Our company adheres to the principles of the internationally recognized United Nations Universal Declaration of Human Rights and the International Labour Organization’s Core Conventions. We are committed to upholding the fundamental human rights of our employees within the scope of our operations. We regard our employees as our most valuable asset and firmly oppose any form of discrimination, oppression, or harassment. We have integrated human rights policies into the core values of our corporate sustainability and governance.

We are committed to fostering an inclusive, diverse, equitable, and welcoming workplace environment. In all aspects of employment—including recruitment, hiring, compensation, benefits, training, performance evaluation, and promotion—decisions are made based on objective criteria such as knowledge, skills, experience, educational background, and relevant certifications, ensuring equal opportunity for all employees.

Favite firmly commits:

• Anti-Discrimination: We will never discriminate against employees based on non-work-related factors such as gender, age, race, skin color, nationality, place of birth, religious beliefs, physical or mental disabilities, marital status, political views, or union membership. We commit to implementing the principle of equal pay for equal work, ensuring that employees performing the same duties or possessing equivalent competencies receive fair and competitive compensation.
• Prohibition of Child Labor: We strictly comply with all applicable national laws and regulations and absolutely do not employ child labor.
• Against Forced Labor: Employees enjoy full freedom of movement and association. We strictly prohibit any form of forced labor or contractual bondage. All employees retain the right to terminate their employment contract at any time.
• Zero Tolerance for Sexual Harassment and Unlawful Acts: Our company has publicly disclosed its sexual harassment prevention measures, complaint procedures, and disciplinary guidelines. We conduct regular prevention training and maintain a dedicated hotline and email address to ensure all complaints are handled fairly, confidentially, and promptly.
• Personal Data Protection: Our company commits to complying with the Personal Data Protection Act and relevant laws and regulations, ensuring that the collection, processing, and utilization of personal data adhere to the principles of legality, fairness, and transparency. We will implement appropriate security measures to protect employees’ personal privacy and grant employees the rights to inquire about, correct, and delete their personal data.

Complaint Mechanism:

We have established a confidential and accessible complaint and grievance process to ensure that employees who experience discrimination or unfair treatment receive prompt, impartial, and confidential investigation and resolution.

The 2025 survey was conducted anonymously throughout the entire process—including questionnaire design, distribution, and data analysis—to ensure the impartiality and confidentiality of feedback.
This survey covered eight key dimensions—Workplace Experience, Compensation, Development Opportunities, Leadership, Collaboration, Advocacy, Sustainability, and Engagement—to comprehensively evaluate the company’s performance in organizational culture, managerial leadership, talent development, and employee participation.
Response Rate: 98.9%
Average Score: 4.63 (out of 6)
Overall results indicate sustained high levels of employee satisfaction with Jingcai’s organizational climate and career development opportunities. Based on these findings, the company has identified three key areas for enhancement to continuously optimize the “Favite Workplace Experience.”

Key Improvement Areas Identified in Employee Satisfaction Survey:

I. Deepening Diverse Communication and Transparent Governance

• • Regularize two-way communication: Establish diverse feedback and grievance channels, promote regular communication meetings between managers and teams, enabling employees to better understand corporate strategies and operational policies.
  • Interactive Information Platform: Establish a “two-way interactive platform” to provide public responses to employee policy proposals, thereby implementing a culture of real-time, transparent corporate communication.

II. Digital Empowerment and Individualized Career Development (IDP)

• • Mentoring Program: Continuously advancing the On-the-Job Training (OJT) professional mentoring system, where seasoned managers pass on technical expertise and experience to guide high-potential talent in their early career development.
  • Industry-Academia Collaboration and Professional Transformation: Leveraging industry-academia resources and integrating the Individual Development Plan (IDP) mechanism, we provide training in key areas such as semiconductor manufacturing processes, AI algorithms, and smart manufacturing to help employees stay abreast of industry trends.
  • Digital Learning Transformation: By implementing a digital learning platform, employees can independently select specialized learning paths tailored for either “technical roles” or “management roles” based on their competency gaps, enabling real-time learning and continuous professional development.

III. Comprehensive Care and Well-being Support

Favite Brilliance is committed to fostering a secure and balanced workplace environment, offering enhanced benefits that exceed legal requirements. We provide comprehensive care for every team member—from physical and mental wellness to family support and career development.

• • Enhanced Benefits: New hires receive a “4-Day Newcomer Energy Leave” upon joining. We offer “Marriage Leave,” “Prenatal Checkup Leave,” “Prenatal Accompaniment and Paternity Leave,” and “Family Care Leave” that exceed legal requirements, providing greater support during life’s important milestones.
  • Growth and Social Responsibility: Introducing “Growth Recharge Leave” and “Paid Volunteer Leave” to encourage employees to invest in themselves and engage in social causes, thereby strengthening personal resilience and corporate sustainability.
  • Parenting Support: To assist colleagues caring for young children (ages 0–6), we provide a monthly “Parenting Support Allowance” of NT$2,500 per child. This tangible support helps alleviate childcare burdens, enabling employees to balance work and family responsibilities.

Favite believes that the core of sustainable operations lies in “putting people first.”

Moving forward, the company will continue to review and refine its organizational culture and benefits policies based on employee feedback and market trends, fostering a workplace that thrives on trust, shared success, and a dynamic learning environment.

Our company actively responds to government policies by promoting an innovative and inclusive workplace environment. We are committed to providing equal employment opportunities for individuals with disabilities or from disadvantaged groups, offering necessary reasonable accommodations and assistance to ensure every employee can fully realize their potential in an equitable workplace.

Regarding employment practices for individuals with disabilities, the company’s hiring status over the past three years is as follows: In 2024, one employee with disabilities was hired. However, due to personal career planning and other factors, the number of employees with disabilities on staff in 2025 was zero. The company will continue to monitor recruitment, hiring, and retention of individuals with disabilities, striving toward a more inclusive workplace.

To date, the company has never experienced any incidents involving violations of employees’ labor rights or human rights. In fiscal year 2025, there were zero complaints regarding human rights-related discrimination.

Simultaneously, we regard information security as the foundation for safeguarding employee trust. To ensure all staff members understand personal data protection regulations and fulfill their information security responsibilities, the company launched a mandatory general education training program on information security and personal data protection in 2025. This program was designated as a required course for all employees, with a total of 163 participants completing 489 training hours.

To uphold our commitment to a zero-tolerance policy on sexual harassment, our company has actively promoted sexual harassment prevention education and awareness since 2024, designating it as a mandatory core course for all employees. The curriculum covers relevant regulations, complaint procedures, and case studies, aiming to enhance employees’ ability to recognize and respond to such incidents. In 2025, this training reached a total of 89 participants, accumulating 183.5 hours of instruction. We will continue to foster a harassment-free, mutually respectful workplace through regular training and accessible complaint channels.

Pursuant to Article 19 of the Articles of Incorporation, should the Company generate profits in any fiscal year, it shall allocate ten percent thereof as employee compensation to share the results with colleagues. The Board of Directors shall resolve to distribute such compensation in the form of stock or cash. Recipients may include employees of controlling or subsidiary companies meeting specified criteria, with no less than twenty percent allocated for distribution to frontline employees. The Company may allocate up to 2% of the aforementioned profit amount as director compensation, subject to Board resolution. Proposals for employee and director compensation distributions shall be reported to the shareholders’ meeting.

However, when the Company has accumulated losses, the amount required to offset such losses shall be reserved first, followed by the allocation of employee and director compensation according to the aforementioned ratios.

Additionally, we have implemented various employee incentive programs, such as patent proposal bonuses and patent approval bonuses, to encourage colleagues to actively pursue innovative thinking and motivate them to strive collectively toward achieving the company’s goals.
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Favite firmly believes that the “safety” and “health” of our employees are the company’s most valuable assets. We have formally passed the ISO 45001:2018 international occupational health and safety management system certification on December 12, 2025, and expect to obtain the certificate in February 2026. We have not only established requirements compliant with international standards but are also committed to effectively managing occupational safety and health risks. Through continuous performance improvement, we strive to create a safe, healthy, and accident-free work environment for all employees.

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Specific Protective Measures and Health Management

1. Safety inspections and protective measures for employee workplaces: In accordance with the Building Act and the Building Public Safety Inspection Certification and Declaration Regulations, the office premises and factory areas undergo regular building public safety inspections to ensure that the office space is legal and safe.
2. Employee health protection measures: In accordance with the Labor Health Protection Regulations, annual occupational health checkups for all employees and contractors are conducted to meet legal requirements.
3. Fire safety protection measures for office premises and manufacturing plants: In accordance with the Fire Protection Act and its implementing regulations, annual fire inspections of office premises are conducted and reported to the fire department as required.
4. Emergency response measures and training for employees in case of fire and disasters: In accordance with the Fire Protection Act, employees participate in self-rescue fire drills and first aid training twice a year to ensure they have good disaster relief and response capabilities.
5. Electrical safety measures for employee office spaces: In accordance with the Occupational Safety and Health Act, a professional electrical consulting company is regularly engaged to obtain electrician licenses and conduct monthly electrical equipment safety inspections to ensure the safety of electrical use in employee offices.
6. Training and protection measures for employee safety and health education: In accordance with the Occupational Safety and Health Education and Training Regulations, new employees are required to undergo safety and health education and training to ensure that they have sufficient safety knowledge to prevent occupational accidents upon joining the company.
7. Training of qualified operators for dangerous machinery and equipment in manufacturing plants: To ensure that employees can legally and safely use and operate hoisting equipment in the factory, it is mandatory to send employees to qualified occupational safety and health training institutions for training and obtain a certificate before operation to ensure employee safety.
8. Air quality testing of the working environment in office spaces: To ensure the air quality of the working environment for employees, a qualified environmental testing company is regularly engaged to conduct periodic air quality tests.