Human Rights Management

Human Policies & Commitments

In support of the UN Guiding Principles on Business and Human Rights, emphasizing and with respect and practices of protection regarding human rights issues (including anti-discrimination, gender equality, freedom of association, collective bargaining, child labor, forced and compulsory labor, indigenous rights, etc.), Chunghwa Telecom has formulated Chunghwa Telecom Human Right Policy to regularly conduct human rights due diligence to ensure that various human rights issues across the value chain of its operation are assessed and recognized, along with management of risks to reduce such to minimum levels.

We publicly declare and commit ourselves to compliance with CHT Human Policies with relevant promotion and education mechanisms established. Training courses for human rights, labor, and related laws and regulations are available at Chunghwa Telecom Training Institute each year to ensure 100% understanding, compliance, and implementation of the policies by our employees. Courses and trainings are organized in response to amendments to laws and regulations concerning labor/human rights or shifts in labor policy issues from time to time. 6 courses for 16 hours in total were offered to 276 participants in 2022.

We actively promote digital rights. Through the ICT technology, we endeavor to create an environment without technological and information barriers, so that cultural inheritance, education extension, industry promotion, as well as art and humanities promotion can all be connected via networks. Hence, any and all people may be benefited from digital technology, regardless of age, social status, geographical factors, and education level, so as to achieve information equality and create infinite possibilities.

Based on the characteristics of the information and communication industry, Chunghwa Telecom adheres to the spirit of "where value lies, responsibility lies," with the aim of "narrowing the digital divide and creating digital opportunities." We deeply engage with rural communities in Taiwan, observe the trends of digital divide, and propose various solutions to actively promote social innovation and digital inclusion. At the same time, we devote efforts to promote corporate volunteerism, encouraging participation in local community services, and assisting in creating digital opportunities for the local communities.

Support and Response to the International Conventions & Human Rights Obligations

Survey & Results of Human Rights Due Diligence

In Compliance with the United Nations Global Compact (UNGC), Chunghwa Telecom respects and upholds various human rights recognized internationally with no involvement in any practice that ignores or abuses human rights. We have established the labor unions and sign on the Collective Bargaining Agreement, firmly upholds the employees’ freedom of assembly and association, as well as recognizes and protects the rights of the labor-management collective negotiation. Meanwhile, through the yearly human rights due diligence survey, we are committed to removal of any practice in the value chain of the industry that violates human rights.

Human Rights Mitigation and Remediation

Chunghwa Telecom actively establishes and promotes rigorous management processes for human rights risks, committed to the protection of human rights of various stakeholders.

Focus: All Employees
Coverage: 100% Operating Sites

Human Rights Topic	Risk Assessment	Mitigation and Remediation
Safe and healthy working environment for employees	ISO 45001: Occupational Health and Safety Management Employee health checkups	Trainings on occupational health and safety Implementation of high-risk operation management and environment optimization to reduce occupational accidents On-site health services by contracted medical staff Development of management tools to improve management timeliness Health lectures
No forced labor or use of child labor	Calling of labor-management meeting and establishment of grievance mechanism Recruitment alert mechanism	Labor-management meeting to facilitate communication and understanding Compliance with the laws and regulations pertaining to working hours, while any violation thereof subject to immediate remediation and review Negotiation meeting for any change to labor terms Warning and prevention of employment application through system management for any system log-in by individuals under the age of 18 in order to ensure no misuse of child labor
Freedom of Assembly and Association	Establishment of communication mechanism that is standing, mutually trusting, and effective Establishment of labor union and signing of collective bargaining agreement with it Labor-management meeting at least once every three months	Enhancing labor-management communication and dialogue mechanism
Sexual Harassment	Appeal Review Committee of 5-9 members established with the percentage of female members no less than 50% Hotline and email box for appeal handling set up with relevant information disclosed publicly in workplace	Individual that handles, investigates, or reviews an appeal regarding sexual harassment to recuse himself/herself if necessary Personnel encouraged to take trainings related to sexual harassment prevention and correction Tracking, reviewing, and monitoring appeals to ensure an effective implementation of the resolution thereof Referral of any individual in need of counseling or medical attention to professional counseling or medical institution
Promotion of Employees’ Physical Fitness and Life Balance	Early warning and notification mechanism established for employees Dedicated management unit for occupational health and safety Set-up of employee suggestion channels	Employee Assistance Programs (EAPs) as well as psychological, managerial, health, and legal counseling services Organizing hiking, cultural, and sports activities based on the feedbacks of employees Installing fitness facilities Up to 30 hostels in Taiwan to encourage employees to take leaves with the leisure accommodation provided The flexible working hours system in force Childcare policies implemented for employees to strike a balance between family and work: - Childcare subsidies for employee with children aged 0-6 - The option for employee with child aged 3 or under to apply for 1-hour working hour reduction per day (with pay) - Early childhood care and education center at workplace available for the children and grandchildren of employees

• Chunghwa Telecom Human Right Policy  
• Chunghwa Telecom Human Right Due Diligence Report