Employee Policy

Employee Policy

Employee Policy

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Talent management is the most important factor that empowers the world's top companies to outperform their peers. Critical talents are an important strategic resource for enterprises, and they are enterprise value creators and an important cornerstone for companies' continuous operation and growth. Considering its employees as its most important assets, ASUS works with them to elaborate on collective wisdom and develop potential and professional interest of individual and team. We shape the corporate culture, cultivate key talents, acquire technologies and capabilities in key areas. We also create an open and innovative R&D culture and a creative environment to stimulate the vitality and imagination of our employees.

Structure of Manpower

ASUS has established operating bases in more than 70 countries around the world, including Asia-Pacific region, Europe, Americas and Africa. The number of global employees is about 15,400, including about 7,400 in Taiwan where the head office is located and about 8,000 in the overseas regions. In IT industry most employees are male, but there is no employment discrimination or any unfair treatment due to gender.

Global
Workforce

Female Share of Total Workforce

Females in Management Positions

Global
Workforce

Female Share of Total Workforce

Females in Management Positions

Global
Workforce

Female Share of Total Workforce

Females in Management Positions

Global Workforce

Female Share of Total Workforce

Females in Management Positions

Human Rights Policy

ASUS is in line with the UN Global Compact (UNGC), the UN Universal Declaration of Human Rights and the International Labor Organization (ILO) and other international guidelines. We do not discriminate against people based on race, sex, age, political affiliation, religion, and disability status. We follow the local minimum age requirement, local regulations, Responsible Business Alliance (RBA) and other relevant provisions as well as announce our Declaration on Human Rights policy in accordance to the United Nations Universal Declaration of Human Rights. ASUSTeK Declaration on Human Rights policy is as follow:

No child labor

Comply with local minimum age laws and requirements and do not employ child labor

Minimum wages

Compensate our employees with wages and benefits that meet or even exceed the local legally required minimum

Working hours

Provide employees with periodic holidays with pay. Do not force our employees to work more than the maximum hours of daily labor set by local laws. Comply with overtime pay requirements or compensations where required

Non-discrimination

Prohibit discrimination based on race, color, age, gender, sexual orientation, ethnicity, religion, disability, union membership or political affiliation. All are entitled to equal protection against any discrimination

No harsh or inhumane treatment

Prohibit physical abuse, harassment or the threat of either

Freely-chosen employment

Ensure no forced, bonded or involuntary prison labor is used in the production of ASUS products or services. Ensure that the overall terms of employment are voluntary

Health and Safety

Provide all our employees with a healthy and safe working environment with mutual trust and respect

Employee training and development

Provide facilities, training programs, time and subsidies to support our employees' career development

Respect for human rights is an ASUS core value that is reflected in our corporate Code of Conduct policies, which apply to all global operations, including our supply chain. All ASUS employees are respected and treated fairly, and ASUS requires its suppliers to comply with all relevant legal, social and environmental standards.

Education training data

ASUS conducts human rights related education and training for employees worldwide to ensure that they are aware of ASUS' human rights policy. Below is the training data in 2022:

Headquarters

Total number of hours in the reporting period devoted to training on human rights policies
32,068
hrs

China

Total number of hours in the reporting period devoted to training on human rights policies
18,473
hrs

EMEA

Total number of hours in the reporting period devoted to training on human rights policies
2,281
hrs

America

Total number of hours in the reporting period devoted to training on human rights policies
8,839
hrs

APAC

Total number of hours in the reporting period devoted to training on human rights policies
6,769
hrs

Freedom of Association

Each subsidiary complies with the collective bargaining agreement in accordance with national laws and regulations. ASUS Employees represented by an independent trade union is 26.4% in 2022.

ASUS TW does not have a labor union in place. ASUS allows its employees to form a labor union, but the employees did not voluntarily demand for a labor union, and it is not a compulsory requirement to have a labor union set up. In order to coordinate the labor-management relationship, promote labor-management cooperation, and increase work efficiency in TW, ASUS hold a labor-management conference once a season. There are with 10 representatives from the labor side and 8 representatives from ASUS. The labor representatives are assigned by all employees.

0

%

Headquarters % of Employees Represented by An Independent Trade Union

38.4

%

China % of Employees Represented by An Independent Trade Union

35.2

%

EMEA % of Employees Represented by An Independent Trade Union

21.1

%

America % of Employees Represented by An Independent Trade Union

0

%

APAC % of Employees Represented by An Independent Trade Union

13.5

%

Total % of Employees Represented by An Independent Trade Union

Employee Code of Conduct

SUS formulated the "Employee Code of Conduct" based on the Code of Conduct by the Responsible Business Alliance (RBA) and "Corporate Governance Best Practice Principles for TWSE/GTSM Listed Companies." The Employee Code of Conduct includes but is not limited to corruption and bribery, insider trading, intellectual property rights, and the proper preservation and disclosure of information. We created the online Employee Code of Conduct course, which is mandatory for all employees and is required to be retrained every year, hoping they will demonstrate high ethical standards in their actions. Questions regarding the contents of the code and its legality can be directed to the legal department for interpretations. In addition, ASUS formulates "Work Rule” that all employees shall abide during the terms of their services.

ASUS Employee Code of Conduct Service Rules

01

Anonymous reporting

02

Conflict of interest

03

Environmental health and safety

04

Intellectual property

05

Money laundering and insider trading

06

Regulation and compliance

07

Information security

08

Corruption and bribery

09

Discrimination

10

Anti-trust anti-competitive behavior

Whistleblower System

ASUS has always engaged in all business activities with honesty and forbids corruption and any form of fraud. With a system of rewards and punishments, we make sure that employees do not accept any type of fraud regarding demands, contract, bribery, or any other improper benefits. Should anyone discover a potential violation of the Employee Code of Conduct of ASUS employees, a report can be made to us through our public mailbox, audit@asus.com. In accordance with the Occupational Safety and Health, the Sexual Harassment Prevention Act, and the Personal Data Protection Act, any personal information and other full-funded identification information of the whistleblower shall be kept confidential and shall not be provided to third parties not related to the investigation. In order to avoid unfair and unfavorable treatment, the whistleblower can also propose necessary precautions against possible damage in accordance with the law.

For detailed instructions for reporting, please visit "Internal Audit" under "Corporate Governance" on the Investor Relations website.

Step1.

Reporting

  • Violation of Code of Conduct (audit@asus.com)
  • Complaints of Unlawful Infringements in the Workplace (6666@asus. com) (Dedicated-line: #26666)

Step2.

Clarification, Acceptance and Investigation

(Audit Office, Human Resource)
  • Case Investigation
  • Evidence Search, Clarification, and Verification

Step3.

Settlement

(Committee, Human Resource)

Violation of Code of Conduct

  • Hold the meeting
  • Base on “Employee Code of Conduct” and “Work Rule” to make decision
  • Periodically report to the Board of Directors regarding the investigation result and the measures taken

Committee of Unlawful Infringements

  • Hold Committee of Unlawful Infringements Meeting
  • Base on “Employee Code of Conduct” and “Work Rule” to make decision

Step4.

Corrective Measure

(Case Unit, Human Resource)
  • Request relevant units to internally review the causes of violations and submit improvement reports
  • Revise internal and external management policies and improve internal processes
  • Strengthen internal and external education and training to avoid similar incidents from happening again

Regarding cases that violate the "Code of Ethical Conduct", they will be dealt with appropriately based on the severity. ASUS will severely punish illegal acts and transfer them to judicial authorities for investigation if necessary.

ASUS has 1 violation of the Code of Ethical Conduct for Employees in 2022. In accordance with ASUS's internal regulations "Code of Ethical Conduct for Employees" and "Work Rules", dismissal will be imposed and legally prosecuted to recover improper benefits. In the future, in addition to strengthening the management of bank receipts and stamp usage, a double verification mechanism will also be established and online banking operations will be introduced to eliminate manual modification operations.

Bribery and Anti-Corruption Principle

  • ASUS employees must not offer or give bribes to public officials and must never engage in or facilitate corrupt practices in any pattern.
  • ASUS employees must not contribute to illegal political donations, improper charitable donations, or improper sponsorship.
  • These anti-corruption requirements are applicable to all agents and contractors of ASUS, including but not limited to, the contractors and consultants. It is ASUS’ policy that ASUS would cease engagement with those agents or contractors who was likely to bribe when dealing with ASUS’ affairs on behalf of ASUS.
  • Giving a gift or entertainment, to public officials on behalf of ASUS shall be subject to Legal Affairs Center’s review.

Workplace Violence and Sexual Harassment Prevention Management Standard

ASUS promises to establish a friendly working environment, enhance the concept of gender equality among employees, protect employees, job seekers or service personnel from the threat of sexual harassment, and prevent the occurrence of sexual harassment incidents.

ASUS formulates Illegitimate Invasion and Workplace Violence Management Standard(F2-047) and Sexual Harassment Prevention Management Standard (F2-031).

In the event of illegitimate invasion, employee could file a consultation and complaint through workplace violence and sexual harassment prevention through 6666@asus.com. ASUS will immediately start the investigation and processing mechanism upon receiving such complaints filed by the employee.

The workplace violence and sexual harassment prevention hotline 6666@asus.com is a confidential and private reporting channel.

The company's workplace violence consultation and complaint channels:

  • Complaint hotline: 02-2894-3447 ext. 26666
  • Appeal special fax: 02-2893-1687 ext. 26666
  • E-mail for appeal: 6666@asus.com