Human Rights Policies
Corporate Structure
《A-Introduction to Human Rights Policies》
Referencing to multiple international human rights conventions, including the Universal Declaration of Human Rights, The UN Framework and Guiding Principles on Business and Human Right, United Nations Global Compact, International Labor Organization Declaration of Fundamental Principles and Rights at Work, etc., Nam Liong Global have formulated human rights policies such as non-discrimination, freedom of association and collective bargaining, prohibition of child labor, and prevention of forced or compulsory labor. These policies aim to safeguard the fundamental rights of employees and stakeholders.
To ensure that suppliers and contractors also abide by Nam Liong Global’ s human right policies, human rights clauses have been included in supplier contracts and code of conduct. All suppliers and contractors are required to sign and comply with these regulations.
《Human Rights Risks Identification and Formulation of Policies》
Nam Liong Global assesses human rights issues and entities with potential risks based on past incidents of human rights cases and industry-specific risks. Subsequently, we formulate human right policies and risk mitigation measures, including compensatory systems. Identified potential human rights issues for the year 2024 include discrimination, freedom of association and collective bargaining, child labor, forced or compulsory labor, labor disputes, sexual harassment, etc. There were no related complaints or audit records reported in 2024. The potential human rights risks are described as follows:
| Human Rights Issues | Discrimination | Freedom of Association & Collective Bargaining | Child Labor | Forced Labor / Labor Disputes | Sexual Harassment |
|---|---|---|---|---|---|
| Policy | Procedure for Anti-Discrimination Management | Management Procedure for Protection of Freedom of Association and Religious Beliefs | Prohibition of Child Labor, Management Procedure and Remedial Measures for Misuse of Underage Workers | Procedure for Anti-reprisal, Forced or Compulsory Labor, and Penal Labor | Procedures for Sex Harassment Complaints and Resolution |
| Highest Governing Body for Policy-related Matters | General Manager | ||||
| Supervisory Unit | Human Resources Department | ||||
| Audit Frequency | Irregular | ||||
| Applicable Parties | All employees, external individuals, and civil society organizations | All employees | All employees, Contractors, Suppliers | ||
| Investigation or Communication Mechanisms | Complaint boxes, and complaint channels | Complaint boxes, and complaint channels | Recruitment Data Review, Pre-employment Document Check, Contractor & Supplier Survey | Complaint boxes, complaint channels, and Contractor and Supplier Investigations | Complaint boxes, and complaint channels |
| Risk Level | Low | Low | Low | Low | Low |
To ensure the effective implementation of its human rights policies, Nam Liong Global plans to establish a human rights due diligence (HRDD) checklist management cycle in 2025. This will involve the identification of potential human rights issues, the conduct of risk assessments, and the design of mitigation measures, along with continuous improvement, thereby ensuring the C commitment to and responsibility for fulfilling its human rights policies.
《Human Rights Education Training》
To ensure that employees, external workers, suppliers, and external stakeholders are fully aware of Nam Liong Global’s human rights policies, in addition to providing human rights policy education and training for new recruits upon their arrival, we regularly employ various methods such as cloud office announcements, educational training, and other means to educate and raise awareness. This is aimed at ensuring that all personnel understand their rights and Corporate’s regulations.
Human Rights Education Training Records
| Human Rights Education Training Records | 2022 | 2023 | 2024 |
|---|---|---|---|
| Total person-hours of training and education regarding human rights amounted for new recruits | 222 | 122 | 156 |
| Ratio of human rights education training for new recruits | 100% | 100% | 100% |
《Communication and Remedial Measures for Human Right Policies or Incidents》
Nam Liong Global has established a platform for feedback and a suggestion mailbox to facilitate communication between all workers and external stakeholders with the dedicated department responsible for human rights issues. This includes suggestions for policy improvements, alerting potential risks, and reporting cases violating human rights. To ensure the impartiality of investigations and reviews in reported or filed cases, a cross-departmental team within the Human Resource Department is responsible for investing and reviewing human rights-related incidents, as well as developing improvement measures. In 2024, no incidents violating human rights or carrying potential risks were identified.
Human Rights Cases Statistics
| Human Rights Issue | Cases Received | Cases Not Accepted | Cases Investigated | Remarks |
|---|---|---|---|---|
| Discrimination | 0 | 0 | 0 |
Remarks: Nan Yang International conducts annual audits of its operating sites and suppliers. Locations or suppliers with significant potential risks are listed as key audit targets to verify whether any human rights violations exist. |
| Freedom of Association and Collective Bargaining | 0 | 0 | 0 | |
| Child Labor | 0 | 0 | 0 | |
| Forced Labor / Labor Disputes | 0 | 0 | 0 | |
| Sexual Harassment | 0 | 0 | 0 |