Labor-Management Relations

Industrial Relations

(1) The company's employee welfare measures, continuing education, training, retirement systems and their implementation, as well as labor-management agreements and employee rights protection measures.

Employee care and rights protection

1. Employee welfare measures, further education and training

In addition to providing legally required labor insurance and national health insurance for employees, the company also regularly organizes educational training and domestic and international tours. In addition to wages, employees are provided with birthday gifts, wedding and funeral expenses, and emergency relief assistance. At the end of the year, a year-end bonus may be awarded depending on the company's profitability.

Our company has established a performance appraisal system for its compensation system. Employees' work performance is evaluated based on the company's operational performance and management status. Base salaries are adjusted regularly based on departmental performance. In addition to adjusting base salaries and individual performance bonuses, we aim to attract and retain the professional talent we need, enhance employee loyalty and a sense of belonging to the company, and share operating results with colleagues through the issuance of employee stock options.

A Staff Welfare Committee was established in 2023 to manage various employee benefits and began allocating benefits funds that same year. However, due to the impact of the COVID-19 pandemic, employee trips and other activities were not held to avoid large gatherings. We plan to resume relevant employee welfare activities once the pandemic eases. In recent years, Boretech's revenue has grown steadily, and the amount of benefits allocated has also increased accordingly. The Welfare Committee will appropriately review and adjust various benefit systems to boost employee morale.

2. Retirement system and its implementation

In line with government policy, our company adopts a dedicated individual retirement account system, contributing 6% of an employee's monthly salary to a labor retirement fund each month, which is deposited into the employee's dedicated individual account at the Labor Insurance Bureau.

3. Labor-management agreements and employee rights protection measures

Our company's labor-management relations policies and regulations are based on relevant laws and regulations. We uphold a management model based on self-management and employee participation. Regular business meetings, education and training, and effective communication between department heads and their subordinates ensure healthy labor-management relations and a lack of disputes. Our company has long been committed to employee care. To prevent occupational hazards and safeguard worker safety and health, we have established an "Occupational Safety and Health Code of Practice," which oversees the revision, development, implementation, and tracking of environmental and occupational safety and health regulations, as well as safety and health inspections. In accordance with labor laws and regulations, our company has established labor-management conferences and an Occupational Safety and Health Committee. Representatives are elected by both labor and management, and they meet regularly to discuss labor rights, benefits, and occupational safety-related matters.

Working environment and labor safety

Our company has long been committed to employee care. To prevent occupational hazards and ensure worker safety and health, we have implemented the following specific measures:

Company Organization:

(1) Hire professional and dedicated safety personnel

(2) Establish an interdepartmental disaster prevention unit: Occupational Safety and Health Committee

Job Responsibilities:

(1) Revise, formulate, promote and follow up various environmental and occupational safety and health laws and regulations.

(2) Coordinate the company’s safety and health inspection business.

(3) Fire protection and public safety: Annually report on fire protection equipment maintenance and public building safety inspections.

(4) Education and training: fire education and training, and annual refresher training requirements for professional licenses (for safety and health supervisors and labor safety and health managers, etc.).

(5) Arrange annual health checkups and special health checkups.

Reporting System Area

The Company encourages both internal and external personnel to report instances of dishonest or improper conduct. Rewards will be awarded based on the severity of the reported incident. Internal personnel who make false reports or malicious accusations will be subject to disciplinary action, and serious cases may result in dismissal. The Company will establish and publicize an independent internal reporting mailbox and hotline on its website and internal website, or will entrust an independent external organization to provide such a mailbox and hotline for use by both internal and external personnel. Reporters must provide at least the following information:

1. The name and ID number of the informant, and the address, phone number, and email address where the informant can be contacted. 2. The name of the person being reported, or other information sufficient to identify the person being reported. 3. Specific evidence that can be used for investigation.

The company's personnel handling reports must provide a written statement regarding the confidentiality of the whistleblower's identity and the content of the report. The company also promises to protect the whistleblower from any inappropriate action resulting from the report. The company's dedicated unit will handle the matter according to the following procedures:

1. Reports involving general employees should be reported to their department heads. Reports involving directors or senior executives should be reported to independent directors. 2. The Company's dedicated unit and the supervisors or personnel to whom the report is filed as described in the preceding paragraph shall promptly investigate the relevant facts, with assistance from compliance or other relevant departments as necessary. 3. If it is confirmed that the individual reported has violated relevant laws and regulations or the Company's integrity management policies and regulations, the individual must be immediately required to cease the relevant conduct and be subject to appropriate action. If necessary, legal proceedings may be pursued to protect the Company's reputation and interests. 4. Written documentation of the report acceptance, investigation process, and results must be retained for five years. This retention may be electronic. If litigation related to the report occurs before the expiration of the retention period, the relevant information must be retained until the conclusion of the litigation. 5. If a report is verified to be true, the relevant unit of the Company shall review the relevant internal control systems and operating procedures and propose improvement measures to prevent the recurrence of the same conduct. 6. The Company's responsible unit shall report the reported incident, its handling method, and subsequent review and improvement measures to the Board of Directors.

Reporting channels for illegal or unethical behavior of internal and external personnel: Email: hr@bo-re-tech.com