STAKEHOLDER
•Reporting Procedure
According to Tait's Ethical Corporate Management Best Practice Principles Article 23
The Company shall adopt a concrete whistle-blowing system and scrupulously operate the system. The whistle-blowing system shall include at least the following：
1. An independent mailbox or hotline, either internally established and publicly announced or provided by an independent external institution, to allow internal and external personnel of the company to submit reports.
2.Dedicated personnel or unit appointed to handle the whistle-blowing system. Any tip involving a director or senior management shall be reported to the independent directors or supervisors. Categories of reported misconduct shall be delineated and standard operating procedures for the investigation of each shall be adopted.
3. Follow-up measures to be adopted depending on the severity of the circumstances after investigations of cases reported are completed. Where necessary, a case shall be reported to the competent authority or referred to the judicial authority
4.Documentation of case acceptance, investigation processes, investigation results, and relevant documents.
5.Confidentiality of the identity of whistle-blowers and the content of reported cases, and an undertaking regarding anonymous reporting.
6.Measures for protecting whistle-blowers from inappropriate disciplinary actions due to their whistle-blowing.
7.Whistle-blowing incentive measures.
When material misconduct or likelihood of material impairment to the Company comes to their awareness upon investigation, the dedicated personnel or unit handling the whistle-blowing system shall immediately prepare a report and notify the independent directors or supervisors in written form.
•Reporting Channels and Procedures
Anyone who discovers any violations of the Company's " Ethical Corporate Management Best Practice Principles," or any applicable laws may report such matters to the Company's management, internal audit supervisor, relevant departments, or through the reporting channels provided by the Company.
Whistleblower Email: audit@taitnet.com.tw
Whistleblower Hotline: Extension 8961, (02) 2721-6600
•Named Whistleblowing
Anyone who discovers any violations of the Company's " Ethical Corporate Management Best Practice Principles," or any applicable laws may report such matters to the Company's management, internal audit supervisor, relevant departments, or through the reporting channels provided by the Company.
Whistleblower Email: audit@taitnet.com.tw
• The acceptance levels for reporting to different entities
If the reported matter involves regular employees, it shall be reported to the immediate supervisor and the group supervisor. If the reported matter involves directors or senior executives, it shall be reported to the independent directors or the audit committee. The aforementioned reporting supervisors, independent directors, or audit committee members shall investigate the relevant facts and, if necessary, seek assistance from regulatory compliance or other relevant departments.
• Procedures
1.Written Whistleblowing: The whistleblower shall complete the Whistleblower Report Form (Form 1) and submit it to the receiving unit.
2.Verbal Whistleblowing: In the case of verbal whistleblowing, the receiving unit shall record the details on Form 1. After reading or allowing the whistleblower to review the content and confirming its accuracy, the whistleblower shall sign or stamp the form.
3.If the information recorded in the whistleblowing report is incomplete, the receiving unit may notify the whistleblower to make corrections. The whistleblower shall complete the corrections within ten days. Failure to make the corrections within the specified timeframe will result in the non-acceptance of the whistleblowing case.
4.The receiving unit shall initiate an investigation within seven working days of receiving the whistleblowing report. The investigation shall be completed within two months, with a possible extension of one month if necessary. The investigation process shall include the Whistleblowing Investigation Report (Form 2), which should be archived. The investigation results must be reviewed and approved by the Chairman, and the whistleblower shall be notified of the investigation report.
5.If the whistleblower disagrees with the findings in the investigation report, they shall complete the Whistleblower Review Application Form (Form 3) within 30 days from the date of receiving the investigation report. After the case is closed, no further whistleblowing on the same matter will be accepted.
• Receiving Unit and Reporting Channels
1. The Audit Division (Internal and External person)
1-1) Whistleblower Hotline: Extension 8961, (02) 2721-6600
1-2) Whistleblower Email: audit@taitnet.com.tw
1-3) Written Whistleblowing: Mail or send documents to the Company's Audit Division.
2. Employee and Sexual Harassment Complaints
2-1) Whistleblower Hotline: Extension 513, (02) 2721-6600
2-2) Whistleblower Email: employee@taitnet.com.tw
3. Consumer Service Hotline
3-1) Whistleblower Hotline: 0800-652-008
3-2) Whistleblower Email: audit@taitnet.com.tw
4. Investor Hotline
4-1) Company Spokesperson: Extension 8980, (02) 2721-6600
5. Website Contact Us: Reporting Violations of Professional Ethics
5-1) https://www.tait.com.tw/tw/contact/index.aspx
• Record Keeping
Reports of cases received, investigation processes, and investigation results should be documented in writing or electronically and kept for five years. Prior to the expiration of the retention period, if litigation arises related to the content of the reported case, the relevant information should be kept until the litigation is concluded.
• Protection of Whistleblowers
1. The Company handles whistleblower cases in a confidential manner through an independent channel, and makes every effort to protect the identity of the whistleblower and the individuals involved in the investigation. The identity of the whistleblower will be kept strictly confidential.
2. For whistleblowers and internal participants in the investigation, the Company guarantees that they will not face termination, dismissal, demotion, salary reduction, or any other detrimental actions that would infringe upon their rights and benefits as provided by laws, regulations, or contracts.
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