REPON SLIDES

REPON is a member of the Responsible Business Alliance (RBA) and is committed to upholding human rights policies, which include the following key human rights standards:

*Prohibition of Forced Labor

REPON strictly prohibits the use of forced labor, including labor obtained through coercion, guarantees (such as debt bondage), or contractual obligations. This includes the use of intimidation, coercion, threats, kidnapping, or fraud to transport, harbor, recruit, move, or receive workers or services. In addition to prohibiting unreasonable restrictions on workers’ access to workplaces, we also ensure that employees’ freedom of movement within the workplace is not unjustly restricted. EPON respects workers' rights to freely associate and guarantees that workers have the right to voluntarily leave or terminate their employment.

*Prohibition of Child Labor

At REPON, we maintain a strict zero-tolerance policy regarding the use of child labor at any stage of production. Child labor is defined as anyone under the age of 16, or below the age for completing compulsory education, or under the minimum employment age set by local laws or regulations. We do not permit the employment of individuals who are under the legal age for compulsory education or the minimum employment age in any country or region. Legal workplace learning programs that comply with all applicable laws and regulations are exempt from this policy. Furthermore, workers under the age of 18 are prohibited from engaging in any work that could jeopardize their health or safety, including night shifts or overtime.

*Child Labor Prevention Plan

A. Before hiring any employees, REPON implements effective procedures to verify their age. B. The Human Resources department undergoes training to prevent the misuse of child labor, reinforcing the understanding of our "Prohibition of Child Labor Policy and Regulations" among recruitment personnel.

*Employment of Female Employees

A. Female employees who are unable to work between 10:00 PM and 6:00 AM due to health or other legitimate reasons shall not be forced to work during those hours.
B. During pregnancy, female employees may apply for lighter duties, which must be granted without refusal and without a reduction in salary. Pregnant employees are prohibited from engaging in high-risk work environments and night shifts. In accordance with maternity protection laws, a consultation with the company’s occupational physician will be conducted before, during, and after pregnancy to ensure the health of the pregnant employee is adequately protected and to assess the safety risks of their work environment. If the employee is unable to perform their original duties, a reduction in workload or reassignment to other tasks will be arranged based on a relevant medical certificate.

*Working Hours

The weekly working hours should not exceed 60 hours (including overtime), except in emergency or special circumstances. All overtime work is voluntary. Employees should be allowed at least one day of rest every seven days. Working hours should not exceed the maximum limits set by local laws.