Employee Policy
Human Rights Declaration
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:
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No child labor |
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Comply with local minimum age laws and requirements and do not employ child labor. |
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Minimum wages |
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Compensate our employees with wages and benefits that meet or even exceed the local legally required minimum. |
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Working hours |
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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. |
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Non-discrimination |
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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. |
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No harsh or inhumane treatment |
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Prohibit physical abuse, harassment or the threat of either. |
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Freely-chosen employment |
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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. |
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Health and Safety |
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Provide all our employees with a healthy and safe working environment with mutual trust and respect. |
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Employee training and development |
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Provide facilities, training programs, time and subsidies to support our employees'' career development. |
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 2021:
| Region |
Headquarters |
China |
EMEA |
America |
APAC |
| Total number of hours in the reporting period devoted to training on human rights policies |
175,593 |
14,247.72 |
6,769 |
2,281 |
10,552 |
| % of employees trained in Human Rights policies or procedures concerning aspects of Human Rights that are relevant to operations |
99.42% |
99.65% |
94.9% |
96.8% |
93.0% |
ASUS Human Rights Statement
Freedom of Association
| Region |
Headquarters |
China |
EMEA |
America |
APAC |
Total |
| % of Employees Represented by An Independent Trade Union |
0% |
81.3% |
32.2% |
21.8% |
0% |
23.2% |
Each subsidiary complies with the collective bargaining agreement in accordance with national laws and regulations. ASUS Employees represented by an independent trade union is
23.2% in 2021.
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 8 representatives from the labor side and 8 representatives from ASUS. The labor representatives are assigned by all employees.
Human Rights - Due Diligence Process and Assessment
ASUS proactively conduct an assessment of potential human rights issues once per year, including child laborers, physically and mentally challenged persons, foreign employees and employees. Based on our Human right Policy and Employee Code of Conduct, we executed due diligence process and assessment and then trace and take remediation actions if there is any high risk event happened. There is no incident of human rights violations in 2021.
Self-inspection Framework
Human Rights Committment_Assessment and Administration in 2022
Employee Code of Conduct
Ethics and integrity have always been the most important core value of ASUS Group corporate culture. We embody the five virtues "humility, integrity, diligence, agility, and courage" to be the social and personal consensus of our people, as well as to meet one of ASUS' business philosophies "Commit to integrity and diligence; focus on fundamentals and results".
ASUS 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(F2-030 Rev. 7)
Work Rule-Service Rules(Rev. 8) is the latest version released in 2019.
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.
Whistleblowing Channels and Procedures
For detailed instructions for reporting, please visit "Internal Audit" under "Corporate Governance" on the Investor Relations website.
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.
In 2021, there was 1 violation in ASUS Group and the violator was dismissed based on the severity of the violation in accordance with ASUS' internal regulations in the "Work Rule" and "Employee Code of Conduct". We also immediately requested relevant units to review improvement measures, including the establishment of "Software Outsourcing Management", defining work procedures for price comparison, negotiation, and acceptance of work content, and clearly defining guidelines on the collaboration model and review mechanisms for entering software outsourcing contracts.
Regarding business partners, ASUS requests that they sign the "Code of Conduct Compliance Declaration." We will take necessary legal actions in accordance with the provisions of the conduct against partners who violate the anti-bribery and anticorruption policy and thus cause damages to the business.
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.
ASUS annually review the content of "Employee Code of Conduct" to ensure it is in line with our policies and government regulations.
All ASUS employees are required to take the "Employee Code of Conduct" training every year. A systematic annual training mechanism was established to remind employees to review the code of conduct from time to time, ensuring ASUS’ sustainable operation. The percentage of completing the training in 2020 is 99.94%.
In the event of any breach of code of conduct is occured, we will announce the case at http://mops.twse.com.tw/mops/web/t05sr01_1.
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.