Human Rights Policy
KNH abides by local laws and regulations in all countries and regions where we operate, and the company upholds the human rights of workers, including regular, contract and temporary employees, interns, etc. We treat them with dignity and respect as understood by the international human rights standards such as The International Bill of Human Rights, The International Labor Organization’s Declaration on Fundamental Principles and Rights at Work, and Ten Principles of The United Nations Global Compact.
In order to let employees, understand their rights and the company's social responsibility policies and practices. In the "Work Rules," and "Preventive Measures for Sexual Harassment" documents and regulations, we have clearly declared protection of employees' human rights, from basic compliance, freedom of choice of career, humane treatment, prohibition of discrimination, and sexual harassment to establishing effective communication channels, a sound salary and benefits system, and diverse training and development opportunities. We promote the freedom of choice of career, in which all work is voluntary, without slavery or human trafficking. Employees are not discriminated by race, religion, skin color, nationality, or gender. Sexual harassment is strictly forbidden. Other than related rules, there is a sexual harassment prevention hotline and email for employee complaints.
To mitigate human rights risks, KNH actively carries out concrete improvement plans to create a quality work environment and take the following actions：
Based on the characteristics of the industry and business development strategies, KNH regularly conducts risk assessments on human rights issues, incorporates external expectations and communicates with stakeholders, identifies important human rights issues and high-risk groups, and establishes due diligence procedures and implements mitigation measures and management objectives.
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 | Provide Regulatory Compliance Information in New Employee Orientation | Including forced labor prohibition, child labor prohibition, anti-discrimination, anti-sexual harassment, human treatment and a healthy and safe environment. |
 | Provide Sexual Harassment Training | Including the major concept and prevention of sexual harassment, and practical approaches to deal with sexual harassment. |
 | Implement Serial Propagandas Regarding the Prevention of Workplace Bullying | Help employees understand what is bullying in the workplace, and know how to avoid bullying behaviors, so as to jointly create a friendly working environment with zero bullying. |
 | Provide Comprehensive Occupational Safety Trainings | Including fire training, emergency response training, first-aid training, general environment, safety and health training, occupational safety and health training for new and promoted managers. |
According to the International Labor Organization, employing any person under the legal age for employment is prohibited. KNH's HR regulations clearly prohibit the employment of child labor. Hired employees are required to present identification for the company to verify their age to further prevent omissions. In addition to the promotion of the age policy, specific standards are listed in the company's Internal Management Regulations. In the 2018 audits, both internal and external, no instance of employment of child labor was found.
Item | Content | Goal | 2019 |
Non-Discrimination | Number of discriminatory disputes | No instance of discrimination | No instance of discrimination |
Freedom of Association | Operations identified with material risks of violating the freedom of association and collective bargaining | No prohibition on association | No prohibition on association |
Child Labor | Operations identified with material risks of child labor disputes and measures that help prevent child labor | No employment of child labor | No employment of child labor |
Forced Labor | Operations identified with material risks of forced or compulsory labor disputes and measures that help prevent forced or compulsory labor | No forced or compulsory labor | No forced or compulsory labor |
Working Hours, Recess and Holidays | Operations identified with material risks of Working Hours, Recess and Holidays that help prevent Overwork | No violation of labor law | No violation of labor law |
