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, 2021, we have a total of 1,280 employees. Among them 1,245 employees are permanent, accounting for more than 97%. We did not hire any dispatched 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.

 

2021 staff composition

Type Category Male Female Total
Number of shareholders % Number of shareholders % Number of shareholders %
Employee type Permanent 719 58% 526 42% 1245 97%
Part time 17 59% 18 51% 35 3%

Dispatched

0 - 0 - 0 -
Employer-employee contract

Permanent (non-fixed term  contract)

679 57% 517 43% 1196 96%
Contract (fixed term  contract) 40 82% 9 18% 49 4%
Nationality Taiwanese Citizen 718 57% 526 43% 1244 100%
Foreigner 1 100% 0 0% 1 0%
Age ≤30 years old 146 52% 135 48% 281 23%
31-50 years old 510 59% 360 41% 870 70%
≥51 years old 63 67% 31 33% 94 8%
Management Management personnel 109 60% 72 40% 181 15%
Non-management personnel 610 57% 454 43% 1064 85%

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 2021

Gender Age range Number of new recruits Total number of employees Percentage of new recruits
Female ≤30 years old 42 135 9.5%
31-50 years old 8 360
≥51 years old 0 31
Male ≤30 years old 51 146 11.3%
31-50 years old 30 510
≥51 years old 0 63
Total 131 1245 10.5%

 

Total number and proportion of permanent employees who departed in 2021

Gender Age range Number of departing employees Total number of employees Percentage of departing employees
Female ≤30 years old 40 135 14.6%
31-50 years old 35 360
≥51 years old 2 31
Male ≤30 years old 51 146 15.6%
31-50 years old 55 510
≥51 years old 6 63
Total 189 1245 15.2%
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