- Human Rights Policy
FORCERA is dedicated to advancing corporate social responsibility and safeguarding human rights in accordance with the Responsible Business Alliance (RBA) Code of Conduct. This encompasses, among other aspects, the prohibition of child labor, forced labor, and unethical employment practices, along with the promotion of gender equality, the right to freedom of association, and the assurance of fair wages and benefits. These policies are integrated into the organizational culture and daily operations, with corresponding sustainable management practices executed to advance the goals of sustainable development in terms of human rights, environmental sustainability, and social peace and prosperity. Furthermore, the company provides new employee training and continuing education for staff, covering topics such as environmental protection, health and safety, ethical standards, and compliance with the Sexual Harassment Prevention Act, thereby fulfilling its responsibilities as a socially responsible business.
- Compensation and Retention Policy
Based on the principles of fairness and equity, FORCERA formulates a reasonable compensation policy, taking into account factors such as education background, job grade, position, and work experience. Under equivalent conditions, the principle of equal pay for equal work is upheld. To attract outstanding talent and enhance grassroots manpower cultivation, the company actively recruits from key schools and organizes company-wide activities to enhance employee identification and reduce turnover rate. In consideration of motivating employees, annual performance bonuses are distributed based on the company's revenue, individual performance, and contribution. The aim is to reward employees' contributions, inspire continuous effort, and develop a performance management system as a basis for employee promotion, salary adjustments, distribution of employee rewards, and identification of talent development. The company also establishes work regulations in accordance with the Labor Standards Act and sets up a unit to supervise labor retirement reserve funds, responsible for the allocation and supervision of the use of retirement reserve funds. Additionally, an Employee Welfare Committee is established to handle employee welfare fund planning and the management of its income and expenses. Furthermore, the company encourages employees to engage in long-term planning and commit to the company, thereby fostering cohesion, retaining outstanding talent, and enhancing the company's competitiveness.
- The Policies of Workplace Diversity and Gender Equality
FORCERA is dedicated to fostering a welcoming, equitable, and supportive work environment, particularly for maternity-related needs. In adherence to regulations such as the Occupational Safety and Health Act, Sexual Harassment Prevention Act, Stalking and Harassment Prevention Act, and Gender Equality in Employment Act, the company has implemented a complaint mechanism to comprehensively prevent sexual harassment and workplace violence. In the event of any related incidents, employees may file complaints through the designated channels. Upon receipt of a report, the responsible department will convene a working group to conduct an investigation and provide relevant findings to the Complaints Committee, ensuring the protection of employees' rights. Furthermore, the company adheres to the principle of non-discrimination, prohibiting biases based on factors such as race, religion, gender, age, belief, political inclination, pregnancy, gender identity, etc., in terms of salary, rewards, training, and promotional opportunities in order to advance the objectives of diversity and gender equality.
- Social Responsibility
Based on the spirit of "taking from society, giving back to society," FORCERA upholds the belief in fulfilling social responsibilities and contributing to the betterment of society. Over the years, the company has regularly donated to nearby communities and Chang-an Elementary School for school anniversary celebrations, sponsored graduation gifts for graduates, and contributed to community festivals, aiming to give back to the local community and promote community development. The company actively encourages all employees to participate in various social welfare activities and community events. Through participation in these activities, not only can they help others and have a positive impact on society, but they can also promote their own health and well-being.
- The Policies of Environmental Protection & Occupational Safety and Health
FORCERA has consistently prioritized social responsibility, environmental protection, energy conservation, and waste reduction, maintaining a steadfast commitment to creating an environmentally and socially responsible operating model. Since 2017, the company has installed a rooftop solar power generation system. Additionally, it has recently implemented waste quartz regeneration projects and annually allocates budgets for measures such as upgrading outdated and energy-intensive equipment in factories. These efforts are aimed at achieving environmental sustainability goals, including reducing energy consumption, recycling resources, decreasing greenhouse gas emissions, effectively utilizing energy, and minimizing product carbon footprints. These initiatives contribute to global carbon reduction efforts, bolster sustainable business practices and development, and enhance international competitiveness. Therefore, the company pledges to adhere to environmental regulations and implement environmental management systems (ISO 14001:2015) and occupational health and safety management systems (ISO 45001:2018). It also commits to policies for reducing environmental pollution, promoting green environmental protection, and managing risks to achieve sustainable development goals, including mitigating global warming, and ensuring a safe and healthy working environment for employees.
- Conflict Mineral Policy
FORCERA is committed to responsible sourcing and avoids the procurement or use of metals sourced from conflict-affected or high-risk areas. The company does not intentionally source or support the use of “conflict minerals” that may be extracted under conditions involving armed conflict, unlawful mining operations, or potentially unethical labor practices. In alignment with the Responsible Business Alliance (RBA) Code of Conduct and the OECD Due Diligence Guidance for Responsible Supply Chains of Minerals from Conflict-Affected and High-Risk Areas, or other equivalent internationally recognized due diligence frameworks, the company conducts supply chain investigations into the origin of minerals used in its products. These include tantalum (Ta), tin (Sn), gold (Au), tungsten (W), cobalt (Co), and mica. This due diligence is undertaken to ensure transparency and accountability in the supply chain and to support ethical and responsible sourcing practices.
