• Human Rights Risk：Forced labor can cause employees to suffer physical and mental abuse, resulting in serious physical and mental health problems.
• Talent risk：Forced labor can lead to a loss of talent, requiring the company to invest more in rehiring and training employees.
• Legal Risks：Forced labor is to expose Acer to the risk of legal sanctions, including fines, litigation, and damage to brand reputation.
• Health risks：Forced labor can lead to serious injury or even death, which not only deprives the company of talent, but also causes psychological trauma to the company and its family.

• All work is voluntary and employees are free to leave or terminate their employment at any time in compliance with labor laws and regulations.
• Offices around the world also employ temporary workers, dispatchers and outsourced staff in accordance with local laws.
• The RBA Code of Conduct prohibits any form of forced labor in the supply chain and requires suppliers to comply with the Code of Conduct and regularly audits the compliance status of suppliers.
• Conduct training on prevention of workplace abuse and actively educate supervisors on the risks of forced labor.
• Require supervisors to strictly comply with the working hours regulations of the labor standard laws of each country and strictly enforce the daily clocking system to prevent exceeding the legal working hours .

• Management：The department manager is responsible for supervising and proactively ensuring that all human rights measures are implemented.
• Whistleblowing：Keep track of possible human rights obstruction issues within the organization through whistleblower.acer@acer.com
• Every employee：Every employee is a tracking mechanism. Each employee is responsible for contacting Acer Group management, Acer Human Resources or Legal if he or she believes that any action would constitute a violation of the Acer Group's Code of Integrity and Business Conduct, or if he or she sees or hears of illegal or unethical conduct affecting the Acer Group, or if he or she knows of an individual who has engaged in dishonest, disruptive, illegal or harmful conduct against the best interests of the Acer Group.
• Auditing Office：The Audit Office is responsible for tracking and integrating cases of human rights violations, and integrating the relevant departments responsible for investigating and requesting each of them to ensure that the incident does not occur again.
• Integrating third-party psychological counseling services: Help provide crisis management and counseling services to prevent or remedy human rights problems.

• Speech suppression：Interfering with employee participation in the decision-making process in a way that harms the common interests of the company and its employees.
• Reduction of operational transparency：When the freedom of association is restricted, the power of oversight organizations may decrease, and the transparency of their operations may also diminish.
• Disrupting cohesion：When freedom of association is denied, it can prevent the formation of common interests and values among employees.

• Implementation of human rights protection and education training.
• Organize quarterly labor-management meetings to improve communication with employees.
• Provide a variety of employee communication channels.
• Conduct global Employee Engagement Surveys, analyze the results from multiple perspectives, and take necessary actions to improve (e.g. strengthen employee development through diverse online learning activities).

• Low employee morale：When employees feel they are not being paid fairly for their work, it can lead to dissatisfaction and decreased motivation.
• Increased turnover：When employees feel they are not being fairly compensated, they may start looking for other job opportunities, resulting in a high turnover rate for the company.
• Creates a culture of distrust：A lack of fair pay creates resentment among employees, which ultimately affects the overall atmosphere and culture of the company.
• Violation of the law：Unequal compensation can lead to legal action, which in turn can have a negative impact on the company's brand reputation.

• The Code of Integrity and Business Conduct emphasizes fairness, which means treating all employees with respect and fairness.
• Strengthen the awareness of workplace equality among supervisors and colleagues through training on integrity management and business conduct standards.
• Regularly evaluate the gender pay gap and actively increase the proportion of women in executive positions.
• Salary is given only with reference to the rank structure and performance appraisal results.

• Risk of violation：Employment of child labor is illegal and the company is subject to legal sanctions.
• Reputational impact：Employing child labor affects the company's reputation, not only through social criticism, but also through the possibility of a general boycott of the product .
• Physical and psychological damage：Employment of child laborers can lead to physical or psychological trauma.
• Risk of legal action： If a child worker has an accident while working, the Company must face legal action and pay a high amount of compensation

Supplier：

• Human rights training for suppliers and procurement staff.

Acer internal：

• The Standards of Integrity Management & Business Conduct regulates the minimum working age (i.e., no child labor) and ensures that all suppliers comply with these regulations.
• Training on the risks associated with the employment of child labor in the Standards of Integrity Management & Business Conduct.

• Decline in organizational performance：Unequal pay can lead to low morale and dissatisfaction among employees, which in turn affects the performance and efficiency of the organization.
• Talent Turnover： If employees feel they are not being reasonably rewarded for their contributions, they may look for better opportunities, resulting in talent loss.
• Damage to brand image：Pay inequality can have a negative impact on a company's brand image.

• Regularly survey the living wage of outsourced staff.
• Ensure that the outsourced staff enjoys the same good working environment and conditions as the regular staff.
• Give outsourced staff equal opportunities to improve their capabilities.

Acer conducts an annual stock take of all suppliers in the first quarter of each year to keep track of progress.

• Human Rights Risk：Forced labor can cause workers to suffer physical and mental abuse, resulting in serious physical and mental health problems.
• Legal Risks：Forced labor exposes Acer to legal sanctions, including fines, litigation, and damage to brand reputation.
• Health risks：Forced labor can lead to serious injury or even death, which not only deprives talent, but also causes psychological trauma to the company and its family.

• Participating in Responsible Business Alliance (RBA) to gain insight into trends among international companies and practical experience of members.
• In Supplier Communication Meetings, we promote and communicate our requirements regarding human rights issues like child labor, forced labor, and conflict minerals.
• Complying with , and California Transparency in Supply Chains Act, British Modern Slavery Act, Australia Modern Slavery Act.

Implementing Slavery and Human Trafficking Policy, Measures for Remedying Child Labor and Forced Labor, and Vendor Working Hours Policy