Mega Holdings complies with labor regulations, respects the internationally recognized principle of labor's basic human rights, and protects legal rights and interests of employees; the Company also adopts a non-discrimination policy in the employment policy; that is, employees are not discriminated against gender, race, marriage, religion, and other factors; there is no forced or compulsory labor, infringement upon the rights of indigenous peoples, or infringement upon the interests of employees within the Group; no child labor under 16 is employed by the Company. In addition, the Company respects the rights granted to employees by law and never restrains or prevents employees from forming a union or clubs. We established the "Human Rights Policy" in accordance with the UN's Universal Declaration of Human Rights, UN Global Compact and related regulations of the UN International Labour Organization in September 2018 and disclosed it on the company website.
Mega Holdings also established the "Sexual Harassment Prevention Measures, Appeals, and Disciplines" and post the information (helpline and E-mail address) publicly in the office area to let employees understand more about the workplace sexual harassment prevention and response. There were no sexual harassment complaints in 2019. In addition, MICB sets up an anti-overtime working mechanism in the attendance system which controls and sends warning according to laws and regulations to prevent employees from working overtime and forced labor.
The Group organizes human rights policy training each year. Human rights courses included the Personal Data Protection Act, ethical management training, employee confidentiality training, theory and practice of the Fair Customer Treatment Principle in the Financial Industry, general employee safety and health training, and Act of Gender Equality in Employment. Mega Holdings did not receive any human rights or discrimination complaints in 2019.
To protect gender equality in employment, fulfill the spirit of the Constitution for eliminating gender discrimination, and promote actual equality of gender in the work place, Mega Holdings Group provides female employees with maternity leave when they give birth and set up breastfeeding rooms in accordance with the "Act of Gender Equality in Employment". In addition, employees may apply for unpaid parental leave before their children turn three and the Group retains 100% of their positions when they are on parental leave. To promote gender equality, MICB included gender equality courses in eight rounds training for new employees in 2019. Each course is one hour long and 610 employees attended the courses.
To facilitate labor relations, business development, and rights and benefits of employees, MICB enters into the collective agreement with the union. The collective agreement specifies labor conditions, such as remuneration, working hours, leaves, employment, transfers and dismissal, retirement and pensions, and health and safety; issues concerning health and safety account for 8%. Some subsidiaries do not have a union, but the rights and interests of their employees are protected by related labor regulations. To secure the employees' right to work, the Company shall inform the employees in advance of any unit establishment, relocation or downsize and merge. If the change of business nature results in no suitable jobs for the employee, or the employee is incompetent in taking up the job, the Company shall, according to the Labor Standards Act, inform the employee of the termination of the employment contract at least 10~30 days prior to such termination. The Group has five labor unions in total, the Mega Bank Union has 5,723 members, accounting for 85% of the total number of its employees, and Mega Holdings' union has 47 members, accounting for 82% of the total number of the employees of Mega Holdings.
MICB organized regular labor-management meetings with the union in 2019 to exchange opinions on various issues and communicate. MICB also used other communication platforms (e.g. ad hoc discussions with the directors and supervisors of the union) to strengthen the stability of labor-management relations.
Mega Holdings has set up employee grievance mechanisms to help solve problems and increase cohesion. Employees may provide recommendations for working conditions, environment health and safety, salary and benefits, human rights equality through these mechanisms. The Company takes action actively from the standpoint of employees.
