Sustainability Vision

TIPC’s Policy Commitment to Responsible Business Conduct

E

Low Carbon

• Based on annual inventories, TIPC has developed a carbon reduction strategy and roadmap for port areas, setting Scope 1 and 2 emission reduction targets of 50% b y 2030 and net zero by 2050.
• Net zero is a national goal; to achieve this transition, the Comp any adopts “Science-Based Carbon Reduction, Green Power Leads” as its c ore for carbon reduction practices.

S

Mutual Prosperity

• The Company is committed to fostering a workplace environment that aligns with CEDAW principles and gender equality, including organizing related training programs and activities, and establishing clear policies for handling sexual harassment complaints.
• The Company has established the “Complaints and Investigation Procedure for the Prevention and Handling of Sexual Harassment,” the “Statement on the Prohibition of Sexual Harassment in the Workplace,” the “TIPC Personnel Management Complaint Handling Guidelines,” and the “TIPC Prevention Plan for Wrongful Acts of Assault in the Performance of Duties”. These documents clearly define the principles and procedures for handling incidents of misconduct, ensuring the protection of employee rights and interests.
• The Company complies with the People with Disabilities Rights Protection Act and the Indigenous Peoples Employment Rights Protection Act to safeguard the rights of persons with disabilities and protect the employment rights of Indigenous peoples.
• The Company’s labor contracts are executed in accordance with the “Model Contract for Labor Procurement” published by the Public Construction Commission, Executive Yuan. Provisions related to working conditions for dispatched workers such as leave, special leave (including seniority-based entitlements), overtime (extended working hours), and year-end bonuses (bonuses or profit-sharing) are stipulated to comply with the Labor Standards Act, its enforcement rules, the Regulations of Leave-Taking of Workers, and the Gender Equality in Employment Act. In addition, the contracts require contractors to employ persons with disabilities and Indigenous peoples in accordance with the People with Disabilities Rights Protection Act, the Indigenous Peoples Employment Rights Protection Act, and relevant procurement regulations.
• The company has established the “Guidelines for the Use of Public Welfare and Neighborhood Relations Fund” to support public welfare activities and emergency assistance within the local communities where the ports located. Eligible recipients include neighborhood-level events and public-interest organizations (e.g., labor unions, fishermen’s associations, social welfare institutions) within the respective townships or districts. In principle, each event may receive up to NT$20,000 in subsidies, limited to once per year. For emergency relief, each household may receive up to NT$50,000, also limited to once annually.

G

Resilient

• The Company has enacted the "Taiwan International Ports Corporation, Ltd. Establishment Act" and the "Rules and Regulations Governing TIPC" as the operational basis for compliance. In addition to adhering to relevant laws and regulations, the Company’s Articles of Incorporation also include provisions to safeguard shareholder rights.
• In line with the spirit of the United Nations Convention against Corruption and the National Integrity Building Action Plan, the Company explicitly stipulates in its “Work Rules” that employees must comply with all company regulations and relevant laws, and perform their duties with integrity. Employees are prohibited from accepting improper hospitality, gifts, kickbacks, or other illicit benefits in connection with their duties or through misconduct, and must not frequent inappropriate venues. They are also forbidden from using their position for personal or others’ gain. Furthermore, the Company is committed to administrative transparency by proactively disclosing operational information and promoting transparency in business processes. A grievance and whistleblowing mechanism is continuously reinforced to ensure that all stakeholders have access to diverse communication channels and can actively participate in and oversee the Company’s operations.
• In the event of employee misconduct violating integrity governance, the Company handles such cases with fairness and prudence based on concrete evidence, in accordance with the Guidelines for Personnel Evaluation and the Principles for Handling Rewards and Disciplinary Actions.
• Pursuant to Article 41, Paragraph 1 of The Commercial Port Law and Article 19, Paragraph 1 of the Disaster Prevention and Protection Act, the Company formulates its Disaster Prevention and Rescue Plan by referencing the National Disaster Prevention and Protection Basic Plan. To validate the plan's effectiveness, disaster prevention drills and exercises are conducted regularly each year.
• In accordance with the International Ship and Port Facility Security Code (ISPS Code) and Articles 42 and 43 of The Commercial Port Law, the Company develops security assessment reports and security plans. In line with international conventions and under the supervision of the Maritime and Port Bureau, MOTC, the Statement of Compliance of a Port Facility is reissued every five years, and annual inspections are carried out from April to August to fulfill the certification requirements for port facility security compliance.

Nature

Number of Material Events

Summary of Discussion Proposals

Environmental

1

Included a proposal to review the investment solicitation approach for the development of an LNG terminal at the port.

Economic

8

Included proposals such as the general audit report, cyber security status report, business and financial performance reports, business strategy plan, evaluation of the independence and suitability of the certified public accountant, capital utilization plan, and audit plan.

Social

4

Included proposals on revitalizing port area assets to increase public recreational spaces, optimizing crew job classifications, revising the Company’s personnel policies, and adjusting employee salary structures.