Labor-management Communication

PCSC values the opinions and feedback from every employee. We provide numerous communication channels to listen to and understand the opinions of our employees, including the Integrated Services Center, dedicated email, and stakeholder section, encouraging employees to directly communicate with management about workplace issues that are in dire need of improvement, as well as enhancing their trust in the organization. In addition to the channels above, we established an internal proposal system for employees to fully express their opinions on the Company’s operations. If employees have any suggestions for the Company or feel that their rights and interests have been violated, they can report through channels. When we receive employee complaints about working conditions, regional managers are required to tackle the issue with relevant information such as labor regulations provided to help them process the case. We set a 5 working day deadline for them to report back in order to uphold employee rights and interests, as well as preventing the situation from being aggravated.

We formulated Labor-Management Negotiation Regulations in accordance with the law and regularly hold labor-management meetings, which are attended by 5 representatives from each side. Employer representatives include department heads, and employee representatives are assigned by Labor Union and represent 100% of the employees. Employee and management representatives can communicate directly to negotiate on benefits and systems, employment, improvement of the work environment and labor-management cooperation during the meeting, to ensure and improve the effectiveness of communication.

Moreover, the PCSC Labor Union was formed at the end of 2019 by the employees. It aims at improving labor rights, level of happiness and laborers’ knowledge and skills. The Company will continue to maintain good interactions with the union in the future. In the meantime, we uphold our human rights policy and comply with local labor laws and regulations and will continue to engage in communication through different channels to create harmonious labor-management relations and a win-win labor environment.

Human Rights Protection

PCSC fulfills corporate social responsibility by supporting and abiding by international human rights standards and local labor laws and regulations. PCSC refers to International Bill of Human Rights,” “Core Labor Standards of the Fundamental ILO Conventions,” and the “Ten Principles of the United Nations Global Compact” to formulate the policy and is committed to abide by the policy.

There are a total of 7 implementation strategies: providing a friendly and safe work environment and treating employees with dignity; prohibiting any discrimination, sexual harassment, non-sexual harassment, workplace violence and intimidation, and provide a grievance mechanism and properly handle various human rights violations; prohibiting forced labor, human trafficking and child labor; ensuring employment, training and welfare, rewards and evaluations, and promotions are all equal; respecting employees' freedom of association, maintaining unobstructed communication channels with employees, and building a harmonious workplace; promoting physical and mental health and work-life balance of employees; establishing diversified communication channels to ensure stakeholders’rights. ( PCSC Human Rights Policy）

We have zero tolerance for harassment, sexual harassment, workplace violence, discrimination, etc. In case of above violations, the unit supervisor, human resources department or internal audit office will initiate an investigation according to the standard process, and the employer will immediately take remedial measures. If the illegal infringement is verified through investigation, the respondent will, according to the circumstances, be punished, adjusted their duties, or brought to justice.