Human rights policy

In terms of human rights-related management mechanisms, we require ourselves to meet the objectives and safeguards of protecting work rights, banning employment discrimination, providing a safe and secure working environment, ensuring the minimum notice period for major operational changes complies with the labor laws, and unforced labor.

 

Human rights-related management mechanisms

Protect work rights
We hope to contribute to the economic stability of our society by protecting the work rights of our employees. As of December 31, 2019, we have a total of 1,348 employees. Among them, 1,309 employees are permanent, accounting for more than 97%. We did not hire any contract workers. All employees are provided with all of the rights and interests as specified by the regulations from their first day at Synnex to ensure their employment rights.

 

Anti-employment discrimination
We hire employees and arrange promotions based on work ability, without any discrimination or unfair treatment based on race, class, language, thought, religion, political party, place of birth, gender, appearance, facial features, birthplace, sexual orientation, age, marital status, mental and physical disability, zodiac sign, blood type, or union membership.

 

Provide a secure work environment
To provide employees with a secure work and service environment, we have stipulated a plan to prevent illegal infringements while performing duties to identify and evaluate possible hazardous risks and take preventive measures to avoid physical, mental, or verbal threats and attacks from internal and external personnel when employees are working. We have established measures of prevention, complaint, and punishment of sexual harassment in the workplace, and have set up a Complaints Evaluation Committee to handle sexual harassment complaints and ensure that the work environment for our employees is safe.

 

Minimum notice period for major operational changes complies with the labor laws
Our minimum notice period for major operational changes complies with the Labor Standards Act. We give prior notice before terminating a labor contract. The minimum notice period depends on the employee’s seniority.

 

No compulsory labor
We establish labor-employer relations with our personnel based on mutual respect and trust and are in compliance with the laws and regulations to ensure that there will be no violations of forced labor, slavery, or human trafficking, or illegal employment of child labor.

 

2019 staff composition

Type Category Male Female Total
Number of shareholders % Number of shareholders % Number of shareholders %
Employee type Permanent 755 58% 554 42% 1309 97%
Part time 19 49% 20 51% 39 3%
Contract 0 - 0 - 0 -
Employer-employee contract Permanent (Indefinite contract) 716 57% 545 43% 1261% 96%
Contract (Term contract) 39 81% 9 19% 48 4%
Nationality Taiwanese Citizen 754 58% 554 42% 1308 100%
Foreigner 1 100% 0 0% 1 0%
Age ≤30 years old 201 54% 172 46% 373% 28%
31-50 years old 504 59% 356 41% 860% 66%
≥51 years old 50 66% 26 34% 76 6%
Management Management personnel 118 64% 67 36% 185 14%
Non-management personnel 637 57% 487 43% 1124 86%

1. The number of persons by employee type includes part time personnel; all other disclosures are permanent employees

2. Management personnel is defined as those above the manager level

 

Total number and proportion of newly hired permanent employees in 2019

Gender Age range Number of new recruits Total number of employees Percentage of new recruits
Female ≤30 years old 49 172 12.45%
31-50 years old 20 356
≥51 years old 0 26
Male ≤30 years old 63 201 12.58%
31-50 years old 32 504
≥51 years old 0 50
Total 164 1309 12.53%

 

Total number and proportion of permanent employees who departed in 2019

Gender Age range Number of departing employees Total number of employees Percentage of departing employees
Female ≤30 years old 42 172 16.97%
31-50 years old 50 356
≥51 years old 2 26
Male ≤30 years old 54 201 15.36%
31-50 years old 58 504
≥51 years old 4 50
Total 210 1309 16.04%
回到顶部