Anti-Discrimination and Anti-Harassment Policy : Taiwan Business Bank

Taiwan Business Bank and subsidiaries (hereinafter as the Bank), to provide a friendly and harmonious working and service environment prohibited any form of discrimination and harassment, as well as strictly abide by relevant laws and adopt the principle of zero tolerance to ensure employees can be treated with due respect, reasonableness and equality in the work and service environment free from discrimination or harassment. For the purpose of implementing such principles above-mentioned, the Bank hereby enacts this policy to comply with. The scope of this policy applies to the global operations of the Bank and subsidiaries, including but not limited to full-time and contracted third-party workers, and we hold mergers, acquisitions, joint ventures, suppliers and other business partners to comply with this policy with the same expectations.

Zero-Tolerance for Discrimination

The Bank dedicates to form up a working environment in which is open, equal, multi-cultured. Any form of discrimination and unequal treatment is strictly prohibited including but not limited to gender, sexual orientation, race, societal hierarchy, age, marital status, language, thought, orthodoxy, belief, religion, political preference, originality, appearance, physical/mental handicap, constellation and blood type or union membership. The Bank commit that employees will not be treated differently by gender, race, age, marital and family status, etc., and will implement equality in remuneration, employment conditions, training and promotion opportunities, and protect the legitimate rights and interests of employees. The Bank adopts a zero-tolerance attitude towards any form of discrimination.

Prohibiting Harassment

The Bank promises to provide a workplace environment free from harassment, and prohibits harassment including but not limited to the following forms (refers to inflicting unwelcome behavior on others, making others feel troubled, afraid or offended, and even creating an unfavorable working environment):

sexual harassment：
- Excluding sexual assault crimes, the sexual harassment article 2 referred to herein means the sexual or gender-related behavior against the will of a male or female and meeting any of the following circumstances:：
  - Allow oneself or another person to provoke, lose or impair the interest and right related to learning, work, training, service, plan and activity on condition that another obeys or reject the behavior。
  - Impair another person’s dignity and personality, or create a situation that causes another person to feel scared, hostile or offensive, or improperly affect another person’s work, education, training, services, plans, activities or routine life, expressly or implicitly, by discriminatory or insulting language and conduct, or in any other manners。
- In Article 12 of the Gender Equality Act，In the course of an employee executing his or her duties, any one makes a sexual request, uses verbal or physical conduct of a sexual nature or with an intent of gender discrimination, causes him or her a hostile, intimidating and offensive working environment leading to infringe on or interfere with his or her personal dignity, physical liberty or affects his or her job performance；An employer explicitly or implicitly makes a sexual request toward an employee or an applicant, uses verbal or physical conduct of a sexual nature or with an intent of gender discrimination as an exchange for the establishment, continuance, modification of a labor contract or as a condition to his or her placement, assignment, compensation, evaluation, promotion, demotion, award and discipline。
  Except in accordance with Paragraphs 1 to 4 of Article 12 of the Gender Equality in Employment Act，and also take the following circumstances into consideration as examples of sexual harassment:：
  - Gazing, touching, hugging, kissing or smelling another person's body inappropriately, or coercing others to do so。
  - Sending, retaining, displaying or broadcasting the text, pictures, sounds, videos or materials that refer to or demonstrate any sexual request, sexual activity or gender discrimination。
  - Repeatedly harassing or continuing to follow or pursue any person against their will。
Stalking Harassment: Refers to the repeated or continuous conduct against a specific person's will and sexual or gender-related behaviors in the workplace or by using personnel, vehicles, tools, equipment, electronic communications, the Internet or other methods, causing the Frightening enough to affect their daily life or social activities.
Others: Harassing others physically, violently, psychologically, or verbally.

Advocacy and Training

The Bank should use internal meetings, emails, electronic bulletins, etc. to advocate and publicize this policy to all employees irregularly, as well as organize relevant training course, including the concept of discrimination and harassment, complaint channels, prevention measures and response methods, and explain the reporting and handling mechanism.

Reporting and Handling

Employees discover or encounter discrimination or harassment in the workplace can submit written or verbal reports through the following complaint channels:

Complaint handing out ： Individual Service Units or Human Resources office.
Hotline for reporting: 02-25508628
Fax for reporting: 02-25591130
E-mail for reporting: h13s@mail.tbb.com.tw

After the Bank received the report, the Human Resources Division will conduct in-depth inspection and investigation according to relevant internal procedures. The complainant submits specific facts, relevant information and documents to report, unless otherwise provided by law, the Bank's handles discrimination or harassment related personnel or a third party entrusted with the investigation, shall be kept confidential of the related personal data and privacy of the complainant as well as investigators and take appropriate protective measures in accordance with the law. Any act of retaliation or unfair treatment is strictly prohibited.

Corrective and Remedial Measure

The Bank promotes the concept of discrimination and harassment prevention to all employees irregularly through relevant training course or other channels. For any discriminatory or harassing conduct by an employee that is found substantiated, in addition to taking appropriate measures to correct the violation, the Bank may punish the offender such as warning, demotion, salary reduction, dismissal, etc. according to Working Rules, Rules of Rewards and Punishments and other regulations depending on the seriousness of the circumstances. If it is found unsubstantiated accusation, the Bank may punish the complainant according to the seriousness of the circumstances. If the parties need counseling, medical or legal assistance, etc., the Bank may take the initiative to refer or provide professional counseling, medical institutions or legal assistance.

Public Disclosure

The Bank regularly discloses information such as the number of cases of discrimination, harassment complaints and corrective measures in the corporate sustainability report and other channels.