The Bank is dedicated to creating a diverse, open, equal, and harassment-free working environment, and does not allow any violations of human rights, such as child labor, forced labor, working overtime, human trafficking, etc. 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 commits to implementing equality in employment conditions, compensation, training and promotion opportunities, and to safeguarding employees’ legal rights and interests without discrimination based on gender, race, age, marital or family status.

In addition, the Bank provides various and secured ways to lodge compliant against discriminations in that protecting employees' rights.

The Bank complies with labor laws and regulations, regulating working hours and extension of working hours. Regular working hours shall not exceed forty hours per week. Including overtime, daily work hours must not exceed twelve hours, and monthly overtime shall not exceed forty-six hours. In order to ensure compliance, the Bank also conducts monthly reviews of overtime requests submitted by each unit, with each unit reviewed at least once per year, as part of its efforts to prevent excessive overtime. The Code of Practice for Occupational Safety and Health are in place. The Occupational Safety and Health Committee is instituted to oversee the ongoing improvement of safety and health conditions in working environment, making efforts in reducing Safety and Health risks arising from professions.

The Bank respects its employees to form up or to join in any types of association permitted by laws and regulations. In order to protect the rights and interests of both employers and employees, the Bank maintains smooth communication with employees through various means, including but not limited to labor union, collective bargaining agreements, and regular labor-management meetings so as to protect and enhance the rights and interests of employees, and strive to promote harmonious labor-management relations.

The Bank institutes an intact and high-standard controlling mechanism and protection measurements for protection of all customers, employees and stakeholders' personal data, privacy and data security.

The Bank is committed to ensuring that all employees receive an adequate wage, at or above cost of living estimates or benchmarks for the region where they work. To support a healthy work-life balance, the Bank has implemented a policy requiring employees to take their entitled paid annual leave. A reminder system is in place for employees whose actual number of annual leave days taken falls below either seven days or their total annual leave entitlement—whichever is lower—emphasizing that sufficient rest contributes to improved quality of life and work performance. Furthermore, in the event of a large-scale layoff, the Bank will initiate consultations at least 60 days in advance and will refrain from carrying out any termination actions during the consultation period.

Not only the Bank strives to fulfill its corporate social responsibility and the human rights policy, but also collaborating with all business partners to concentrate on the identification of risks of violation relating to human rights, reducing potential impacts caused from violations thus offering employees a safer working environment.

In addition, TBB continues to conduct annually human rights training for all employees, including the Personal Data Protection Act (2 hours), Fair Customer Treatment Principles (3 hours), Financial Friendly Services (2 hours), Occupational Health and Safety training (1 hour), and Sexual Harassment Prevention training (2 hours). Each employee receives 10 hours of training, and the subject of Ethical Corporate Management Best Practice Principles is included in the annual (second half of the year) online assessment test (the pass rate in 2024 reached 100%). Furthermore, a 1 hour gender equality course has been introduced into basic training for new hires since 2019.

To ensure gender equality in opportunity and create a friendly workplace and service that prevents discrimination and harassment of any form, TBB has complies with relevant laws and adopted a zero-tolerance approach to ensure that employees are treated with respect, fairness, and equality in the workplace and service environment, and are protected from discrimination and harassment. The Bank has established the Anti-discrimination and Anti-harassment Policy and the Guidelines for Measures of Prevention, Complaint, and Punishment of Sexual Harassment to ensure employees receive respect and reasonable and equal treatment. Related information should be posted and disclosed in clearly visible places in the offices.

If TBB employees discover or experience incidents of discrimination or harassment in the workplace, they may report them through the following channels, either in writing or verbally:

• Complaint handling unit：Individual service units or Human Resources Office
• Reporting hotline: 02-25508628
• Dedicated fax for reporting: 02-25591130
• Reporting email: h13s@mail.tbb.com.tw

After receiving a report, the Bank's Human Resources Department will conduct a thorough review and investigation in accordance with internal procedures. The whistleblower should provide specific facts, relevant information, and documents for the report. Unless otherwise required by laws, relevant personnel in the Bank conducting investigations into discrimination or harassment incidents, including any third parties commissioned to conduct the investigation, shall ensure the confidentiality of the personal data and privacy of whistleblowers and those involved in the investigation. Adequate protective measures shall be taken in accordance with the law, and any form of retaliation or unfair treatment is strictly prohibited.

TBB periodically promotes the concept of preventing discrimination and harassment to all employees through educational training or other channels. If discrimination or harassment is substantiated, apart from taking appropriate measures to rectify the violation, the Bank may impose disciplinary actions on the offender based on the severity of the situation, such as a warning, demotion, salary reduction, or termination, in accordance with work rules, disciplinary guidelines, and other relevant regulations. If a false accusation is confirmed, the Bank may impose disciplinary actions on the whistleblower based on the severity of the situation. If either party involved in the incident requires counseling, medical assistance, or legal assistance, the Bank may proactively refer them or provide professional counseling, medical institutions, or legal assistance.

In addition, whenever the Bank receives a complaint or becomes aware of sexual violation or harassment within itself, it shall exercise caution and take immediate and effective corrective and remedial action in order to fulfill its duty of preventing sexual harassment in the workplace. For the purpose of handling sexual harassment complaints, the Bank has created the Sexual Harassment Complaint Investigation Committee as required. Investigation of sexual harassment incidents will not be disclosed and will be conducted in an objective, impartial, and professional manner. The committee should keep confidential all information regarding such incidents of which it becomes aware during an investigation. Where the party involved is in need of counseling, medical care, or legal assistance, the Bank may take initiative to make a referral or provide professional counseling, medical institutions, or legal assistance. Inappropriate preferences may not be given to any person involved in making a complaint, filing a lawsuit, reporting an incident, taking legal action, testifying, providing assistance or other behaviors during the complaint, investigation, surveillance, or review procedure for sexual harassment incidents. The Bank will not dismiss, reassign, or take any other unfavorable action based on a complaint filed or assistance provided to another in filing a complaint.

If an employee of the Bank complains about sexual harassment, even if the complainant withdraws the case, if the words and deeds involved are truly inappropriate, the case will be transferred to the Personnel Evaluation Committee for deliberation depending on the severity of the case.

There was 1 sexual harassment complaint in 2024, which was determined to be invalid after investigation. To develop a gender friendly environment, the Bank will continue to raise awareness among employees to pay attention to their own conduct, adhere to social boundaries and workplace etiquette, and respect each other. There was no disciplinary action taken for violation of the Act of Gender Equality in Employment in 2024.