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2024年4月13日发(作者：字体颜色代码亮金色)
1. 目的Purpose
本文件定义系统电子供货商在社会与环境责任所应遵循的行为准则。制订本“行为准则”是为了
保护人权，促进公平的雇用条件、安全的工作条件，对环境问题进行负责任的管理，树立高道德
标准。
This Code of Conduct has been developed for the purpose of protecting human rights, promoting fair
employment conditions, safe working conditions, responsible management of environmental issues, and
high ethical standards.
2. 范围 Scope
本《行为准则》应适用于所有供应系统电子产品或材料的供货商。
The Code of Conduct applies throughout the suppliers that doing business of products or material with
SYSGRATION.
3. 权责 Responsibility
所有供货商必须遵循系统电子对于社会与环境责任要求的行为准则。
All suppliers must comply with high social and environmental requirements as set out in the
SYSGRATION’s Code of Conduct, which also apply to our global operations.
4. 作业规范 Operation Specification
供货商社会与环境责任行为准则
Supplier Social and Environmental Code of Conduct
4.1 劳工权益 Labor Rights
尊重每一位员工的尊严、信守营业据点之当地法令及联合国人权宣言等规范；订定以下守则
作为劳工权益议题之具体指南。
Respect for the dignity of every employee; abide by local laws of business location and the
Universal Declaration of Human Rights. We set the following code as specific guidelines of labor
rights issues.
4.1.1 自由选择职业。不使用强迫、抵债、契约束缚或非自愿的监狱劳工。
Free choice of occupation. Forced bonded or indentured labor or involuntary prison labor is
not to be used
4.1.2 不用童工 Child Labor Avoidance.
不得雇用低于营运当地法令规定最低雇用年龄的童工参与任制造工序。最低年龄通常指
完成当地义务教育的年龄；但若营运当地有相关法令明确规范，则依照当地之规范。
Child labor is not to be used in any stage of manufacturing. The term “child” refers to any
person employed under the minimum age for employment in the county, or under age for
completing compulsory education.
4.1.3 工作时间 Working Hours
工作时数应在当地法令规定的限度之内。所有加班都应属自愿，除非是紧急或异常情况，
加班之时数也不应超过法令规定。
All overtime working hours shall be voluntary and compliant with national regulations and
laws. Work weeks are not to exceed the maximum set by law, including overtime, expect in
emergency or unusual situations.
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4.1.4 薪资与福利 Wages and Benefits
根据当地法令制订员工薪酬与福利政策，包括最低工资、加班费和法定福利等。
Compensation paid to employees shall comply with all applicable wage laws, including those
relating to minimum wages, overtime hours and legally mandated benefits.
4.1.5 人道的待遇Humane Treatment
不以残暴、侮辱、虐待等不人道方式对待员工，包括任何形式的性骚扰、体罚、精神或
身体压迫、口头辱骂及恐吓。
There is to be no harsh and inhumane treatment, including any sexual harassment, corporal
punishment, mental or physical coercion, verbal abuse or threat of employees.
4.1.6 不歧视 Non-Discrimination
每位求职者或员工，都有平等的工作机会，不因人种、肤色、年龄、性别、性倾向、种
族、残疾、怀孕、信仰、政治派别、社团成员或婚姻状况等，在雇用及实际工作（包括
晋升、奖励和培训等）而被歧视对待。
All employees or potential employees have equal job opportunities. Companies shall not
engage in discrimination based on race, color, age, gender, sexual orientation, ethnicity,
disability, pregnancy, religion, political affiliation, union membership or marital status in
hiring and employment practices such as promotions, rewards and access to training.
4.1.7 自由结社 Freedom of Association
所有员工能在营运当地法令允许的情况下，自由结社、选择加入或不加入工会或类似的
外部组织；不必担心被报复、威胁或骚扰的情况下，公开地就工作条件与管理层沟通。
Employees have the rights to associate freely, join employees’ councils in accordance with
local laws. Employees should be able to communicate openly with management regarding
working conditions without fear of reprisal intimidation or harassment.
4.1.8 123
4.2 健康与安全 (HEALTH and SAFETY)
「员工才是公司最珍贵的资产」一直是系统电子营运上最重要的信念，供货商需提供员工安
全的工作场所、避免伤亡，本部分参酌OHSAS 18001相关规范，订定以下守则作为具体指南。
SYSGRATION’s suppliers have to provide the safe workplace to avoid accident, because we think
“Our employees are our most important asset”. It is always based on the fundamental principle.
Recognized management systems such as OHSAS 18001 Guidelines on Health and Safety were
used as reference in preparing the code. Therefore, we set the following code as specific guidelines.
4.2.1 作业安全与卫生 Occupational Safety and Hygiene
凡有危害员工之安全或健康的作业，对于机器设备部分，应提供符合法规的安全防护装
置；对于作业内容部分，该作业主管应透过作业流程的设计以及不断的检讨改善，以让
员工能避免在工作场所中遇到任何潜在的危险。若无法透过流程改善有效控制危险发
生，应提供从业人员有效的防护装备，并给予充分有效的训练、或者给予工作轮调、较
长的休息时间，以避免对于员工身心造成不可逆的伤害。
Worker exposure to potential safety hazards are to be controlled through proper design,
engineering and administrative controls, preventative maintenance and safe work procedures.
Where hazards cannot be adequately controlled by these means, employees are to be provided
with appropriate personal protective equipment. Employees shall not be disciplined for
raising safety concerns. On the other hand, we have to hold a worker training and drills and
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