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Respect Human Rights
UMC Human Rights Policy Declaration
Respect Human Labor Rights

UMC formulates human rights policies in compliance with local regulations and the essence of international norms/standards such as the Responsible Business Alliance Code of Conduct (RBA), the UN Global Compact, the International Labor Office Tripartite Declaration of Principles, the OECD Guidelines for Multinational Enterprises, the UN Universal Declaration of Human Rights, the UN Human Rights Norms for Business and the UN Guiding Principles on Business and Human Rights.

 

Scope of Application

UMC's human rights policies are applicable to UMC and its reinvestment businesses. UMC is committed to protecting human rights, ensuring that daily operations and all business activities meet the requirements, and expecting its suppliers, business partners, customers, and other individuals who are involved with the operation and development of UMC to comply with these policies.

 

 

Our Commitment

UMC takes into consideration human rights issues in all aspects of its operations, including employees, customers, suppliers, business partners, and the social environment in which UMC's operations are located. UMC will continue to provide multiple communication platforms and channels for stakeholders to ensure that stakeholders can express their opinions freely and safely, and the suggestions of stakeholders can be responded to effectively. UMC will adhere to the following management principles to ensure the implementation of human rights policies.

 

 

Management principles

  • Comply with the local regulations of the operation locations to provide a safe working environment
  • Forbid forced labor and child labor
  • Provide equal job opportunities without discrimination of race, gender, sexual orientation, age, nationality, political orientation, religion, marriage, physical disability, etc.
  • Offer unrestricted freedom of association and respect for employees' right to peaceful assembly
  • Provide a safe, hygienic, and healthy working environment
  • Respect privacy, ensuring that personal data is collected and used in compliance with regulatory requirements
  • Fight against any form of discrimination, bullying and harassment
  • Implement responsible procurement and responsible production to ensure that there are no conflict minerals in the supply chain
  • Conduct human rights risk assessments regularly to review potential risks in operating activities
  • Establish mitigation and remediation measures to reduce the impact of human rights risks
  • Disclose the governance of human rights issues regularly to maintain information transparency

 

 

 

umc_csr_chairman_message_sign_en.png (18 KB)

 

 

Co-President, and CS Committee Chairman  

Gender Equality

UMC decides employee recruitment, appointment, appraisal and promotion based on performance. No employee will be discriminated against due to gender. UMC provides clear specifications to ensure compliance with relevant gender equality laws.

 

Implementation of Fair Policies and Human Rights Protection

UMC supports and respects the International Labor Office Tripartite Declaration of Principles, the OECD Guidelines for Multinational Enterprises, the UN Universal Declaration of Human Rights, and the UN Global Compact, and abides by the Responsible Business Allianc Code of Conduct, RBA (formerly EICC) and related international advocacy principles. UMC has also formulated labor and gender equality regulations as well as human rights protection and labor policies at all its operating locations.

 

UMC’s Labor Rights Emphasis

Labor

Freely chosen employment, child labor avoidance, working hours, wages and benefits, humane treatment, non-discrimination and freedom of association.

Ethics

Business integrity, no improper advantage, disclosure of information, intellectual property, fair business, advertising and competition, protection of identity, responsible sourcing of minerals, privacy and non-retaliation.

Child Labor Avoidance

UMC's employee hiring policy specifically states that the use of child labor (under 16 years old) is prohibited and any practice that may lead to the use of child labor is forbidden.

Employment Relationship

After each employee is hired, they all legally sign a labor contract with UMC.

Freely Chosen Employment

The hiring contract stipulates that this employer-employee relationship is established with the consent of both parties. The use of forced labor, slavery and trafficking is forbidden.

Working Hours

UMC rules state that employees’ regular working hours and overtime shall comply with applicable labor regulations, and the company developed an attendance system and regular inspections to manage working hours. UMC also regularly reminds its managers and employees of the above rules in labor-management meetings.

Equality

UMC’s hiring policy stipulates that race, gender, age, marital status, political stance or religious beliefs are not factors in the hiring, evaluation and promotion of employees, and that it will only do business with companies that abide by the same principles.

 

 

Responsible Business Allianc Code of Conduct, RBA (formerly EICC)

In order to ensure workplace safety and comply with the labor right standards of the global electronic industry supply chain, UMC established its Responsible Business Allianc Code of Conduct, RBA (formerly EICC) committee in 2013 to focus on five areas: labor, health and safety, environmental, ethics and management system. The Responsible Business Allianc Code of Conduct, RBA (formerly EICC) committee clearly defines committee members’ authority and duty, sets related policies and performance objectives, and conducts self-assessments and reviews. In order to achieve company’s sustainable development, meet the requirements of our customers and bring benefits for the enterprise, UMC proactively work with customers and suppliers to promote related international human right standards and comply with RBA code.

 

 

Diversity and Inclusion

UMC encourages a diverse and open workplace culture and respects the uniqueness of each employee. When recruiting employees, prioritize selection based on the professional skills required for each position, regardless of race, color, nationality, ethnic or ethnic origin, gender, marital status, age, disability, family status, sexual orientation, political beliefs and other factors.

 

UMC believes that diversified employee composition will bring different perspectives and opportunities for progress. By establishing a diverse and inclusive workplace culture, it will help employees exert their strengths at work and put forward different thinking, which will become the key to corporate growth.

 

 

Protection of Disadvantaged Groups

UMC Taiwan proactively supports the employment of people with disabilities, establishing the channel of hiring disabled employees by campus recruiting projects. In 2017, UMC Taiwan hired 138 employees with disabilities in total. In compliance with Taiwanese regulation of employment of people with disabilities, UMC will continue to arrange suitable internal opportunities for those with disabilities.

 

  • At the end of 2018, UMC’s headquarters in Taiwan hired 73 aboriginal employees. In terms of gender, 27.4% are males and 72.6% are females. In terms of age, 31.5% are under 30 years old, while 68.5% are 30-50 years old.
  • Human rights appeals: UMC provides employees convenient and confidential appeals channels.
  • Training related to fair policies and human rights protection: The annual training class is about 30 minutes. 100% of employees completed the class in 2018 and the total training hour was 8,524.5 hours.

 

 

Employee Communication

In order to communicate effectively with employees and solve problems in an efficient manner, UMC has set up labor-management meetings, departmental meetings, seminars and suggestion boxes as well as set up appeals channels for employees. In addition to their lawful rights, employees have the freedom to form independent clubs without interference or intervention from UMC. The appeals channels for employees are listed below:

 

  • Appeals channels for individual cases and employees of all levels
  • Appeals channels for sexual harassment : Service line: 31995 ; Mailbox : 31995@umc.com
  • Chief Human Resources Officer (CHO) Mailbox : UMC_CHO_Mailbox@umc.com
  • Employee Relationship (ER) Hotline 12885
  • Whistleblower Reporting Hotline 31425, Reporting MailBox : whistleblower@umc.com
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