Mega Holdings

The Group values employees' health and safety, and takes the following measures to ensure the cleanness, health, and safety of the working environment:

• Security personnel or guards are set up at office buildings to screen the flow of people and deal with emergencies.

• Clean and disinfect the working environment on a regular basis.

• Conduct safety tests on drinking water, fire facilities, air conditioning, lighting, and elevators.

• Implement a non-smoking working workplace.

• Set up clean breastfeeding rooms.

• Ensure the normal operation of surveillance systems.

• Engage professional inspectors to inspect the CO2 concentration in the working environment.

• The security company organizes the training courses for security personnel every year according to the contract. The training courses cover safeguards, emergency treatment, and human rights. In 2019, all security personnel received the training course on human rights.

• MICB organizes security corps in accordance with requirements of the National Fire Agency, Ministry of the Interior to take charge of information delivery, alarms, protection, rescue, fire safety, self-defense, and assistance in disaster relief.

In addition to providing related occupational safety and health training programs in accordance with laws, the following training programs were also provided:

MICB has set up a unit in charge of labor safety and health and the Occupational Safety and Health Committee, which consists of 6 members from the management and 3 members from the union (accounting for 33% of the total members). The Occupational Safety and Health Committee convenes a meeting every three months to resolve and supervise the plans for employees' health and safety.

MICB promotes workplace health promotion programs and implements occupational safety and health to protect employees from occupational diseases, reduce medical insurance expense, enhance cohesion, and increase work efficiency and quality as well as improve the corporate image. Mega Holdings' health promotion programs are as follows:

For employees who are injured due to the performance of duties or accidents during commutes, the Group helps to apply for benefits for occupational outpatient services, hospitalization, injury, sickness, and disabilities depending on the severity of injuries and gives occupational sick leaves. After incidents, the Company expresses the consolation at the first time to care for the victims with sincerity.

1. Human-Factor Hazards Prevention Plan

   MICB established human-factor hazards prevention plans and incorporated onsite visits to branches in accordance with the Occupational Safety and Health Act. In 2019, it collected survey data from 18 branches to compile statistics and conduct analyses based on the pain levels experienced by each part of the body. It implemented tracking management for those with the highest ratings an identified a high-risk group of 36 people susceptible to work-related risks. The nurses and stationed physicians evaluated the work environment and provided related human-factor engineering improvement guidance and health education information. Improvement measures included using lumbar cushions on office chairs, recommendations for increasing the height of computer screens and placing phones on the side of the non-dominant hand. Nurses continue to follow up on high-risk employees and found that simple engineering improvements were indeed helpful in alleviating discomfort caused by ergonomic hazards. Certain employees actively sought medical attention based on suggestions and made improvements on damage caused by ergonomic hazards to their health.

2. Abnormal Workload-triggered Diseases Prevention Plan

   MICB continues to implement the "disease prevention program caused by irregular work load" to prevent diseases caused by shift rotations, night shifts, and long work hours for high-risk employees. MICB organized a survey on abnormal workload-triggered diseases in the employee training in 2019. The survey recovery rate was 100%. After analyzing the 5,103 surveys, MICB made arrangements for high-risk employees to consult stationed physicians and nurses based on the hazard ratings and recommendations in interviews. The physician and nurse learned about whether the employees are assigned to suitable tasks and provided related health guidelines and work fitness arrangements. They also directed employees to related medical care resources at appropriate times to prevent overwork and stress management and reduce the risks of triggering diseases.

3. Prevention Plan of Illegal Infringement at Work

   MICB established the "Prevention Plan of Illegal Infringement at Work" in 2015 to prevent illegal infringement at work, protect the physical and mental health of laborers, and establish a friendly workplace culture. It also published a written statement prohibiting workplace violence and adopted a zero-tolerance principle for illegal infringement in the workplace. MICB also edited education materials and included in the employees' annual training courses and health seminars. MICB distributed a total of 5,790 questionnaires in accordance with the Prevention Plan of Illegal Infringement at Work at the end of 2019. The recovery rate was 100%. MICB plans to compile analyses and statistics on the risks of hazardous factors, implement prevention measures, and revise the evaluations in 2020.

4. Maternal Health Protection Plan

   MICB established the "Maternal Health Protection Plan" in 2016 to protect the physical and mental health of maternal employees, dignity of laborers, and implement the regulations regarding maternal health protection in the Occupational Safety and Health Act. The Human Resources System was also tasked with management and follow-up tasks. There were 189 maternal employees in 2019; 72 were included into the telephone interview care and follow-up plan and filled out the maternity labor health assessment table; 85 were provided with care via letters. Stationed physicians were requested to provide risk assessments for related work hazards and provide maternal employees with related health guidance and information on childbirth incentives. They also performed regular follow-up management of cases to protect the interests of maternal employees.