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Continuing with the company's vision of "Benefiting the Public through Innovative Technology", we adopt "We Restyle Life" as our guiding principle for our efforts. Adhering to the corporate management principles of sustainable governance and integrity, our company has always prioritized the cultivation and development of talent. Starting with nurturing core-value personnel, we not only focus on the continuous enhancement of skill sets, but also the evolution of mindsets in line with the company's strategic transformations at different stages. This approach supports the company's ability to maintain intellectual innovation momentum, achieve leadership in the rapidly changing technology industry, and realize the concept of sustainable business operations.

Talent Development Policies: Implementing Sustainable Talent Management

Centered on the sustainability of talent, and grounded in the 3R principles ¨C Rethink, Re-invent, Re-learn ¨C we aim to construct a diverse and inclusive sustainable talent ecosystem. Our goal is to systematically cultivate talent that embodies core values and cross-disciplinary diversity, thereby creating, enhancing, and strengthening organizational effectiveness and competitiveness.

Strengthen the talent development system to enhance human capital

Quanta Computer Headquarters has established the Quanta ELITE School (QES) with the important task of improving the company's human capital development engine, specifying the required talent functions, and balancing the development of ELITE's five major fields of study to build a well structured and rich learning plan. The five ELITE fields of study are:

Expertise: Developing core competencies and technical research skills to help employees continuously learn and develop in different product fields

Leadership: Developing management competencies and required management courses to help cultivate management talents in the company

Innovation, Thinking and Entrepreneurship: We take the ICE (Innovation, Creativity, Entrepreneurship) program, taught by experts from Harvard University and Stanford University and covering the fields of design, brain science, creativity, and entrepreneurship as the core, to help employees develop innovative knowledge, design thinking and entrepreneurial thinking and abilities. We are initiating a series of lectures to enhance our employees' proficiency in the application of artificial intelligence in various fields such as manufacturing, mobility, and healthcare. This initiative aims to cultivate diverse, interdisciplinary talent.

QES offers five major academic disciplines, each with its own learning themes and career path planning. These are designed according to different job characteristics, required skills, and levels. This approach ensures that every employee has access to suitable learning themes and development resources, thereby strengthening their professional skills and promoting continuous growth.

Training Blueprint and Resources for All Staff

Average Training Hours

Average Training Fees

Cultivation of Cross-Disciplinary Talent

Looking ahead to the next decade, it will be a golden age for the deep integration of "Computing" and "Connectivity" to develop various innovative applications. To embrace the new era of "metaverse computing", Quanta is focusing on the development of "Tools for SMART X" and is entering the three major application areas of the AI era: "smart medicine," "smart manufacturing," and "smart mobility". Therefore, it is necessary to effectively cultivate cross-disciplinary talents to be able to grasp technology and innovation trends, accurately seize the intersection of technological application innovation, user behavior change, and business model innovation, provide tools for intelligent solutions, and capture key business opportunities.

In addition to the ICE Program offered by QES, we have also established the Quanta AI School (QAS). This institution provides a comprehensive learning blueprint, ranging from beginner to advanced levels. It is supplemented with AI application workshops and a gamified learning platform design to enhance the skills and competencies of our employees in applying AI to various fields such as manufacturing, mobility, and healthcare.

To encourage colleagues to continuously improve their technical expertise, the company formulates technical credit study regulations for R&D engineers at all levels each year. In 2023, the total number of technical credits studied was 74948.5.

Development of Key Talents and Experience Inheritance

To accumulate potential for future growth, the company encourages employees to serve as internal lecturers. By systematically organizing their work experiences and sharing their knowledge and expertise, employees not only enhance their own professional skills but also improve their communication abilities and discover their own strengths. These courses, derived from work experiences, provide substantial assistance to internal trainees. Furthermore, the company can effectively transform these experiences into a knowledge base, establishing a competency database required for various positions. Every year, Quanta publicly recognizes new and excellent internal lecturers at the Excellent Teacher Awards. In 2023, there were a total of 1,365 internal lecturers who taught at the Taiwan headquarters, with 60% of them being supervisors. There was a total of 745 departmental training courses, with a total time of 27,191 hours, and a total of 33,576 participants. The post-class satisfaction score given by the internal lecturers was 9.56 points.

2023 Internal Lecturers

To support the company's ongoing operations and development, it is crucial not only to continually deepen our technical capabilities, but also to consistently cultivate and retain key talent. Different talent development plans are designed for different groups, including production line supervisor training programs, management associate programs (MA), manager-to-be (MTB) programs, high-potential programs (HiPo), etc. Through identification, evaluation, and training development, we aim to enhance the leadership skills of key personnel, ensuring a robust and well-stocked talent pool.

Examples of the benefits of Quanta's learning development programs for the company are as follows:

Quanta prioritizes the health and safety of its employees, striving to enhance employee welfare. The company has implemented a series of health promotion activities, disease prevention measures, and an occupational health and safety system. These initiatives are designed to foster health awareness among employees from three major aspects, thereby facilitating preventive management. Furthermore, Quanta is actively working to prevent occupational accidents.

Promoting Health Initiatives to Enhance Employee Health Awareness

In 2023, several plant sites organized a variety of health promotion activities, including the following:

Preventive measures and early detection of risk factors

In the field of preventive medicine, there are two main components: health promotion and disease prevention. The goal is to prevent the onset of diseases and maintain optimal physical and psychological conditions. In addition to general health education, regular health check-ups are conducted to identify and mitigate risk factors. This allows for early diagnosis and appropriate treatment, contributing to the creation of a healthy life. The following sections provide details for each factory area:

Strengthening Occupational Health and Safety System

Occupational Health and Safety Management System and Policies

Every Quanta plants follow the ISO 45001:2018 Occupational Health and Safety Management System to establish occupational health and safety policies. The important objectives and principles are "compliance with regulations, risk assessment, participation of all employees, enhanced communication, continuous improvement, and elimination of hazards". The EHS implementation team and dedicated personnel in each department carry out the implementation. To ensure the effective operation of the system, regular tracking reviews and audits are conducted each year, and system validation is obtained. The coverage rate of the management system is 100%, covering a total of 51,107 workers. the Taiwan plant to implement the occupational health and safety management system due to Article 12-2 of the Regulations of Occupational Safety and Health Management requirement, other plants are not obligated by applicable laws to implement the occupational health and safety management system.

The management department conducts periodic inspections of the plants. If any unsafe environment or unsafe behavior is discovered during the inspection, immediate cessation of operations is required to ensure personnel safety and eliminate on-site safety hazards. If employees encounter an imminent danger while performing their duties and it does not pose a risk to other workers' safety, they have the authority to stop the operation and retreat to a safe place. They can also report to the 70885 hotline.

The following statistics pertain to the Occupational Health and Safety Management System:

Maternity Protection and Return-to-Work Rate After Parental Leave

Taiwan
Plant

In Taiwan, a total of 71 female employees received maternity health protection this year. Medical personnel conducted hazard identification, risk assessment, and verification of job requirements for pregnant female employees after learning of their pregnancy. Direct personnel were then reassigned to suitable positions after consultation with the company doctor, and relevant health education information was provided during pregnancy and the postpartum period. Dedicated parking spaces and optimized entry routes are provided for pregnant women. A handbook for new parents is compiled to inform colleagues about the benefits and legal assistance provided by the government and the company. The facility is equipped with a nursing room and features an intelligent display access control system, providing an appropriate sense of security and space.

To accommodate female employees with nursing needs, a dedicated nursing room has been established. The Employee Welfare Committee has also signed a contract with a nearby high-performing childcare institution to provide childcare services to employees at a preferential rate. Additionally, in response to the government's implementation of the unpaid parental leave policy, employees can apply for unpaid parental leave as per their individual needs, under regulations such as the Gender Equality in Employment Act.

In 2023, there were 10,581 employees eligible to apply for parental leave without pay under the QRDC/QTMC program after completing at least 6 months of service. Among the employees who applied for parental leave without pay, 29% were male and 71% were female. The return-to-work ratio after completing the parental leave period was 76%.

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• The number of employees returning to work, both those expected and actual, is calculated based on the number of applicants in the given fiscal year.
• The disclosure for Mainland China and Thailand plants is not provided: According to local regulations, female employees are entitled to maternity leave but there are no provisions for childcare leave.
• The number of maternity leave and return to work applications f or 2022 has been revised due to the inclusion of non-maternity leave personnel in the calculation.

Item	Gender	2022				2023
		Head Count		Subtotal		Head Count		Subtotal
Number of employees applying for parental leave	Male	24		70		19		65
	Female	46				46
Number of employees expected to return to their positions within the year	Male	18		38		9		28
	Female	20				19
Number of employees actually returning to their positions within the year	Male	12		30		7		23
	Female	18				16
Retention rate of previous reporting cycle	Male	3	75%	12	92%	10	83%	26	87%
	Female	9	100%			16	89%

Identification of Hazards, Risk Assessment, and Accident Investigation

Occupational health and safety are implemented through the occupational safety and health risk assessment management procedure, which involves the identification of hazards and the assessment of risks. The personnel responsible for conducting risk assessments are subject to internal auditors training by the occupational safety and health management system. These assessments primarily focus on preventing occupational injuries and diseases related to chemicals, machinery, electricity, equipment, and transportation. Among these, traffic accidents are the most frequent hazard. Employee awareness of hazards is reinforced through informational materials to reduce occupational injuries. In addition to causing personnel and property losses, occupational injuries can damage the Quanta's positive corporate social responsibility image. Occupational health and safety management is crucial for the well-being of both the company and its employees, and it can lead to direct or indirect economic benefits.

Worker Participation, Consultation, and Communication in Occupational Health and Safety

The establishment of communication, consultation, and participation procedures for environmental and occupational health and safety affairs is outlined in the operational manual. It aims to facilitate communication, consultation, and participation between internal and external stakeholders of the company's environmental and occupational health and safety management system. Important information related to environmental and occupational health and safety is shared with relevant stakeholders, and the company encourages interaction and participation between itself and stakeholders in environmental and occupational health and safety affairs.

Percentage of occupational safety and health committee members in each plant (%)

Objectives of Occupational Health and Safety

Taiwan
Plant

Improving the safety of personnel operating aerial work vehicles

To comply with Article 9 of the current Occupational Safety and Health Facility Regulations, employers must assign personnel who have received specialized training in operation safety and health to carry out operations starting from January 1, 2024. Furthermore, they are required to request proof of education and training in contractor management.

Shanghai
Plant

Conducting research on disease testing related to key industries in collaboration with the Songjiang District Health and Welfare Committee

A survey and contact assessment on the "epidemiology of musculoskeletal disorders caused by poor ergonomics" was conducted in collaboration with the District Health and Welfare Committee. Over 600 questionnaires were completed.

Equipment Safety Inspection Standard Update

In compliance with applicable equipment safety regulations and in response to customer safety requirements for mechanical equipment, we have updated our equipment safety management standards. Safety inspections have been conducted for production equipment in each workshop, and necessary improvements are being implemented in accordance with the new standards. To minimize the risk of operators encountering mechanical components, it is advisable to consider implementing design modifications. These modifications may include reducing the size of equipment inlets and adding protective covers.

Improving Safety in Maintenance and Detection Operations of Air Pollution Control Equipment

An evaluation was conducted to ensure the safety of maintenance and sampling operations for the exhaust gas treatment equipment by installing stairs, work platforms, and guardrails on the rooftop.

L300 X-RAY Equipment Safety Protection Renovation Project

To ensure the safe operation of the L300 X-RAY equipment, steel plates and thickened lead plates have been added to the original lead plate foundation. This effectively prevents radiation leakage during exposure. Furthermore, surveillance cameras have been installed inside the equipment. Prior to operation, employees must undergo sequential inspection of the detection chamber and monitor check to ensure the safety of radiation workers.

Improvement Project for the Exhaust System of the Laser Engraving Machine

Due to the aluminum foil seal of the air duct in the laser engraving machine being prone to damage, which leads to dust overflow, it has been determined that replacing the original galvanized air duct with a laminated flame-retardant hose is necessary. The hose will be securely fastened to the bottom fixed bracket using clamps, and the equipment will be fixed to a customized bracket with bolts. Furthermore, a sponge layer will be added to the connection point to prevent any leakage, effectively stopping dust from spilling out.

Chongqing
Plant

F1 PU5 FA introduces a new automatic ear folding machine, automatic carton folding machine, and automatic PE bag packaging to eliminate the need for manual operation

The automatic ear folding machine is installed at the end of the production line and connected to the box sealing machine. Its purpose is to reduce the need for manual handling and minimize personnel contact with the sharp edges of the conveyor belt. Equipment guards and emergency stop button devices are installed to reduce the risk of personnel accidentally touching or colliding with them.

The packaging section at the end of the semi-automated line is equipped with manual stations for packing PE bags and folding paper boxes. There is a risk of personnel accidentally touching the edges and gaps of the conveyor belt, rollers, and aluminum frames. Through automated comprehensive analysis and evaluation, the packaging section in the later stage has been redesigned with highly automated equipment, including automatic non-woven fabric placement, automatic paper box folding machine, and automatic PE bag packaging equipment. The equipment is also equipped with safety devices such as protective covers and emergency stop buttons to prevent direct contact and injuries to colleagues, thereby achieving the goal of preventing occupational accidents.

F1 PU5 SMT New Automatic Reflow Carrier Cleaning Machine

Routine maintenance and cleaning of the reflow carrier in the PU5 SMT explosion-proof room pose several risks, including collision, scratching, and impact due to the carrier's sharp edges and weight. Additionally, there is a risk of burns and chemical splashes when using an ultrasonic cleaning machine. To address these risks, we have conducted a comprehensive analysis and evaluation with the manufacturer and have introduced a rotating spray cleaning machine for carrier cleaning. This equipment will automatically clean the carrier, eliminating the risks and improving the efficiency of chemical cleaning agent circulation. Our goal is to prevent occupational accidents.

The F2 PU4 SMT cutting station has been equipped with a safety light curtain

There is a possibility of abnormalities occurring during the operation of automated equipment that need to be addressed promptly. There is a risk of personnel getting injured when they approach the equipment while it is in operation. Therefore, safety light curtains are installed within the operating range of the equipment after conducting a thorough analysis and evaluation. These curtains will cause the equipment to stop running when a person approach, thereby preventing occupational accidents.

The lifting platform installed side anchors

In the plant, there is a requirement to lift heavy objects. To ensure the safety of both the lifted items and personnel during the lifting process, side anchors have been installed. These anchors are intended to prevent accidents that may occur due to dropped items or personnel.

F3 Plant Adds Protective Frame to Automatic Laser Engraving Machine

During the operation of the automatic laser engraving machine, there have been instances of employees getting injured due to incorrect placement in the equipment operating area. After a thorough evaluation and analysis, it has been determined that installing protective frames on the side and rear of the automatic laser engraving machine can prevent employees from inadvertently entering the equipment operating area, thereby reducing the risk of injuries. In order to achieve the objective of accident prevention.

The protective barrier of the tray elevator on the fourth floor of the F3 Plant has been strengthened

During daily work and inspections, it was discovered that the Tray elevator lacks protective barriers, making it more susceptible to accidents and injuries caused by negligence. After careful analysis and evaluation, it is recommended to install protective barriers on the Tray elevator to mitigate the inherent safety risks associated with the equipment. This measure will prevent employees from inadvertently entering the equipment area and reduce the likelihood of accidents.

The material feeder of Plant P3 has been equipped with an additional infrared sensor protection system

When the feeder is in daily operation, personnel may need to enter the equipment for feeding, troubleshooting, or other reasons, such as material shortage or malfunction. If the equipment is not stopped, there is a risk of injury to the personnel involved in the operation due to the internal operation of the robotic arm. After conducting a thorough analysis and evaluation, an infrared sensing device has been installed on the exterior of the feeder to prevent occupational accidents.

Worker Occupational Health and Safety Education and Training

According to Article 32 of the Occupational Safety and Health Act and Article 17 of the Occupational Safety and Health Education and Training Rules, general worker safety and health education and training are conducted every six months in the Taiwan plant. Training includes tests. For specific occupational hazards such as high-pressure gas equipment, oxygen-deficient operation supervisors, specific chemical substance operation supervisors, and forklift operators, paid external training is provided free of charge.

• Environmental, Occupational Health and Safety, and Energy Management Personnel Annual Training Courses consist of 23 sessions, with a total training duration of 650 hours, covering topics such as environmental, occupational health and safety, and emergency response.
• There are 229 employees with license training, and the retraini ng rate is 100% as required by regulations.
• 22fun occupational safety and health in-service education and tra ining had a total of 10,933 participants.

In the Shanghai plant, in accordance with the requirements of the "Regulations on Safety Training for Production and Operation Units," combined with QSMC's "EHS Annual Training Plan," a total of 15 online and offline courses were conducted in 2023, in addition to Level 3 safety education. The online courses include training on the safety production responsibility system, personal protective equipment training, chemical safety training, radiation safety promotion training, high-risk equipment safety training, handling safety training, forklift and dock fall safety training, etc., with a total of over 40,000 participants. The offline training includes safety education and training for special hazardous operations, safety protection training for QSMC plant waste collection vehicles, training for hazardous waste management personnel, safety training for engineering personnel in the construction/IE department, etc., with a total of over 1,000 participants. The certification-related personnel receive education and assessment from corresponding training institutions, with approximately 150 trained personnel who have completed the training and assessment in accordance with legal requirements and obtained the corresponding certificates.

In the Chongqing plant, in accordance with safety-related regulations and company arrangements, specialized safety and health in-service education and training are conducted for employees every quarter or half-yearly according to the plan, followed by post-training assessments. All newly hired employees receive comprehensive environmental and/or occupational safety training. For specific job positions such as electricians, special equipment managers, and fire control room personnel, free external training is provided as required.

• Annual training courses for personnel related to environmental and occupational health and safety consist of 190 sessions, with over 3,000 trainees and a total training duration of 548 hours. The content includes environmental protection, equipment safety, fire safety, occupational health, and other topics.
• Four online training courses have been launched, covering topics on environmental protection, operational safety, fire safety, and specialized equipment. Over 27,800 individuals have participated in these courses.
• There are 265 employees with license training, and the retraining rate is 100% as required by regulations.
• Occupational health and safety in-service education and training (new employee training) had a total of 29,542 participants.

The Thailand plant conducted 35 annual training courses for personnel related to environmental, occupational safety and health, and energy management. The content covered firefighting, occupational safety and health, and emergency response measures.

Non-Employee Workers: Managing Contractors

Regarding occupational health and safety prevention and mitigation for suppliers, an understanding of occupational health and safety risks and hazards is obtained through contractor questionnaires and contractor audits.

The compliance rate for occupational health and safety regulations among contractors is 100%.

1. Occupational accident and disease statistics for on-site personnel include workers at Quanta's site, including outsourced security guards, cleaning personnel, restaurant vendors, and waste recycling personnel, among others.
2. Some workers, such as outsourced construction workers and maintenance personnel, are not included in the statistics due to difficulties in data collection.
3. Occupational health and safety accident and disease statistics for each plant:

Statistics of the number and hours worked of Vendor's on-site personnel for 2021-2023

Disabling Frequency Rate (FR) Among On-Site Contractor Personnel

Disabling Severity Rate (SR) and Disaster Rate per Thousand Workers for on-site vendor personnel

Occupational Healthy and Safety Statistic

Accident statistical records and reporting mechanism

An Accident Investigation and Handling Procedure Manual was formulated to prevent accidents and minimize losses through an effective investigation and handling mechanism. This will facilitate the implementation of effective preventive measures and prevent the recurrence of accidents. In the event of an accident within the work area, it is necessary to follow the accident reporting and handling procedures to complete the incident report. The occupational health and safety department will conduct accident investigation and handling operations. If any non-compliance with occupational health and safety requirements is identified, corrective and preventive measures will be implemented in accordance with the "Environmental and Occupational Safety and Health Correction and Prevention Procedure.

Occupational safety and health accident and disease statistics for each plant:

Employee Occupational Accident and Illness Statistics for the Year 2023

Employee occupational accident and illness statistics of 2021-2023

Disabling Frequency Rate (FR)

Disabling Severity Rate (SR)

Employee Working Hour Statistics for the years 2021-2023

Quanta has pledged to support and respect international labor and human rights standards, including the Declaration on Fundamental Principles and Rights at Work by the International Labor Organization, the OECD Guidelines for Multinational Enterprises, the Universal Declaration of Human Rights by the United Nations, and the United Nations Global Compact. Based on these principles, Quanta has established a "Labor and Human Rights Policy" with the aim of creating a dignified working environment. The universal value of respecting human rights is considered a core belief in our business operations and serves as a standard that our supply chain partners are also expected to adhere to.

With a mission centered on people, our company aims for harmonious development between the enterprise and its employees. We strive to continually foster equal, open, and united employee relationships. In line with the laws of each location and the standards of the Responsible Business Alliance (RBA), we have established a comprehensive corporate social responsibility system. This system includes detailed regulations for institution, implementation, supervision, and improvement. Quanta has established a Corporate Social Responsibility Handbook, along with management procedures for non-forced labor, non-discrimination, disciplinary measures, employee complaints and reporting, working hours and wages, sexual harassment prevention, and a manual for preventing unlawful infringement in the execution of duties. These are used for internal operations management and risk prevention.

Under comprehensive management procedures, Quanta, as a member of the Responsible Business Alliance (RBA), not only conducts annual assessments of labor and ethical risks at each factory, but also prepares contingency plans based on high-risk items, which are then presented to the board of directors. In addition, internal audits are carried out in accordance with operational needs to identify risks. In 2024, our four factory areas underwent a total of 30 second- and thirdparty audits on issues related to labor, health and safety, the environment, management systems, and business ethics. None of the audits identified any serious violations of RBA human rights standards in any of these areas. The number of audits conducted for each factory area is shown in the table below:

To clarify potential human rights risks at Quanta, the company has conducted audits from various sectors, internal audits, employee sentiment surveys, supplier audits, and on-site investigations. These procedures were carried out by the corporate social teams at each factory, completing the annual human rights due diligence investigation. The identified potential risk issues and risk mitigation measures are detailed as follows.

Risk and Management of Forced Labor

Quanta commits and guarantees that all employees should provide services voluntarily, respecting their freedom rights, including the freedom of employment, resignation, overtime, and movement. Corresponding policies and management procedures have been established. To strictly adhere to the policy of prohibiting forced labor. From the investigation, the primary risks arise from dispatch labor companies or foreign worker intermediaries that do not fully adhere to the company's policies. As a result, Quanta mandates that dispatch labor companies or foreign worker intermediaries sign an RBA commitment letter and include a clause in the contract stating that they cannot impose any intermediary fees on laborers or restrict their freedom of movement. In the event of severe violations, the contract will be terminated as a disciplinary action.

If there are new foreign workers or short-term contract employees, Quanta conducts due diligence investigations immediately to ensure that they have not been charged any fees during the recruitment process. If it is discovered that recruitment fees have been charged, not only will the labor intermediary company be penalized as per the contract, but the fees will also be promptly refunded to the workers.

After investigating, it was determined that the supervisor's inadequate management resulted in a substantial number of disputes upon resignation. To address this issue, we established multiple channels for employees to file complaints and ensure that they are promptly addressed by the relevant departments. Additionally, we will introduce internal management courses for supervisors to enhance their understanding of different forms of forced labor, with the goal of preventing similar incidents in the future.

Risk and Management of Working Hours

Based on various internal and external audits and internal investigations, working hour management is indeed identified as a risk area. Quanta has a working hour management procedure, and each factory should comply with the working hour regulations in their respective regions and follow the RBA Code of Conduct's provisions on working hours. The Corporate Social Responsibility (CSR) team regularly supervises the working hours of each factory. If a factory exceeds 60 working hours per week or fails to provide one day of rest after six working days, a warning will be issued immediately. In addition to human supervision, the working hour system has good control, and a warning will be issued if it detects overtime work. Colleagues who frequently work overtime will also have their names regularly reviewed and transferred to the company's medical department for assistance in managing their health. Based on the 2024 management data, the overtime situation in different factory areas has indeed improved.

Humanitarian Treatment ¨C Non-Discrimination Risk and Management

Quanta, in compliance with the laws at all its operational locations, ensures that there is no discrimination in the recruitment and employment stages based on race, skin color, age, gender, sexual orientation, gender identity and expression, ethnicity, disability, pregnancy, religious beliefs, political affiliation, membership in social groups, protected veteran status, protected genetic information, or marital status. Furthermore, there is no differential treatment in matters of compensation or promotion based on these factors.

The policies are effectively communicated to all employees and supervisors through internal education and training. Regular oversight and audits are conducted on labor dispatch companies or foreign labor brokerage firms to prevent any occurrence of discriminatory behavior.

Simultaneously, to prevent colleagues from being unlawfully harmed in the workplace, our company has established relevant procedures and complaint methods. If any colleague believes they have been unlawfully harmed in the workplace, such as experiencing workplace bullying or sexual harassment, they can immediately report to the company's complaint hotline. Under the premise of protecting the parties involved, an investigation process will be initiated. A prevention committee, composed of representatives from both labor and management, will determine if the complaint is valid. If there is indeed a violation of relevant regulations, disciplinary action will be proposed. If the situation is severe, the company will assist the parties involved in subsequent legal procedures and provide referrals for psychological counseling.

In 2023, no discrimination-related incidents were reported in any of Quanta's factories, and external customer audits did not mention any discrimination issues.

In addition, regarding the protection of child labor and underage workers, an issue of general concern to stakeholders, the possible risks and management are as follows:

Risks and Management of Protection Against Child Labor and Underage Workers

The factory site in Thailand (QMB), as mentioned from the International Labor Organization (ILO)'s report, is at a higher risk of employing child and underage labor. Quanta strictly manages this risk in accordance with the Child Labor Management Procedure and the has a Underage Labor Management Procedure. Quanta has implemented preventative measures across all its factories, which include training HR recruitment staff to enhance their ability to identify the age and identity of personnel. The Social Responsibility Management Department also conducts periodic inspections and audits of labor service company recruitment sites. This is done firstly to ensure there are no instances of child labor or misuse of child labor, and secondly to fully identify underage applicants or employees. Upon the employment of new staff, Quanta also conducts verification of their identification documents. If it is confirmed that, despite rigorous checks, Quanta has inadvertently employed underage workers under the age of 16, Quanta has established necessary procedures for compensation and improvement measures.

In compliance with legal regulations, we have taken measures to protect the rights of the underage employees recruited across our various factories. Multiple departments have collaborated to regulate their registration, job positions, working hours, and health checkups. We strictly prohibit these employees from working night shifts, overtime, or in hazardous positions. This is closely monitored and managed by the respective responsible units.

In 2023, there were 0 child labor across all factory sites. No non-compliance issues related to child labor or underage workers were identified during customer audits or internal company audits.

Complaints and Handling

If colleagues have concerns related to human rights issues, or if there are instances of human rights violations, Quanta encourages employees to voice their concerns, either openly or anonymously, through various complaint channels. The company will assign a dedicated person to handle these issues and take necessary actions. During the handling process, Quanta guarantees that the complainant will not be subject to any retaliation.

• Employees at our Taiwan facility can report issues through various channels such as the Quanta message board, the HR hotline, the complaint hotline 70345, or the dedicated email address 70345@quantatw.com. They can also express their opinions through labormanagement meeting representatives or employee welfare committee representatives.

Regarding issues of sexual harassment and unlawful workplace infringement, there is a dedicated hotline, 70695, and an email address, 70695@quantatw.com, for reporting such incidents. Depending on the situation, adjustments may be made to job duties or work areas following established procedures. Investigations will be initiated while ensuring the protection of the parties involved.

• Colleagues in the China factory can file complaints through the following channels:
• The email address communication.ch@quantacn.com or our corporate WeChat public account, "Quanta Online"
• Employee suggestion box, HR service hotline, general affairs help hotline, employee rights hotline, Quanta message board
• Various human resources offices, trusted group offices, and CSR offices of each plant area
• The trusted group members of the production line can provide continuous and immediate care and assistance to their colleagues.
• The designated CSR representative coordinates weekly with relev ant departments to handle and compile complaint investigations and statistics.
• All employees at our Thailand facility are required to undergo training prior to their employment. This training includes guidance on the grievance process. Employees can lodge complaints and communicate through various channels such as suggestion boxes, HR/general affairs hotlines, and the CSR office. A dedicated CSR representative will coordinate with relevant departments on a weekly basis to investigate, handle, and compile statistics on these grievances.

• Total Number of Complaints Across the All Plants
  
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  • Labor Practices: Employment practices, health and safety practices, harassment or abuse incidents, labor-management relations, wages, and compensation
  • Human Rights Issues: Including non-discrimination, gender equality, freedom of association, collective bargaining, child labor, forced and compulsory labor, and rights of indigenous people
  • Other Complaints: Other complaints include issues related to life, general affairs, and meals.

  Year	2022			2023
  Number	Number of Cases Filed	Number of Cases Processed	Number of Cases Resolved	Number of Cases Filed	Number of Cases Processed	Number of Cases Resolved
  Number of Labor Practice Complaints	139	139	139	109	109	109
  Number of Human Rights Complaints	29	29	29	20	20	20
  Other Complaints	65	65	65	120	120	120

As shown in the table, in terms of labor practices, complaints from on-site personnel management, leave disputes, attendance communication, and company system responses were received. Some of the complaints involved workplace sexual harassment and bullying. An investigation will be immediately initiated according to procedures, ensuring confidentiality and protecting the complainant and related individuals from undue retaliation during the investigation. If the committee determines the complaint to be valid, it will be reported to the company for disciplinary action. The human rights complaints mainly involved on-site supervisors violating the freedom of resignation of colleagues and incidents of not signing resignation letters. After an investigation, all complaints were resolved to prevent similar incidents from recurring, training for supervisors at all levels has been reinforced. Upon receiving feedback, the respective responsible departments are required to ask employees with potential conflicts of interest to recuse themselves. Following personal data protection regulations, they should conduct a caseby- case analysis. Feedback should then be provided to the concerned parties in verbal, electronic, or written form. This ensures the accurate and appropriate receipt, clarification, handling, feedback, and recording of issues, safeguarding the rights and interests of employees, and continuously promoting a friendly workplace environment.

Promotion of Training to Strengthen Human Rights Awareness

To respect and ensure that employees understand their personal rights and are familiar with relevant regulations and responsibilities during the work process, related training programs are conducted in Taiwan, China, and Thailand plants. The topics covered include corporate social responsibility, prevention of sexual harassment, management of individual cases, and psychological counseling. The total number of trained individuals is 54,966, with a total training time of approximately 23,225 hours. The percentage of trained employees in Taiwan, China (Shanghai, Chongqing) and Thailand is 100%.