INTER-TECH METALWORKS INC.
Social
PrecisionSheet Metal • Smart Manufacturing • Sustainable Future
Preface
INTER-TECH METALWORKS INC. is committed to the vision of“Precision Sheet Metal • Smart Manufacturing • Sustainable Future.” We operate responsibly and integrate ESG principles into our long-term development.
Human Rights Protection Policy
INTER-TECH METALWORKS INC. is committed to respecting the dignity and fundamental human rights of all employees and job applicants. We operate under principles of fairness, respect, and workplace safety, ensuring a diverse and inclusive environment.
1. Prohibition of child labor and forced labor
The employment of child laborers is strictly prohibited and an age verification mechanism is adopted.
Prohibits any form of forced labor, violence, threats or restrictions on human liberty.
2. Prohibition of Discrimination, Respect for Diversity
Steel ensures that all employees are treated equally at work and are not discriminated against due to the following factors:
- Race, Ethnicity, Skin Color
- Gender, sexual orientation, gender identity
- Nationality, Language, Religion
- Age, marriage, physical and mental disabilities
- Any other personal background
The company is committed to creating a diverse and inclusive work environment.
3. Ensuring Equal Employment Rights
- Recruitment, salary, promotion and training are all based on ability and performance.
- Foreign employees, different ethnic groups and vulnerable employees have equal job opportunities.
- Differential pay and any form of differential treatment are strictly prohibited.
4. Anti-Harassment and Respect in the Workplace
- Prohibits sexual harassment, bullying in the workplace and any disrespectful behavior.
- Provide confidential complaint channels to protect complainants from retaliation.
5. The right to work safety and health
- Provide a safe working environment and protective equipment.
- Regular occupational safety education training and risk management.
INTER-TECH is committed to strengthening human rights protection and promoting equality, diversity, and respect throughout the organization.
Anti-Harassment and Equal Employment Policy
1. Purpose
INTER-TECH METALWORKS INC. (the “Company”) is committed to maintaining a respectful, safe, and inclusive workplace and protecting every employee’s dignity and right to work.
This Anti-Harassment and Equal Employment Policy (the “Policy”) aims to: (1) prevent and prohibit any form of workplace harassment, bullying, or discrimination; (2) establish principles for equal employment opportunity and fair treatment; (3) provide clear reporting, investigation, and corrective procedures; and (4) ensure confidentiality and a strict non-retaliation commitment.
2. Scope of Application
This Policy applies to all employees of the Company, including full-time, contract, temporary, dispatched, and intern personnel.It also applies to contractors, suppliers, customers, visitors, and any individuals interacting with the Company in relation to business activities.
The Policy covers both on-site and off-site work-related situations, including business trips, training, meetings, meals, exhibitions, and communications via phone, messaging, email, and social media.
3. Equal Employment Opportunity and Non-Discrimination
Recruitment, selection, appointment, assignment, training, assessment, promotion, remuneration, benefits, awards, severance pay, dismissal or other personnel management measures are based on capacity, performance and job requirements and ensure equal opportunities.
We are not discriminated against due to gender, sexual orientation, gender identity, age, marital or family status, race, skin color, nationality, religion, political position, disability, pregnancy or child care status, union activity, or other non-working ability factors
4. Prohibition of Harassment and Misconduct
We expressly prohibit any form of workplace harassment and misconduct, including but not limited to:
(a) Sexual Harassment: Sexual innuendo, sexual solicitation, or sex/gender offensive behavior to another person in speech, text, images, physical or other forms that affect their work performance or create a hostile environment.
(2) Workplace Bullying/Unlawful Harassment: Persistent or repeated insults, threats, ostracizing, belittling, disseminating false information, humiliating or imposing unreasonable demands for work, causing bodily harm to others or worsening the working environment.
(3) Discrimination or Differential Treatment: Unfair treatment, ridicule, labeling or deprivation of job opportunities based on non-ability to work.
(4) Other acts that cause intimidation, hostility or unfriendly work environment.
5. Responsibilities
(a) All employees: Respect others and avoid any speech likely to cause harassment, discrimination or ill-treatment in accordance with this policy and company regulations. If suspicious incidents are found, appropriate measures may be taken to stop or report them.
(2) Heads of all levels: have preventive, advocacy and management responsibilities, and should follow the rules of conduct, promptly address misconduct within the department and ensure that complainants and related personnel are not retaliated against or unfavourable.
(3) Human Resources/Management Unit: Responsible for reception, investigation coordination, record keeping, education training and system improvement
6. Reporting and Complaint Channels
Employees who experience or witness suspected incidents of harassment, bullying or discrimination may lodge a complaint or report in the following ways:
(a) to reflect to the direct supervisor or higher management;
(ii) make a written or oral complaint to the HR/management unit;
(3) Proposed by the contact window specified by the company (such as mailbox/form/telephone).
Recommendations for the content of the complaint include: the time of the incident, the location, the person involved, the description of the specific facts, the possible evidence (such as messages, photographs, surveillance video clues), and how it should be handled.
7. Investigation and Corrective Actions
Upon receipt of the complaint, the Company will proceed according to the following principles:
(a) Confidentiality: The identity and content of the complainant, the complainant and the relevant witnesses shall be kept confidential, only to the knowledge of the necessary persons.
(2) Fairness: Objective investigation by appropriate personnel or groups, and external professional assistance may be invited if necessary.
(3) Timely: Initiate the investigation and complete the processing within a reasonable period, taking temporary protective measures (such as adjusting seats/classes/job assignments) if necessary.
(4) Full records: Keep records of complaints, interviews and handling for traceability and improvement.
If the results of the investigation confirm a violation of this Policy, the Company will take appropriate action as appropriate, including educational counseling, written warning, promotion, termination, dismissal, and pursuit of liability in accordance with relevant laws or contracts.
8. Non-Retaliation and Protection
We strictly prohibit retaliation of any kind. No person shall be threatened, beaten, harassed, demoted, demoted, demoted, demoted, demoted, evicted, or otherwise harmed by others by providing a complaint, assisting in the investigation, or testifying.
If complainants or witnesses believe they have been retaliated against, they can be notified immediately and we will prioritize and take the necessary measures.
9. Education Training and Propagation
The Company will conduct regular or irregular advocacy and education training on anti-harassment, anti-discrimination and equal work, to raise awareness and sensitivity among all our colleagues and strengthen managers' ability to manage. New entrants should understand the focus of this policy and complaint channels in onboarding training.
Occupational Safety and Health Policy
1. Purpose
INTER-TECH METALWORKS INC. places the highest priority on employee safety, health, and wellbeing. Occupational Safety and Health (OSH) is regarded as a core element of sustainable operations and risk management.
The Company commits to comply with applicable OSH laws and other requirements, establish a systematic management approach, prevent occupational injuries and illnesses, reduce operational risks, and continuously improve the working environment.
2. Scope of Application
This Policy applies to all employees of the Company and contractors, outsourcers, suppliers and visitors who perform work on our site
Covers all of our operations and processes, including but not limited to: laser cutting, sheet metal processing, welding/grinding, hanging hauling, mechanical maintenance, warehouse logistics, electric gas (including liquid gas) and related ancillary operations.
3. Principles and Commitments
(a) Legal compliance: comply with Taiwan OSH regulations, authority requirements, and reasonable customer/stakeholder safety requirements.
(b) Hazard identification and risk control: conduct regular hazard identification, risk assessment, and apply the hierarchy of controls (elimination, substitution, engineering controls, administrative controls, PPE).
(c) Safe design and equipment management: ensure guarding, interlocks, inspections, and preventive maintenance for safe operation.
(d) Employee participation: encourage reporting of hazards and improvement proposals with open communication.
(e) Continuous improvement: improve through audits, KPI tracking, incident investigations, and corrective and preventive actions (CAPA).
4. Role and Responsibilities
Management provides resources, approves OSH objectives and plans, and oversees implementation.
Supervisors enforce safe work practices, conduct on-site control, provide training, and ensure compliance with SOPs.
OSH/administrative functions drive the system, perform risk assessments, audits, and follow up improvements.
Employees comply with rules, use equipment and PPE properly, and report hazards immediately.
Contractors must comply with Company safety rules, complete risk communication, and follow permit-to-work procedures where applicable.
5. Risk Management and Operational Controls
The Company establishes permit-to-work and supervision mechanisms for high-risk tasks such as lifting and rigging, hot work, confined space, electrical work, lockout/tagout (LOTO), and laser equipment operation.
Key controls for major processes include machine guarding and interlocks, ventilation and dust collection, fire prevention, noise/dust exposure control, safe material handling, and traffic separation to reduce risk.
6. Training and Competency
Training programs are implemented based on role and risk, including onboarding training, refresher training, specialized task training, emergency drills, and supervisor safety leadership training.
Contractors must complete site safety orientation and comply with entry and work rules before commencing work.
7. Health Management and Prevention of Occupational Illness
The company attaches importance to employee health management, provides health checks as required and controls and controls and management measures against potential risks of exposure to noise, dust, chemicals, heavy duty operations, etc.
If abnormalities or suspected occupational injuries are found, assessment, tracking and necessary work adjustments will be carried out as required.
8. Incident Reporting, Investigation, and CAPA
The Company maintains reporting mechanisms for incidents and near misses. Any person who identifies an incident, injury, or serious hazard indicator must report immediately and prioritize personal safety.
Incidents will be investigated to identify immediate and root causes, and corrective and preventive actions will be implemented and tracked for effectiveness to prevent recurrence.
9. Emergency Preparedness and Response
Emergency response procedures are established for fire, gas leaks, chemical spills, power outage, equipment malfunction, and natural disasters, and drills are conducted periodically.
Emergency equipment (fire extinguishers, hydrants, emergency stop systems, alarms, emergency lighting, first-aid kits, etc.) is maintained and inspected regularly.
10. Contractor and Supplier Safety Management
We require contractors and suppliers to comply with safety regulations to implement plant controls, operating permits and site monitoring for high-risk operations.
If the Contractor violates safety regulations, the Company may request immediate improvement, cessation of operations, or cancellation of plant eligibility.
11. Performance Monitoring and Continuous Improvement
The Company may establish OSH performance indicators (e.g., incident rate, corrective action closure rate, training completion rate, audit conformance rate) and review them regularly to drive improvements.
This Policy becomes effective upon management approval. Amendments shall follow the same process.
Conclusion
INTER-TECH METALWORKS INC. has established a comprehensive ESG management framework and is a leader in Taiwan’s sheet metal industry in implementing full product carbon footprint, smart manufacturing, and energy management systems. In the future, the company will continue to promote supply chain carbon inventories, low‑carbon processes, safety management, and governance transparency, becoming the most trusted sustainable partner for the high‑tech industry.
