Radiant Opto-Electronics Human Rights Policy

Radiant Opto-Electronics strictly complies with the laws and regulations of all regions where it operates, and adheres to international human rights standards such as the Responsible Business Alliance (RBA) Code of Conduct, SA8000 Social Accountability Standard, International Labour Organization (ILO) conventions, and the Universal Declaration of Human Rights. Based on these frameworks, the company has established the "Radiant Opto-Electronics Human Rights Policy" and "Supplier Code of Conduct" to prevent any form of human rights violations and to uphold the rights and interests of all employees.

Compliance with Responsible Business Alliance Code of Conduct

Radiant Opto-Electronics Corporation adheres to the "Responsible Business Alliance Code of Conduct," which serves as a reference point for strengthening our own management system. Each year, we conduct self-reviews are conducted and cooperate with customer audits. We strive to ensure that we provide suitable and compliant working conditions and environments that enable every one of our employees to achieve self-development and self-realization. Our goal is to create a workplace that fosters growth and fulfillment for all members of our team.

Labor Human Right (LHR) Commitments

The Corporation upholds the Company respect freedom of employment for all employees and strictly prohibits any form of forced or compulsory labor throughout our entire operation. Our labor standards in the Company are set in compliance with Taiwan's "Labor Standards Act" and China's "Labor Law," "Special Protection Provisions for Juvenile Workers," "Labor Contract Law," and other relevant laws and statutory regulations pertaining to human resources planning. We have established management mechanisms are in place to ensure the implementation of labor human rights (LHR) commitments.

In addition, Radiant Opto-Electronics is firmly committed to never employing child labor under the age of sixteen and has never engaged in such practices. The Company's "Recruitment and Appointment Management Measures" explicitly require age and identity verification for all job applicants. In 2024, none of Radiant’s plants employed individuals under the age of sixteen, including those hired through industry-academia collaboration programs or summer internships.

To safeguard the employment rights of both labor and management, all new hires are required to sign a written employment agreement on their first day, ensuring that all employment agreements are made under mutual consent and free will. In 2024, the signing rate reached 100%, with no instances of forced or coerced labor. Radiant Opto-Electronics’ remuneration policy ensures that salaries are not influenced by differences in gender, religion, ethnicity, nationality, or political affiliation.

Educational Training on Human Rights

All employees across the Radiant Opto-Electronics Group receive annual training on the RBA Code and Business Ethics (including anti-corruption). Each training includes a detailed explanation of the policies and requires participants to pass a post-training assessment, ensuring a thorough understanding of the RBA principles and how they relate to both individual responsibilities and company-wide practices. In 2024, a total of 38,438 training sessions were completed, achieving a 100% employee participation rate.

Security Practice Assessment

To maintain safety and order of the plants area, Radiant Opto-Electronics Corporation has established security personnel, including both self-organized members within the Group and outsourced personnel, to maintain safety and order in the plants area. To ensure that security personnels have a clear understanding of the Corporation's system, rules, and details, the relevant department arranges a one-hour education and training session on a monthly basis. The training program covers a range of topics, including an overview of security personnel duties, anti-discrimination policies, workplace violence incident response procedures, and reporting protocols. As of 2024, all Group's security personnels have completed the required education and training, totaling 1,200 hours.

【Highlight Case - Zero Tolerance for Harassment and Discrimination】

To prevent workplace violence, Radiant Opto-Electronics has explicitly defined regulations under the "Workplace Violence Prevention Measures Management Policy" and "Sexual Harassment Prevention Measures Management Policy." These have been signed by the highest management level, demonstrating a "zero tolerance" commitment to protect all employees from physical or mental harassment and illegal discrimination during the performance of their duties. Radiant Opto-Electronics does not tolerate any acts of workplace bullying by any managerial staff, nor any incidents of violence or harassment against Radiant Opto-Electronics employees by colleagues, visitors, or strangers.

Labor Relations and Communication

Talent is one of Radiant Opto-Electronics’ most valued assets. The company views harmonious labor-management relations as a key driver of growth and progress. To foster internal consensus, Radiant provides both formal and informal communication channels such as "New Employees Seminar," "Employees Hotline," "Employee Suggestion Box," and "Employee On-Site Consultation" to address issues Additionally, each factory is equipped with a dedicated employee relations officer who conducts periodic random telephone interviews from time to ensure the physical and mental well-being of employees.

In 2024, a total of 798 employee inquiries or concerns were received through communication channels, 8 cases from plants in Taiwan and 790 cases from plants in China. Communication channels remain unimpeded, and all employee feedback and inquiries are being promptly resolved on the spot. The settlement rate for each factory was 100%, and there were no significant labor disputes.

Radiant Opto-Electronics upholds all labor rights granted by law, respecting employees' freedom of association and collective bargaining. The Company does not interfere with or influence such activities. Labor unions have been established at all operational sites, and labor-management meetings are held quarterly in accordance with legal requirements. Internal communication has remained smooth over the years. As of the end of 2024, a total of 8,091 employees—representing 72.3% of the company’s formal workforce (excluding contract workers and interns)—were union members across the Group.

Employee Engagement Survey

Upholding the core spirit of “People-Centred”, Radiant Opto-Electronics is dedicated to creating a friendly and cohesive workplace environment, treating employees’ voices as essential nourishment for the organisation’s continuous growth. Since implementing the “Employee Engagement Survey” system in 2024, we have carried it forward into 2025, aiming to use data to gain insights into employees’ commitment to work and their identification with the company, serving as an important basis for refining our corporate culture.

Engagement Improvement Reflects Positive Team Growth

In 2025, a total of 1,019 questionnaires were distributed, with an overall response rate of 93.5%.
The overall engagement score rose from 3.82 in 2024 to 3.93 in 2025—an increase of 0.11 points (+2.88%)—demonstrating that the company’s efforts in driving management systems and an employee participation culture are effective.

Listening to Voices, Moving Forward Together

At Radiant, we believe every opinion deserves to be seen. The engagement survey is more than just data — it is a thermometer of employees’ hearts, reminding us to keep listening and to respond through action.
Based on the survey outcomes, we will undertake the following efforts:
1.Making communication warmer：We will integrate feedback into manager training to ensure every supervisor can respond and care more promptly, turning dialogue into a bridge of connection.
2.Accompanying your growth journey：Through optimising our credit-based system and competency training, we will help everyone clearly see their growth trajectory and achievements, so that effort is visible and acknowledged.
3.Building a safe, inclusive workplace：We will promote cross-department interaction and employee activities, encourage open discussion and diverse participation, so that every voice may be respected and the sense of belonging deepened.