees' human rights — covering regulatory compliance, freely chosen employment, no child labor, no forced labor, humane treatment, and prohibition of improper discrimination and sexual harassment. Employment is entirely voluntary, with no slavery or human trafficking. Employees are not discriminated against based on skin color, age, gender, sexual orientation, race, disability, pregnancy, religion, political affiliation, association membership, or marital status. We promote a friendly workplace, mutual respect, and avoidance of tangible or intangible harassment, and maintain dedicated hotlines and email accounts for sexual harassment prevention and grievances, in addition to related regulations.
台星科於RBA管理委員會作業程序與內部管理辦法中，均明定禁止使用童工。員工報到時須提供身分證明予公司進行查驗，以確保無所疏漏。綜合2025年稽核統計，皆無發現僱用童工之情事。WINSTEK's RBA Management Committee operating procedures and internal management measures explicitly prohibit the use of child labor. Employees must provide identification for verification upon reporting for duty to ensure no omissions. Based on 2025 audit statistics, no instances of child labor employment were found.
台星科人權指標落實情形WINSTEK Human Rights Indicators — Implementation
| 指標項目Indicator | 人權指標內容Indicator Content | 目標Target | 2025年落實情形2025 Status |
|---|---|---|---|
| 避免童工Avoiding Child Labor | 不使用童工。未滿18歲的勞工（青年勞工）不得從事可能會危及健康或安全的工作，包括夜間值勤或加班No child labor. Workers under 18 (young workers) may not perform work that could endanger their health or safety, including night shifts or overtime. | 1. 無僱用童工 2. 青年勞工無夜間執勤或加班1. No child labor employed 2. No young workers on night shifts or overtime |
無僱用童工 無青年勞工No child labor employed No young workers |
| 無歧視Non-Discrimination | 歧視糾紛與申訴案件數Number of discrimination disputes and grievance cases | 無歧視事件No discrimination incidents | 無歧視事件No discrimination incidents |
| 自由結社Freedom of Association | 經稽核識別出有危害結社自由與集體協商權利重大風險之作業Operations identified through audit as posing major risk to freedom of association and collective bargaining rights | 無禁止自由結社No restriction of freedom of association | 無禁止自由結社No restriction of freedom of association |
| 強迫勞動Forced Labor | 經稽核識別出對引發強迫或強制勞動糾紛有重大風險之作業，以及有助於消除強迫或強制勞動之作為Operations identified through audit as posing major risk of forced or compulsory labor disputes, and actions taken to help eliminate forced or compulsory labor | 無強迫、強制勞動No forced or compulsory labor | 無強迫、強制勞動No forced or compulsory labor |
| 杜絕職場暴力及不法侵害Preventing Workplace Violence & Unlawful Infringement | 杜絕執行職務時，因他人行為遭受身體或精神不法侵害(以下簡稱職場不法侵害)：指員工同仁因執行職務，於工作場所遭受公司之上、主管、同事、服務對象或其他第三方之不法侵害行為，造成身體或精神之傷害，包含肢體暴力、言語暴力、心理暴力、性騷擾等。Preventing physical or psychological unlawful infringement suffered due to others' actions while performing duties (referred to as "workplace unlawful infringement"): meaning harm — physical or psychological — caused to employees by unlawful acts of superiors, supervisors, colleagues, service recipients, or other third parties while performing their duties, including physical violence, verbal violence, psychological violence, and sexual harassment. | 無侵害事件No infringement incidents | 1. 落實所有管理職填寫自主檢核表 2. 全體員工進行教育訓練宣導 3. 無侵害事件1. All managerial staff complete self-assessment checklists 2. All employees receive educational training 3. No infringement incidents |
人權保障訓練作法Human Rights Protection Training Approach
為了減緩人權風險，打造優質的工作環境，我們決定以訓練著手！2025年度台星科針對員工實施的人權保障相關訓練、環安衛相關課程61堂，除了每位同仁都需要的火警疏散及地震逃生應變訓練，另外也安排現場操作人員進行《輻射防護人員》、《推高機操作人員》受訓認證，也透過線上認知及測驗推廣《友善職場》與《人權保障》課程共4堂，內容包含：職工薪資福利認知度訓練、職工工作與休息時間基本權益教育訓練、友善職場宣導(性騷擾防治)與職場暴力及不法侵害預防，累計年度總時數約為372.5小時，共計7,615人次完成訓練，完訓率100%。未來，我們將持續關注人權保障議題、推動相關教育訓練，以提高人權保障意識，降低相關風險發生的可能性。To reduce human rights risks and build a high-quality work environment, we decided to start with training! In 2025, WINSTEK conducted 61 human-rights-related and EHS training sessions for employees. Beyond the fire evacuation and earthquake response drills required for every colleague, on-site operators also received "Radiation Protection Personnel" and "Forklift Operator" certification training. Four sessions of "Friendly Workplace" and "Human Rights Protection" courses were also promoted through online awareness and testing, covering: employee compensation and benefits awareness training, basic rights education on working and rest hours, friendly workplace promotion (anti-sexual harassment), and workplace violence and unlawful infringement prevention. The cumulative annual training hours totaled approximately 372.5 hours, with 7,615 participant-instances completing training at a 100% completion rate. Going forward, we will continue to focus on human rights protection issues and promote related education and training to raise human rights awareness and reduce the likelihood of related risks.
性別平等及多元化Gender Equality & Diversity
本公司致力於提供員工尊嚴、安全的工作環境，我們落實僱用多樣性、薪酬與升選機會的公平性，確保員工不會因種族、性別、性傾向、宗教信仰、年齡、政治傾向、國籍、出生地、身心障礙及其他受適用法規保護的任何其他狀況而遭受歧視、騷擾或不平等的待遇。The Company is committed to providing employees with a dignified and safe working environment. We uphold diversity in hiring and fairness in compensation and promotion opportunities, ensuring employees are not discriminated against, harassed, or treated unequally based on race, gender, sexual orientation, religion, age, political affiliation, nationality, place of birth, disability, or any other status protected by applicable law.
我們重視員工多元性，進用身心障礙員工，人數符合《身心障礙者權益保障法》規定人數，（法定應僱用9名，實際僱用9名（其中2名為重度以上身心障礙者，依規定進用重度以上身心障礙者，每進用一人以二人核計），對於全體在職員工，我們亦尊重其文化習俗，從未發生違反其工作權及人權之相關情事。We value employee diversity and employ people with disabilities in numbers that meet the requirements of the "People with Disabilities Rights Protection Act" (legally required: 9; actually employed: 9, of whom 2 are severely disabled or above — under regulations, employing one person with severe disability or above counts as two toward the quota). We also respect the cultural customs of all employees and have never had any incident violating their working rights or human rights.
| 類別Category | 占全體員工比例（%）% of All Employees | 占管理職級中比例（%）% of Management |
|---|---|---|
| 中華民國國籍R.O.C. Nationality | 74.7% | 20.1% |
| 外國籍Foreign Nationality | 25.3% | 0.7% |
| 指標Indicator | 百分比（%）Percentage |
|---|---|
| 女性佔總員工（%）Women as % of Total Employees | 51.3% |
| 女性佔所有主管（%）Women as % of All Managers | 34.3% |
| 類別Category | 占全時員工當量（FTES）比例（%）% of Full-Time Equivalents (FTEs) |
|---|---|
| 身心障礙人士People with Disabilities | 0.9% |
| 全體員工All Employees | 按年齡分群：<30歲By Age Group: <3028.3% |
按年齡分群：30~50歲By Age Group: 30–5062.0% |
|
按年齡分群：>50歲By Age Group: >509.7% |
|
總計Total100% |