Employees
Phihong believes exceptional talent drives sustainability. We are dedicated to creating a LOHAS (Lifestyles of Health and Sustainability) workplace that respects human rights, fosters employee happiness, and enhances job satisfaction and belonging.
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Human Rights Policy and Management
Human Rights Management Policies and Mechanisms
- Phihong adheres to and follows the United Nations Universal Declaration of Human Rights, the UN Guiding Principles on Business and Human Rights, the International Labour Organization
standards, and the Responsible Business Alliance (RBA) Code of Conduct as the highest guiding principles for human rights protection. - All operational locations of the group strictly prohibit any infringement or violation of human rights and actively implement human rights protection measures.
- Phihong recognizes and complies with relevant local laws and regulations concerning human rights protection at each factory site, thereby promoting awareness of human rights among
employees and stakeholders. - We respect the differences among individuals worldwide and treat all employees with dignity and respect, without discrimination based on race, gender, age, religion, nationality, or political
affiliation.
Internal Implementation Measures
| Item | Content |
| 1. New hires sign the "code of ethics and business conduct". | 1. Labor and Human Rights 2. Health and Safety 3. Environmental Protection 4. Management Systems 5. Business Ethics |
| 2. Interviewees sign the "confidentiality agreement". | For job applicants, we respect and protect the privacy of both parties. We do not disclose any confidential information, trade secrets, intellectual property, or any other information that cannot be disclosed about current or former employers to applicants. |
| 3. All employees sign the "intellectual property and confidentiality agreement" and the "code of conduct". | Intellectual Property and Confidentiality Agreement: Reaffirming relevant laws, both parties agree that any trade secrets of Party A (including all related entities) known or held during the course of employment, as well as any intellectual property rights developed during the tenure with the company, are closely related to the company's interests. Both parties hereby agree to the terms of this agreement. |
| 4. Implement the "rba and code of ethics and business conduct digital course". | Promoting Awareness of RBA Basics and Phihong Corporate Code of Ethics and Business Conduct |
Human Rights Due Diligence
In 2023, following the established human rights due diligence procedures, Phihong conducted investigations to identify potential human rights issues. Through risk assessments, measures were planned and implemented to mitigate or continue improving conditions, fulfilling the commitment and responsibility to uphold human rights.
- Identify Human Rights Risks: Based on international human rights guidelines, gather issues related to fundamental human rights, working conditions, organizational safety, and other human rights concerns to create a list of human rights risk issues.
- Assess Risk Management: Evaluate and discuss issues such as human rights protection, child labor, freedom of assembly and association, discrimination, workplace health, etc., defined as potential risk issues based on the human rights risk issue list.
- Track Risk Improvement: Based on potential human rights issues identified through risk assessment, plan and design human rights due diligence questionnaires, compile results, define human rights due diligence issues, assign responsibilities, propose improvement measures, and track progress.
- Regular Monitoring and Disclosure: Execute this process annually to monitor for new emerging human rights issues, effectively prevent and resolve them, and disclose and explain findings regularly to external stakeholders.
| Human rights issues of concern | Countermeasures |
| Human rights protection knowledge | Phihong responds to and supports international human rights norms, strictly adhering to local laws regarding human rights protection at operational sites. We prohibit any actions that violate human rights, ensuring the protection of human rights and enhancing awareness among employees and stakeholders. We respect the diversity of individuals worldwide and treat all employees with dignity, without discrimination based on race, gender, age, religion, nationality, or political beliefs. |
| Prohibition of child labor | Upon recruitment, we verify identities and ages. During the registration process, we conduct identity card checks in compliance with the Labor Standards Act, International Labour Organization (ILO) guidelines, and labor-related regulations of the production countries. We strictly adhere to not employing individuals below the legal working age, and in 2023, there were no incidents of child labor employment. |
| Working conditions (wages, hours, benefits) | Every employee has the right to fair and living wages. Through labor-management meetings, the company's work rules regarding working hours, rest periods, vacation policies, wages, allowances and bonuses, records, attendance, leave, rewards and disciplinary actions, promotions, hiring, termination, layoffs, resignations and retirements, compensation for work-related injuries and illnesses, and welfare measures are discussed and decided upon. |
| Prohibition of forced labor | Following local labor laws and regulations, we establish employee work hours and statutory holidays. Through the HR attendance system settings, we prevent employees from working overtime and attending work on holidays. We review employees' card-swiping data daily to promptly monitor their attendance status and enhance management's awareness of prohibiting forced labor practices. |
| Eliminate workplace discrimination | Recruitment and employment policies are open and transparent, following a selection process based on company job requirements, considering candidates' work experience, potential, and achievements. We conduct evaluations for recruitment, trials, employment, deployment, allocation, performance reviews, and promotions without discrimination based on race, class, language, ideology, religion, political affiliation, native place, birthplace, gender, sexual orientation, age, marital status, appearance, facial features, or disabilities. In 2023, 3 employees with disabilities were hired. |
| Prohibition of discrimination against indigenous peoples | In 2023, there were no cases involving discrimination against indigenous rights orany human rights-related cases filed through formal mechanisms. Additionally, there were no incidents of violations resulting in penalties, nor were there any reviews or impact assessments related to human rights. Upon joining Phihong, each employee signs a written labor contract on their first day of employment, stipulating that the employment relationship is established based on mutual agreement. These contracts are regularly reviewed and managed to uphold the rights and interests of both labor and management. |
| Eliminating Workplace Misconduct | We declare a "zero tolerance" policy towards workplace misconduct, establishing preventive measures and handling procedures for such incidents. These are outlined in our workplace regulations to maintain a friendly work environment and foster an organizational culture against misconduct. Our aim is to safeguard the equal treatment and personal dignity of all colleagues during their duties. Employees are assured guidelines for preventing and reporting misconduct, and for disciplinary actions. We do not tolerate any misconduct by our management or supervisors, nor do we tolerate any misconduct between colleagues, customers, clients, or strangers towards our employees. |
| Diversified communication channels | 1. Regularly convene labor-management meetings to facilitate open and inclusive communication channels, ensuring bilateral communication mechanisms. Address and vote on various issues related to labor rights, conditions, benefits, systems, employment status, work environment, and promoting labor-management harmony. 2. Utilize communication mechanisms such as "all-staff meetings, employee suggestion boxes, and HR director's mailbox" to ensure all colleagues receive appropriate care and attention. 3. Fully respect employees' freedom of speech, assembly, and association, safeguarding them from retaliation or threats for participating in any activities or organizations. 4. Conduct monthly care interviews with new employees to understand their adaptation to work and life situations, providing timely feedback to department heads and assisting in resolving related issues. 5. Clearly define employee communication channels and complaint mechanisms in the workplace regulations. |
| Work Life Balance and Employee Assistance Program | 1. Arrange for an onsite physician monthly to provide health consultations, and based on employees' health check results, offer comprehensive care and management plans. 2. Provide birthday leave and travel subsidies to allow employees to engage in cultural, artistic, and sporting activities outside of work for holistic well-being. 3. Offer subsidies for departmental gatherings and organize diverse company events to foster camaraderie among colleagues and enhance unity. 4. Provide onsite services for food, clothing, housing, and transportation, creating a diverse workplace environment. 5. Implement employee assistance programs including a health promotion center at the facility, legal counseling services, and policies to prevent and address sexual harassment. |
Responsible Business Alliance (RBA) and SA8000
Phihong upholds its commitment to corporate social responsibility (CSR) and sustainable development, striving to achieve shared value with employees, customers, suppliers, and society. To this end, Phihong implements its CSR practices diligently. In 2022, Phihong became a certified member of the Responsible Business Alliance (RBA), with its Dongguan facility earning a Silver Certification through the RBA VAP audit. Furthermore, Phihong’s Haiphong facility achieved SA8000 certification in 2024. In compliance with SA8000, international conventions, and the United Nations declarations on CSR and labor-related regulations, Phihong developed the “Corporate Social Management Manual” to define its CSR vision and policies.Phihong adheres to the RBA Code of Conduct and SA8000 international social responsibility standards by conducting regular audits to monitor system implementation and manage potential risks, thereby fulfilling its commitment to sustainability.
