Non-Discrimination and Anti-Harassment Policy

TWM is committed to maintain an environment that protects human rights, and such a commitment is inseparable from sustainable development of our enterprise.

Employee behavior must adhere to integrity principles and comply with the company's Code of Conduct and other relevant behavioral guidelines.
Integrity is the core evaluation criterion in employee performance appraisal system.

We prohibit any form of discrimination and harassment by taking preventive, corrective and even disciplinary actions. TWM strictly complies with International Labor Organization Convention and government laws. There is no discrimination against any job applicant or employee on the basis of race, class, language, thought, religion, political party, place of origin, place of birth, gender, gender orientation, age, marital status, appearance, facial features, disability, or past membership in any labor union.

The company prohibits any forms of harassment, which is unwelcome conduct directed at individuals. These behaviors will create a work environment that any individual would find intimidating, hostile, or uncomfortable.

Process for reporting incidents and Corrective/Preventive action
  • TWM conducted a series of human rights trainings for all employees in order to build a workplace and culture that are free of harassment and discrimination.
  • Any employee who believes he or she has experienced or witnessed any conduct that is in violation of this policy can directly report to HR dedicated mailbox.
  • Taiwan Mobile/ Taihsin Property Insurance Agent/Fu Sheng
    Taiwan Fixed
    Taiwan Digital
    Taiwan Teleservices &
  • When we learn about a potential violation of the policy, it’s our obligation to investigate in accordance with government laws and company policies. If a violation of policy or law is found as a result of that investigation, we will take timely disciplinary and punitive actions, such as transfer, demotion, reduction in salary, etc., depending on the seriousness of the offense. If the investigation indicates a defamation claim, depending on the seriousness of the case, the ones who filed the complaint will be subject to disciplinary actions.
  • We will provide employee with assistance plans, such as referral to counseling, if needed.
  • The company will protect victims and those who help them file a complaint. They should have no worries about punitive consequences such as dismissal or transfer.
  • We will adopt follow-up monitoring, evaluation and supervision measures to ensure the effectiveness of corrective or disciplinary actions implemented, and to avoid the recurrence of the same incident or the occurrence of retaliatory actions.

In 2022, one harassment complaint is reviewed. Proper corrective and preventive measures are instituted subsequently. (In 2022, discrimination complaint: zero)