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Human Rights Management

EVA Air believes that respect for human rights is the core value of corporate sustainable development. To safeguard the basic human rights of employees, suppliers, customers and partners, in addition to abiding by local laws and regulations, EVA Air also followed the United Nations Universal Declaration of Human Rights and the two covenants (ICCPR and ICESCR), the International Labour Organization- The Declaration of Fundamental Principles and Rights at Work, the United Nations Guiding Principles on Business and Human Rights, the OECD Guidelines for Multinational Enterprises, and the Ten Principles of the United Nations Global Compact to establish the "EVA Air Human Rights Policy Statement", creating a human rights protection environment based on protection, respect and compensation that prohibits any violations of human rights, and allows people to be treated fairly and with dignity. In addition, the Company has formulated the "EVA Air Human Rights Management Framework" in accordance with the "EVA Air Human Rights Policy Statement" and other regulations. We conduct regular risk assessments on major human rights issues, conduct human rights due diligence, and develop mitigation and remediation measures for risks assessed as moderate or above.

EVA Air Human Rights Due Diligence Process

01 Commitment

Comply with international standards and local laws, and formulate the human rights policy and statement.

02 Identification

Identify salient human rights issues and vulnerable groups in the organization's attributes and operating style.

03 Evaluation

Regularly assess human rights impact on employees, suppliers (including contractors, subcontractors, service providers), partners (such as subsidiaries, joint ventures, and local communities), customers and service processes and determine the degree of risk exposure.

04 Action

Based on the regular assessment of human rights risk level, formulate different action plans and mitigation measures.

05 Remedy

In response to incidents of human rights violations, provide different levels of remedial measures such as system improvement, material compensation, psychological counseling and punishment.

Role of EVA Air	Salient human rights issue	Affected parties	Evaluation factors	Risk Level in 2023
As an employer	Overtime working	All employees (including female, indigenous, migrant employees, etc.)	Number of people working more than 12 hours a day. Number of people whose overtime working hours on working days and rest days are more than 46 hours in a single month.	Medium
	Discrimination/ Harassment/ Workplace unlawful infringement		Number of cases of sexual harassment. Number of cases of unlawful infringement in the workplace.	Medium
	Occupational safety & health		Number of cases in occupational accidents statistics. Abnormal workload identification and risk investigation.	Medium
	Privacy protection		Whether there has been an abnormal information security management and control or external intrusion resulting in the leakage of employees’ personal data.	Low
	Fair salary		Whether the salary is paid on time and in compliance. Is there any difference in salary due to gender, race, nationality, etc.?	Low
	Forced labor		Number of employee appeals.	Low
	Freedom of assembly and negotiation		Labor-management channels/ frequency.	Low
	Female protection	Female employees who are pregnant, within one year after parturition, or breastfeeding	Pregnancy and post-partum health hazard assessment.	Low
	Child labor	New recruits	Recruitment process.	Low
As a buyer	Working conditions	All suppliers and their employees	Have the suppliers signed the Supplier Code of Conduct? Have the suppliers ever been punished for violating the laws and regulations such as working hours, wages, and occupational safety? Have the suppliers considered sustainability and the impact on the environment while operating?	Low
	Occupational safety & health
	Environmental protection
As a service provider	Privacy protection	All customers	Whether there has been an abnormal information security management and control or external intrusion resulting in the leakage of customers’ personal data. Number of cases in which customer feedback is related to discrimination. Recognition of potential human trafficking signs by front-line employees.	Low
	Prohibition of discrimination
	Human trafficking
As an investor	Working conditions	All subsidiaries/ joint ventures and their employees	Have the subsidiaries/ joint ventures signed the Code of Conduct? Have the subsidiaries/ joint ventures ever been punished for violating the laws and regulations such as working hours, wages, and occupational safety? Have the subsidiaries/ joint ventures considered sustainability and the impact on the environment while operating?	Low
	Occupational safety & health
	Environmental protection
As a community member	Noise	Community residents near the airport	Does aircraft take-off and landing noise comply with international norms or verification standards? Number of noise-related cases in corporate social responsibility mailboxes.	Low
As a community member	Climate change	All community residents	Does the air pollutant control of aircraft and ground vehicles comply with environmental regulations or original factory specifications? Number of cases related to air pollution/climate change in corporate social responsibility mailboxes and environmental issue report mailboxes.	Low

Mitigation and Remedial Measures for Risky Salient Human Rights Issues

Salient Issue	Mitigation Measures	Remedial Measures
Overtime working	Convey the working hours regulations through internal announcements, implement the overtime work must be applied in advance by system control, and require supervisors to properly plan business and arrange manpower in advance.	Provide overtime pay or compensatory leave in accordance with the law, and investigate, analyze and assist the work conditions of colleagues with long-term exceptional workload. If investigation shows that there was indeed overtime work, the supervisor will be required to make necessary corrections, and the employee will be given all required compensation.
	Conduct junior management courses to convey regulations related to working hours and management mechanisms; 1 course has been held in 2023.
	Check and review the overtime situation of each department regularly, remind the supervisor to care for and assist colleagues with long-term exceptional workload and appropriately re-allocate work depends on the review. 12 times were be implemented in 2023.
	Ongoing employee reporting mailbox: evapsn@evaair.com
Discrimination/ Harassment/ Workplace unlawful infringement	Gender equality and unlawful infringement in the workplace have been listed as compulsory courses for new recruits, and 8 courses were organized in 2023.	After the occurrence of discrimination/sexual harassment/workplace unlawful infringement, the Company will conduct a fair investigation according to the company's procedures, handle and close the case within the time limit, and fulfill the obligation of confidentiality. Adjust the Company's system, measures, environment and equipment according to the investigation of discrimination/sexual harassment/workplace unlawful infringement. Provide necessary assistance to the victims of the above incidents, such as referrals for psychological counseling and legal assistance. For the perpetrators of discrimination/sexual harassment/workplace unlawful infringement cases, necessary measures such as job adjustment and punishment will be carried out according to the seriousness of the circumstances and internal procedures.
	Invite external lecturers to hold sexual harassment prevention and anti-bullying or gender equality lectures, and 2 courses were organized in 2023.
	Conduct unlawful infringement identification and risk assessment, and encourage colleagues to participate and provide opinions.
	Ongoing workplace unlawful infringement appeal channel: Hotline: +886-3-3515134, Mailbox: 134@evaair.com, LINE: @EVA5134
	Ongoing sexual harassment appeal channels: Ground staff: +886-3-3515113, Pilot crew: +886-3-3515916 & +886-3-3515886, Cabin crew: +886-3-3518805 & +886-3-3518806, Mailbox: 134@evaair.com
Occupational safety & health	Occupational safety and health has been listed as a compulsory course for new recruits, and 8 courses were organized in 2023.	After the occurrence of incident, the Company will conduct a fair investigation according to the company's procedures, handle and close the case within the time limit. Provide the paid work-related injury leave and insurance information to those employees involved in occupational accidents, and assist them to apply. Adjust the Company's system, measures, environment and equipment according to the investigation occupational accident and/or other incident.
	Hold employee occupational safety and health trainings, and 9,104 people completed in 2023 with a coverage rate of 100%.
	Conduct workplace hazard identification and risk assessment, and encourage colleagues to participate and provide opinions.
	Verify our management systems’ effectiveness via ISO45001 Occupational health and safety management systems and Taiwan Occupational Safety and Health Management System (TOSHMS) certifications.
	Ongoing occupational safety and health mailbox: osh@evaair.com

Employee Complaints

To protect the rights and interests of employees, EVA Air has established guidelines for handling employees’ complaints. Employees can file their complaints via official channels and the company will communicate and negotiate with the employees properly to achieve a mutual agreement between the labor and management sides. From 2020 to 2023, there were 54 cases of complaints about practical labor issues submitted officially. The new cases of complaints were about the controversies over Annual Leave arranging rights and salary distribution. In the future, we will strengthen communication regarding the terms of employment to prevent such controversies from happening again. As for the current complaints, we will try to resolve peacefully.