The Company recognizes and voluntarily observes the human right standards commonly recognized internationally, such as the "Universal Declaration of Human Rights of the United Nations," "The United Nations Global Compact," "The United Nations Guiding Principles on Business and Human Rights," and "International Labor Conventions," and also complies with the related local labor laws and regulations. Meanwhile, the Company adopts the human right policy according to said guidelines, in order to fairly treat and respect all stakeholders.

Human Right Management Policy

The Company strictly complies with the labor laws and regulations of Taiwan and fulfill its corporate social responsibility to protect the basic human right and related interest and right of all employees, customers and stakeholders.

Human Right Management Program

Subject to the Company’s business lines and characteristics, the Company’s issues of concern are stated as following：

• Diversity, inclusion and equal opportunities： No unfair treatment or discrimination based on gender, race, socioeconomic status, nationality, age, marital status, family status, language, religion, political party, appearance, height, or physical and mental disability, etc..
• Prohibition of forced and compulsory labor： Respect the employees’ will and prohibit forced labor.
• Prohibition of employment of child labors： The Company refrains from employing child labors in accordance with the government’s labor laws and regulations.
• Healthy and safe workplace: Build a healthy and safe working environment to mitigate the workplace safety and health risk jointly, promote the employees’ physical and mental health, and achieve a balance between work and life. Over 60% of our employees are eligible for a flexible clock-in and clock-out system that allows for a one-hour window before and after regular working hours. This provides a buffer period for those with family caregiving responsibilities, reducing unnecessary risks caused by rigid attendance requirements.
• Implementation of information security： In order to respect all stakeholders’ privacy and protect the collection of and legal access to personal data, the Company builds a sound information security management mechanism to control the access to data and prevent disclosure of data.
• The HR department conducts a review of employee leave usage twice a year. If an employee is found to have taken very little leave, the department supervisor will be consulted to assess whether the employee may be experiencing an imbalance in workload.
• Human rights education and training: All existing employees of the Company have received human rights education and training, and 100% of new employees in 2025 have received human rights advocacy when they join the company.

The Company has adopted reasonable employee welfare measures (including remuneration, bonus, vacation and benefits, etc.), implemented gender equal pay, and provided transparent and fair channels for promotion. The remuneration policy is adopted based on the indicators, including the employees' expertise, contribution, performance and market competitiveness and the Company's future operating risk.

Employee Remuneration Policy

• Provision of remuneration to employees：According to the Company’s Articles of Incorporation, if the Company gains earnings during the year (the earnings refer to the pre-tax profit before the distribution of remuneration to employees and directors), no more than 5% thereof shall be allocated as the remuneration to directors and no less than 20% thereof as the remuneration to employees. However, if the Company still has accumulated losses, the earnings shall be reserved for making up the accumulated losses first. The remuneration to directors referred to in the preceding paragraph may be paid in cash only, and the remuneration to employees referred to in the preceding paragraph may be paid in the form of shares or in cash. Said remuneration may be adopted by the Board of Directors only per the resolution approved by a majority of the directors at the meeting attended by more than two-thirds of the whole directors, and then reported to a shareholders’ meeting. The recipients of remuneration to employees, restricted stock awards, employee stock warrants, new shares and redeemed shares may include employees of the parent or subsidiaries of the Company meeting the specific conditions set forth by the Board of Directors.
• Bonus and raise：The Company conducts the annual performance appraisal at the end of each year, and adjusts the remuneration to employees based on the appraisal result, overall market environment and the Company's remuneration structure and other factors, and in April biennially. The Company also adopts the relevant bonus payment system, including the bonus for patent applications, bonus for recommendation of talents, and project achievement bonus, etc..

Remuneration Policy Implementation Status

• In 2025, the Company's average remuneration to employees increased by 3.4%, and the employees who received the raise accounted for more than 75% of the total employees.
• The Company issued patent application/certification bonuses five times in 2025.
• The Company paid manager performance bonus once in 2025.
• The Company issued milestone bonus once in 2025.
• The Company issued a listing performance bonus once in 2025.
• The Company issued a year-end bonus once in 2025.

Employee Benefits

In order to provide colleagues with a happy working environment, the Company provides diversified benefits and welfare measures, and also establishes the Employee Welfare Committee to coordinate and plan the welfare measures for employees.

• In addition to the statutory labor and national health insurance programs and labor pension, the Company also provides group insurance and business travel insurance programs.
• Preferential leave under the Labor Standards Act - flexible leave: 7 more days of flexible leave per year after the probationary period is passed, and it will be returned to zero if it is not taken in the current year; Birthday leave and grade leave: Welfare leave provided according to grade.
• The Company provides complete training programs. In addition to the orientation training, the Company also organizes the in-service training (functional competency training and managerial competency training) from time to time. Meanwhile, the Company provides each employee with NT$10,000 as the subsidy for external training programs to take into account the employees’ growth in mind, body and spirit.
• The Company provides a different amount of free employee health check-ups every year according to seniority and rank.
• The Company provides gifts/cash gifts and activities for the three major festivals, irregular holidays and year-end parties.
• The Company executes contracts with merchants.
• Free snack and drink area
• The Company helps colleagues achieve a balance between work and life, colleagues of all genders are entitled to take leave and seek assistance during pregnancy, childbirth and parenthood, etc.. The number of employees who applied for parental leave without pay in 2025: 1 person.
• Friendly marriage and family care measures: NT$5,000 /person for employee family days.
• Employee activity subsidy: NT$ 500 per person for quarterly dinners; Monthly breakfast is NT$ 120/person; travel subsidy of NT$ 10,000 /person.
• Club subsidy: The monthly subsidy for clubs is up to NT$ 3,000.
  

Retirement System

The Company has adopted the employee retirement regulations in line with the Labor Standards Act in its work rules.

• With respect to the employees who meet the retirement conditions under the “Labor Standards Act,” the pension payment is calculated subject to the bases for the service seniority and based on the average wage for one month prevailing at the time when their retirement is approved. In the case of the service seniority less than 15 years (inclusive), two bases are given for each full year of service rendered. For the rest of the years over 15 years, one base is given for each full year of service rendered, provided that the total number of bases shall be no more than 45. The Company contributes the pension fund equivalent to 2% of the employees’ monthly salary pursuant to laws on a monthly basis and deposits the same in the exclusive account maintained at Bank of Taiwan in the name of the Labor Retirement Reserve Fund Supervisory Committee. The Committee is responsible for the supervision, revenue and expenditure, custody and application of the fund.
• With respect to the employees who may apply the new pension system under the “Labor Pension Act,” the Company contributes no less than 6% of their monthly salary as the labor pension, according to the monthly salary scale approved by the Executive Yuan to the labor pension personal account established by the Bureau of Labor Insurance. Meanwhile, the Company also works with the employees for voluntary contribution issues as they wish.

The Company formulates policies in accordance with the Occupational Safety and Health Act, as well as the requirements of clients and relevant organizations. We also respect the expectations of stakeholders regarding occupational safety and health, aiming to build a healthy and happy workplace.
In 2025, the company did not have any major occupational accidents or occupational disease cases, and there were no fire accidents.

Workplace fire security inspections

• In 2025, the Taipei office cooperated with the building's fire safety equipment maintenance declaration operation, a total of 12 times, Zhonghe Factory carried out fire equipment inspections 2 times, and external manufacturers carried out fire safety equipment maintenance declarations 1 time, with a pass rate of 100%.
• Indoor flammable decorations, such as carpets and Interior materials prone to flammability, such as carpets and modular cabinets, are made with flame-retardant grade materials.

Operational environment monitoring and PPE provided

• The New Technology Development Laboratory conducts monthly radiation testing for personnel to ensure the safety of the working environment.
• On the assembly line, brand-new, compliant medical-grade masks are distributed daily to protect both employees and the production environment.
• Regularly hold health and safety education and training and publicity courses.

Other health and safety promotion matters and performance.

• Regular health check-ups for employees achieve 100% coverage annually, with occupational medicine physicians providing follow-up, individual consultations, and medical referrals for those with abnormal results.
• The Fitness Club has 7 participating employees, subsidizing fitness expenses at gyms, sports centers, and other venues, with subsidy amounts determined by the board-approved budget each year.
• The Ball Sports Club has 18 participating employees, supporting various ball sports activities along with venue and consumables subsidies, with subsidy amounts determined by the board-approved budget each year.

The Company’s employment is free from the discrimination based on gender, race, age, marital status and family status. The equal pay for equal work policy is applied to male and female workers at the same job rank, and all colleagues are protected by the Labor Standards Act.

• Female diversity indicators: At the end of 2025, female employees accounted for 54.55% and female directors 20%.
• Nationality diversity indicators: At the end of 2025, foreign workers accounted for 3.03%.
• Workers with physical and mental disability accounted for 3.03%.
• 0 discrimination case was found in 2025.
• 0 sexual harassment complaint was found in 2025.
• In 2025, supervisors and employees have conducted education and training on sexual harassment prevention, and new employees also receive this training when they join the company.

The Company arranges training programs for employees regularly in response to government policies and medical equipment laws and regulations. Meanwhile, the Company also provides free external training programs based on the skills required by each employee for his/her job duty. In addition to said professional skill training, the Company also provides each employee with NT$10,000 as the subsidy for external education programs, in order to allow diversified options to the employees for other soft courses, such as presentation skills, foreign language proficiency, management skills and strategic management, etc..

• In 2025, a total of 64 ISO 13485 quality system training sessions were held.
• In 2025, a total of 26 ISO 9001 quality system training sessions were held.
• In 2025, a total of 67 external training sessions were conducted, with 85 participants.

The Company provides multiple communication channels to the employees as following, so that they may propose suggestions to or seek assistance from the Company.

• Monthly staff meeting: the first Wednesday of each month.
• Labor-management meeting: To be convened on a quarterly basis, attended by the labor representatives sent by Taipei Office and Zhonghe Office.
• Interview with new employees: Upon expiration of 3 months after the hiring date, a new employee will be arranged by HR to have an interview with the Chief Operating Officer. The interview topic has nothing to do with performance, but is primarily intended to confirm whether the employee has adapted to the new working environment in the first three months and how he/she feels about the Company.
• The care from HR from time to time.