Sustainability

Business and Human Right

 

Business and Human Right

Here we support the Universal Declarations of Human Rights and that we are aware of the UN Framework and Guiding Principles on Business and Human Rights (the Ruggie Framwork) in order to protect human rights, and uphold the spirit of the Act for Gender Equality accounted for more than half the entire body.

Concerning internal human rights due diligence, the relevant units provided advice on undertakings, and a checklist was prepared. The reviewed units performed a self-assessment on the execution on situation on of the inspected items. The inspected on unit checked the items and passed the checking results and improvement measures to the self-assessment unit for review and improvement. The inspect on results for 2016 show three items needing improvement. Corrective or improvement measures were subsequently proposed and the execution situation was tracked.

We have proactively conducted assessments of potential human rights issues for our own operations, suppliers, and joint ventures to review the issues related to the implementation of human rights policy on a regular basis by the Company. The review results of detailed record for implementation of human rights policy, including the audit performed on the execution status of child labor, aboriginal rights, supplier human rights assessment, etc, the matters to be improved shall be submitted to the relevant units for review and to develop improvement measures. We make mitigation plans for most sites with risk identified.

In order to safeguard the rights and interests of persons with mental and physical disabilities and to ensure their equal opportunities to participate in social, political, economic and cultural activities, promote their self-reliance and development, the Company shall employ people with disabilities with capability to work in accordance with the provisions specified in the "People with Disabilities Rights Protection Act". In 2016, we’ve hired 795 employees with disabilities, much more exceeding the regulation, which is 212 persons.


To protect against sexual harassment, we have duly enacted the “Guidelines of the Chunghwa Telecom Co., Ltd. in Sexual Harassment Preventive Measures and Grievance” to prevent sexual harassment and help victims of sexual harassment proceed with grievance or subsequent legal procedures. To take charge of a sexual harassment incident, we have duly set up the “Grievance, Investigation & Appraisal Committee” which has five Committee members, including three female Committee members, with female Committee members accounting for over one-half the members. In 2016, no discriminatory incidents of any sorts were reported.

In July 2006, to assist employees with balancing their careers and families, we took the lead in implementing unpaid childcare leave. Female employees are paid childcare leave benefits equal to half their insured salaries during the leave period which may be for up to 2 years. After employees have received the maximum number of monthly employment insurance payments from the government, female employees can then begin receiving maternity leave benefits equal to half their insured salaries. Family leave, paternity leave, menstrual leave, nursing rooms, etc, are also provided. In 2016, a total of 183 persons applied for childcare leave, while 164 persons applied for unpaid childcare leave, and 104 persons applied for childcare benefits.

 

Please refer to our human rights policy:   Human_Rights_Policy.pdf

Business and Human Right

Here we support the Universal Declarations of Human Rights and that we are aware of the UN Framework and Guiding Principles on Business and Human Rights (the Ruggie Framwork) in order to protect human rights, and uphold the spirit of the Act for Gender Equality accounted for more than half the entire body.

Concerning internal human rights due diligence, the relevant units provided advice on undertakings, and a checklist was prepared. The reviewed units performed a self-assessment on the execution on situation on of the inspected items. The inspected on unit checked the items and passed the checking results and improvement measures to the self-assessment unit for review and improvement. The inspect on results for 2016 show three items needing improvement. Corrective or improvement measures were subsequently proposed and the execution situation was tracked.

We have proactively conducted assessments of potential human rights issues for our own operations, suppliers, and joint ventures to review the issues related to the implementation of human rights policy on a regular basis by the Company. The review results of detailed record for implementation of human rights policy, including the audit performed on the execution status of child labor, aboriginal rights, supplier human rights assessment, etc, the matters to be improved shall be submitted to the relevant units for review and to develop improvement measures. We make mitigation plans for most sites with risk identified.

In order to safeguard the rights and interests of persons with mental and physical disabilities and to ensure their equal opportunities to participate in social, political, economic and cultural activities, promote their self-reliance and development, the Company shall employ people with disabilities with capability to work in accordance with the provisions specified in the "People with Disabilities Rights Protection Act". In 2016, we’ve hired 795 employees with disabilities, much more exceeding the regulation, which is 212 persons.


To protect against sexual harassment, we have duly enacted the “Guidelines of the Chunghwa Telecom Co., Ltd. in Sexual Harassment Preventive Measures and Grievance” to prevent sexual harassment and help victims of sexual harassment proceed with grievance or subsequent legal procedures. To take charge of a sexual harassment incident, we have duly set up the “Grievance, Investigation & Appraisal Committee” which has five Committee members, including three female Committee members, with female Committee members accounting for over one-half the members. In 2016, no discriminatory incidents of any sorts were reported.

In July 2006, to assist employees with balancing their careers and families, we took the lead in implementing unpaid childcare leave. Female employees are paid childcare leave benefits equal to half their insured salaries during the leave period which may be for up to 2 years. After employees have received the maximum number of monthly employment insurance payments from the government, female employees can then begin receiving maternity leave benefits equal to half their insured salaries. Family leave, paternity leave, menstrual leave, nursing rooms, etc, are also provided. In 2016, a total of 183 persons applied for childcare leave, while 164 persons applied for unpaid childcare leave, and 104 persons applied for childcare benefits.

 

Please refer to our human rights policy:   Human_Rights_Policy.pdf