Radiant Opto-Electronics' Commitment:
 ⬥ Comply with applicable local laws and regulations, and support internationally recognized labor and human rights standards through concrete actions.
 ⬥ Prohibit forced labor and respect individuals’ freedom of employment.
 ⬥ Prohibit child labor and strictly safeguard the protection of children.
 ⬥ Prohibit discrimination and abuse, ensuring equality, respect, and humane treatment.
 ⬥ Prohibit bribery and conduct business with integrity and honesty.
 ⬥ Refrain from sourcing or using conflict minerals and ensure suppliers comply with legal and regulatory requirements.

 

Human Rights Management Practices

Radiant Opto-Electronics Corporation’s Human Rights Policy applies to the Company and its subsidiaries worldwide, covering all employees, managers and executives, as well as key stakeholders, including suppliers, contractors, customers, business partners, and local communities. The Company is committed to ensuring that its daily operations and business activities are conducted in accordance with internationally recognized human rights principles. Human rights considerations are integrated into operational and business decision-making processes, with ongoing efforts to identify, prevent, and mitigate potential human rights risks.

Radiant is guided by internationally recognized human rights frameworks, including the Universal Declaration of Human Rights, the United Nations Global Compact, and the Responsible Business Alliance (RBA) Code of Conduct. The Company promotes policies and practices related to labor rights and business ethics and regularly reviews key human rights issues, including forced labor, child labor, labor-management relations, human trafficking, freedom of association, working hours and remuneration, non-discrimination, occupational health and safety, and business integrity. Through these efforts, Radiant seeks to strengthen human rights protection and contribute to sustainable development.

In addition, to promote gender equality, workplace safety, and employee dignity, Radiant has established relevant policies and management mechanisms, including the Prevention Program for Unlawful Infringement in the Course of Duty and the Measures for Prevention, Complaint Handling, and Disciplinary Action Against Sexual Harassment. Multiple communication and grievance channels are also available to provide employees with appropriate mechanisms for raising concerns and seeking support. Through these measures, Radiant is committed to safeguarding employee rights and fostering an inclusive, respectful, and supportive workplace.

 

Human Rights Due Diligence

Radiant conducts regular risk identification and assessments in accordance with its Human Rights Due Diligence Process. Through management self-assessments, anonymous employee sampling surveys, and supplier sustainability questionnaires, the Company gathers relevant information from stakeholders across its operations and value chain, including employees and suppliers, to systematically assess potential human rights risks. Through data collection and analysis, Radiant seeks to better understand the human rights issues faced by potentially affected groups. The findings serve as a basis for ongoing human rights risk management and support the development of appropriate prevention, mitigation, and remediation measures.

 

 

 

- Internal Implementation and Monitoring

The scope of Radiant’s human rights due diligence covers the Company’s headquarters and four manufacturing sites in mainland China. Based on the results of its human rights risk assessments, the Company establishes appropriate prevention, mitigation, and remediation measures and regularly monitors their implementation.

Where no significant human rights risks are identified, Radiant continues to strengthen its human rights risk management mechanisms through employee training, awareness programs, and periodic reviews. Where actual or potential adverse human rights impacts are identified, the Company will promptly initiate appropriate investigation, corrective action, and remediation processes. Radiant also maintains ongoing two-way communication with its stakeholders to uphold its commitments under the Human Rights Policy and continuously enhance the effectiveness of its human rights management practices.

 

- Supplier Due Diligence

Radiant Opto-Electronics conducts annual supplier sustainability audits using a questionnaire designed based on the Responsible Business Alliance (RBA) framework. Through the responses from our Tier 1 suppliers, we assess their risk profiles in areas such as human rights, labor rights, and health and safety. High-risk human rights issues identified through these audits are further compiled and analyzed to serve as a basis for subsequent improvement tracking and management guidance, thereby continuously strengthening our supply chain's human rights management and sustainability risk control.

This year, HRDD was conducted for 34 critical suppliers, analyzing 33 topics and identifying 6 high-risk issues. These findings correspond to two of Radiant's six core human rights topics: "Remuneration" and "Safety & Health." Some suppliers showed room for continuous improvement in areas such as labor disciplinary management, fire safety, emergency response, handling of work-related injuries, medical assistance for injured or ill employees, and protection for high-risk tasks.

Specifically, Radiant continues to collaborate with suppliers to optimize their management systems. This includes:

 

- Establishing a written disciplinary policy that complies with legal and human rights requirements, avoiding wage deductions as a form of punishment.

- Configuring appropriate fire detection and suppression equipment based on factory-specific risks, with regular inspections and maintenance.

- Conducting at least one evacuation drill annually to enhance employees' emergency response capabilities.

 

Furthermore, suppliers are required to establish a complete process for reporting work-related injuries, conducting root cause analysis, and implementing corrective and preventive actions. They must also have procedures in place to ensure that injured or ill employees receive appropriate medical assistance promptly. For employees exposed to hazardous work environments, suppliers must provide effective protective measures and suitable Personal Protective Equipment (PPE) based on risk assessments and ensure proper training and management to reduce occupational accidents and health risks.

Radiant Opto-Electronics will continue to track the progress of these improvements through our supplier sustainability audit mechanism. We will provide communication and guidance as needed to assist suppliers in progressively refining their human rights and occupational health and safety management systems, thereby enhancing the overall human rights performance of our supply chain.

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Labor Human Right (LHR) Commitments

[Radiant Opto-Electronics Operating Locations]

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 local labor 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 2025, 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 an employment agreement, ensuring that all employment agreements are made under mutual consent and free will. In 2025, 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.

 

[Radiant Opto-Electronics Suppliers]

Upstream suppliers in Radiant Opto-Electronics’ value chain are primarily concentrated in the manufacturing and raw material supply sectors, which are often located in countries and regions where the enforcement of labor regulations may be relatively weak. To eliminate the use of child labor and prevent all forms of forced labor, Radiant Opto-Electronics requires all suppliers to comply with the ROE Supplier Code of Conduct. The Company also conducts annual on-site audits of suppliers identified as potential high-risk through ESG self-assessment questionnaires to ensure full compliance with international labor standards and to prevent any unlawful practices. For more details on supplier human rights due diligence, please refer to Section 3.4 “Supplier Sustainability Management.”

 

Respect for labor human rights

Radiant Opto-Electronics places great importance on the management of human rights issues and regularly reviews the progress of its human rights policies. Regarding core labor rights, we ensure the prohibition of forced labor and child labor, and guarantee fair working hours, wages and benefits, human rights protection, non-discrimination, and freedom of association. Our policy explicitly prohibits the employment of child labor under the age of 16, and any practice that could lead to the employment of children is strictly forbidden. All employment contracts between Radiant Opto-Electronics and its employees are in full compliance with relevant local laws and regulations. In the event of mass layoffs, the notice period will be in accordance with relevant local labor laws, and consultations will be held prior to any dismissals. We respect the rights of our employees and provide necessary support and assistance. In accordance with Taiwan's "Act for the Protection of Workers from Mass Redundancy," the company will submit a layoff plan to the competent authorities and notify relevant parties or personnel at least 60 days prior to the date of the mass layoff.

Furthermore, Radiant Opto-Electronics has actively established a comprehensive working hours management system. Employees' working hours shall not exceed the maximum limit prescribed by local laws in the country of operation. Additionally, the standard work week shall not exceed 40 hours. If overtime is required, the extended working hours shall not exceed 46 hours per month. Employees are entitled to at least two rest days in every seven-day period. We guarantee paid annual leave, minimum wage, overtime pay, and other statutory benefits. Wages paid to employees must comply with all applicable local laws and adhere to the principles of equal pay for equal work and equal pay for work of equal value. We also take into consideration whether wages are sufficient to maintain a decent standard of living (i.e., a living wage). Under Radiant's compensation policy, salary is not differentiated based on gender, religion, race, nationality, or political affiliation. Radiant Opto-Electronics is dedicated to safeguarding human rights. Our human rights policies apply to all our daily operations and business activities. We expect our suppliers, business partners, and customers to adhere to the same standards, and we work to eradicate any acts that infringe upon or violate human rights.

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Educational Training on Human Rights

All employees across the Radiant Opto-Electronics Group receive annual training on the RBA Code. 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 2025, a total of 1,044 training sessions were completed in Kaohsiung plant, achieving a 100% employee participation rate.

Note: At this stage, participation in human rights education and awareness training courses at the China plants is encouraged on a voluntary basis. Therefore, the number of participants and participation rate for the related training cannot currently be statistically compiled. Going forward, the Group will continue to strengthen human rights awareness and education across all plant sites.

 

Rights 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 2025, all Group's security personnels have completed the required education and training, totaling 1,068 hours.

 

【Highlight Case - Zero Tolerance for Harassment and Discrimination】

To prevent unlawful infringement in the workplace, Radiant Opto-Electronics has explicitly defined regulations under the "Directions for Prevention and Management of Unlawful Infringement in the Performance of Duties" and "Regulations for Establishing Measures of Prevention, Correction, Complaint and Punishment of Sexual Harassment at Workplace." 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.

Radiant Opto-Electronics Harassment and Discrimination "Zero Tolerance" Implementation

 

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Labor Relations and Communication Mechanism

Radiant Opto-Electronics places great importance on stable and positive labor-management relations, and has established diverse and institutionalized communication channels, including formal grievance mechanisms and routine communication platforms, to enhance internal feedback and improve the efficiency of issue resolution. Dedicated employee related party personnel were assigned at each plant. Through regular and ad-hoc interview mechanisms, they proactively attended to employees' physical and mental well-being and identified potential risks at an early stage.

In 2025, the Taiwan plant handled 45 complaint and inquiry cases, and the Mainland China plant handled 676 cases. The entire Group total was 721 cases, and the case closure rate reached 100%. All cases were completed within a reasonable timeframe, and no material labor-management disputes occurred during the year. In addition, no incidents of infringement of indigenous equity occurred in 2025.

 

 

 

Radiant Opto-Electronics complies with legally mandated labor rights and respects employees’ rights to collective agreement, as well as freedom of assembly and association, without interference or involvement by the Company. Although a labor union has been established, no collective agreement has been signed, as the union has not requested negotiations with the Company to date. However, labor-management meetings are still convened quarterly in accordance with the law, and effective internal communication channels have been continuously strengthened over the years. As of the end of 2025, a total of 8,021 employees across the Group are union members, representing 72.96% of total full-time employees (excluding dispatched workers and interns).