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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. The Human Rights Policy Statement and amendments to it are subject to review by the Chairman. 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 2024
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
	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
	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
	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

Salient Human Rights Issues and Mitigation Measures with Risks above Medium Level

Salient human rights issue - employee	Job type	System optimization	Facility upgrades	Regulatory basis	Education and awareness-raising campaign	Early warning system
Overtime working	Flight and cabin crew	Implement in-flight rest scheduling for inflight crews. Lift requirement to submit refund request before departure.	Expand workforce on regional routes.	Crews to be dispatched in accordance with the Aircraft Flight Operation Regulations (AOR) and other applicable regulations.	Raise awareness of regulations on working hours and in-flight rest scheduling, and take measures to address overtime risks.	Continuously monitor flight schedules to ensure they are not affected by weather, mechanical issues, or air traffic control, which may result in overtime risks.
Overtime working	Ground staff	Review monthly work and overtime hours; analyze causes of overtime; make improvements. Regularly review business operations and labor allocation, and make necessary adjustments.	System to require that overtime be requested in advance. System provides abnormal time alerts during scheduling and when there is overtime, to enable early response.	Establish working hour and overtime standards in accordance with the law, and make adjustments as necessary based on actual circumstances.	Issue regular bulletins about working hour regulations, to enhance employee awareness. Conduct trainings for managers on working hour regulations and management mechanisms.	Identify high-risk individuals through monthly reviews of abnormal working hours. Provide early warnings to employees through abnormal working hour system notifications.
Fair salary	Flight and cabin crew	Regularly review employee salaries and welfare conditions; make adjustments as needed. Review salary payments to ensure compliance with local laws and regulations, and to prevent discrimination based on gender or sexual orientation.	Regularly review employee salaries and welfare; make adjustments as needed.	Determine job titles in accordance with the Company’s organizational structure, business activity, and nature of work, and the fixed remuneration standard for each position is formulated taking internal and external factors into account. Fixed remuneration standards must comply with local laws and regulations in operating locations.	Conduct regular human rights trainings to promote the concept of fair salary, including equal pay for equal work, with exceptions for seniority, award and discipline, performance, and other reasonable non-sexual or non-sexual-orientation factors.	Establish channels for employee feedback, communication, and complaints.
Fair salary	Ground staff
Occupational safety & health	Flight and cabin crew	Conduct workplace hazard identification and risk assessments; encourage employees to provide feedback, then make necessary improvements. Convene periodic Occupational Safety and Health Committee meetings to review, coordinate, and provide recommendations on matters related to safety and health.	Make environmental/ equipment adjustments as appropriate, based on incident causes.	Verify effectiveness via the ISO 45001 Occupational Safety and Health Management System and the Taiwan Occupational Safety and Health Management System (TOSHMS) Formulate and implement labor health protection plan in accordance with applicable laws and regulations.	New employees must complete training at time of entry. Conduct annual refresher trainings for employees, to reinforce awareness and understanding. Raise health awareness and conduct outpatient health education using health bulletins. Invite external lecturers to conduct educational seminars.	Establish occupational accident reporting channel, and safety and health-related issue feedback box. Schedule annual health examinations for employees and offer health education, consultations, and follow-ups for those with abnormal results.
Occupational safety & health	Ground staff
Discrimination/Harassment/Workplace unlawful infringement	Flight and cabin crew	Identify workplace misconduct; assess risks; encourage employees to provide feedback; make necessary improvements.	Make environmental/ equipment adjustments as appropriate, based on incident causes.	Workplace misconduct prevention, measures for prevention, reporting, and punishment of sexual harassment	New employees must complete training at time of entry. Conduct annual refresher trainings for employees, to reinforce awareness and understanding. Invite external lecturers to conduct educational seminars.	Establish a dedicated hotline, email address, and LINE account to report workplace misconduct. Establish a dedicated hotline and email address to report sexual harassment incidents.
Discrimination/Harassment/Workplace unlawful infringement	Ground staff

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 2021 to 2024, there were 46 cases of complaints about practical labor issues submitted officially. The new cases of complaints were about the controversies over training compensation 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.