K-Max Technology is committed to safeguarding the basic human rights of employees, complying with relevant labor laws, and supporting and following International Bill of Human Rights, including the "Universal Declaration of Human Rights", "United Nations Global Compact, UNGC", "Responsible Business Alliance (RBA)", "International Labour Office Tripartite Declaration of Principles (ILO)". K-Max prohibits any violations of human rights and publicizes them to internal employees and stakeholders to raise everyone’s awareness of human rights. The company chooses to cooperate with suppliers or business partners of the same philosophy (including Human Resources Agencies and outsourcing suppliers) and work together to create a dignified and equal work ecosystem. I. Protect employees' rights and benefits at work. The company is committed to safeguarding the human rights of workers and respecting them in accordance with internationally recognized standards. This applies to all workers, including temporary workers, migrant workers, students, contract workers, direct employees, and any other types of workers. The use of forced labor, labor under surety (including for debt settlement) or bound by contracts, involuntary workers or exploited labor from prisons, enslavement, or human trafficking victims is strictly prohibited. This includes the labor received or services acquired from the threatening, coercion, intimidation, kidnapping, or fraud. The unreasonable restriction of the workers' entry or exit from the workplace, unjustifiable restriction of freedom of movement at the workplace is prohibited. The right of workers to associate freely should be respected, and they can voluntarily resign or terminate the employment relationship. K-max resolutely adopts a zero tolerance policy for the use of child labor, and child labor is not allowed in any stage of manufacturing. Child labor refers to anyone who has reached the age of 15 but not yet 16, who is below the age for completing compulsory education or below the minimum age for employment in the country/region. Persons under the age of compulsory education, or the minimum employment age of the country/region (whichever is highest). A legal workplace study plan that complies with all laws and regulations is excluded. Workers under the age of 18 must not perform work that may endanger their health or safety, including night duty or overtime. Child labor prevention plan: Before hiring any employees, K-max shall adopt effective procedures to verify their age. For the human resources department, conduct child labor prevention training to strengthen recruiters' understanding of the "Prohibition of Child Labor Policies and Regulations". K-max should fully propagate, implement, and communicate the “Prohibition of Child Labor Policy and Regulations" for all employees, suppliers, and subcontractors. Misuse of Child Labor Remedy Program: Once the misuse of child labor is discovered, the child should be evacuated from the job immediately, and the nature of the work and environment should be assessed immediately to determine whether there is any risk to their physical and mental health. If it is assessed that there is a risk to their physical and mental health, they should be sent to a medical institution for a health check immediately. If it is confirmed that treatment is required due to illness or disability, the expenses shall be borne by the company. If the child laborer is in good health, then follow the "employee resignation procedures" to complete the resignation procedures and provide guidance to assist the child in continuing their education.