In order to improve workplace health and safety, Chailease Holdings will introduce the occupational safety and health management system ISO 45001:2018 in 2021, and will promote it to all major subsidiaries in 2025, and passed third-party verification to provide healthy and safe working conditions, comply with local government occupational safety and health laws and related requirements, eliminate hazards and reduce occupational safety and health risks , Promote employee occupational safety and health consultation and participation, which covers all employees, contractors, and personnel whose work activities are controlled by the organization, and follow the PDCA cycle for continuous improvement.

In order to prevent occupational accidents and protect the health and safety of workers, and in accordance with the provisions of the "Occupational Safety and Health Law", a full-time management unit - Occupational Safety and Health Management Department was established, with full-time occupational safety managers and nurses, and the "Occupational Safety and Health Law" was established. Sanitation Management Regulations" and the establishment of the "Occupational Safety and Health Committee". The number of the committee includes more than one-third of labor representatives (labor representatives’ account for 36% of the committee members). The occupational safety and health committee holds regular meetings every quarter to review occupational safety and health. Issues and risk management issues, participants besides labor representatives, department heads at all levels, occupational safety teachers, nurses and top management personnel also participated.

The Occupational Safety and Health Department’s duties include formulating, planing and promoting occupational safety and health management measures and assisting relevant departments in their implementation to reduce risks from environmental hazards, prevent workplace accidents, and continually improve workplace environment and safety. The department is also responsible for promoting safety education among labor safety staff, employees and contractors.  These measures will help ensure the safety and health of our employees.

In order to prevent occupational accidents and ensure the safety and health of workers, the top management of the company formulates occupational safety regulations in accordance with international standards (ISO45001, International Labour Organization-ILO), taking into account the participation of workers and representatives in consultation, the needs and expectations of stakeholders, and hazard identification risk assessment. Hygiene policy, the scope of protection covers all workers, contractors, and personnel under the command and supervision of the organization. The contents are as follows:

In order to ensure workplace safety, hazard identification and risk assessment were implemented, through the evaluation of the probability of occurrence of hazards and the degree of impact, identify the hazards that the company should first attention to, and carry out hierarchical management and control. A total of 206 hazards were identified: physical hazards: 143, chemical hazards: 21, biological hazards: 19, human hazards: 17, psychological hazards: 6 items, implement target control for medium risk and above:

In order to enhance each employee's knowledge of occupational safety and health related laws and regulations and the Company's safety and health management mechanisms, we refined the safety and health education and training courses by adding online courses to the original physical courses to enhance the learning and training effects and create a culture and concept of safety, health and wellness. The new online courses include: Introduction to Occupational Safety and Health Law, Maternal Health Protection & Overload & Human Hazard Prevention, CPR & AED First Aid Training, Fire Prevention and Response, Gender Equality Awareness in the Workplace, Prevention of Unlawful Assault and other related education and training courses.

In addition, in order to prevent occupational hazards, we have implemented procurement management, contracting management, and change management at the source, considered occupational safety and health to reduce risks before procurement and change, and implemented hazard factor notification and safety and health education training when contracting.

In order to build up the workplace safety of Chailease Holdings, we regularly implement disaster prevention education drills, explaining the causes of earthquakes and fires and practicing fire-fighting drills to enhance the awareness of disaster prevention and disaster response capabilities of our employees. In the future, we will continue to enhance training on disaster prevention, ambulance and epidemic prevention to provide a healthier and safer workplace environment and fulfill our corporate social responsibility.

Chailease Holding is committed to creating a healthy, safe and sustainable working environment in the spirit of people-oriented care. Combined with the United Nations Sustainable Development Goals (SDGs) and GRI 403 Occupational Health and Safety Standards, Chailease Holding promotes a full range of health promotion measures to enhance the well-being of its employees and realize sustainable development of the Company.

Chailease Holding continues to create and organize a friendly and healthy workplace, treating employees as the Company's most important asset. Senior managers highly support various health promotion activities, setting up a team of professional doctors and nurse practitioners to take care of employee health, and annually planning a health promotion plan based on employee health data classification, health risks, and the results of the Employee Health Questionnaire, and adopting the PDCA health management mechanism to enhance the effectiveness of health management through the cycle of planning, execution, review, and improvement (PDCA), We adopted the PDCA health management mechanism to enhance the effectiveness of health management through the planning, execution, review, and improvement cycle.

Family care and work development are both important for employees. The company believes that the definition of a happy company is not limited to providing basic benefits. It also includes substantial ambition, sense of responsibility, and continued pursuit of excellence and sustainable development. A company should give employees opportunities to reach their full potential and grow with the company, while helping them strike a balance between work and home. Chailease Holding is committed to continuously promoting a digital, holistic and sustainable healthy workplace, which promotes the physical and mental well-being of employees and creates greater value for the Company and society.

Flexible work hours—employees can apply to arrive at or leave work early or late for personal reasons, such as taking classes or picking up and dropping children off at school. Flexible paternal leave—paternal leave time has been extended to four weeks and can be taken starting before actual delivery. Family care leave—the ten days for family care leave are not counted as part of personal leave. Reduced work hour program—employees can reduce the amount of hours they work on a daily basis for needs related to family care issues like pregnancy, caring for children, caring for older family members. Encourage getting off work on time—the company is promoting getting off work punctually a set number of days each month to encourage employees to enjoy their family lives or cultivate personal interests. We encourage them to work more efficiently as opposed to longer hours to get the same amount of work done. In addition, in order to continue to implement maternity protections, pregnant employees are not required to fulfill or may reduce their performance targets to reduce the stress of work while they are on maternity leave.

Chailease Holdings has implemented a "hybrid work" since 2020. Remote work standards were instituted for all employees throughout the Coronavirus Pandemic in conjunction with a mobile time clock, remote connectivity, and video conferencing to help employees work from home. In response to the post-epidemic era, the scope of the hybrid work was expanded in 2022 to provide employees with a variety of work environments. In light of considerations that maintain existing productivity while meeting employee's need for flexibility, employees can arrange 1-2 days of remote work per week according to their work schedule to save on commuting time and improve productivity.

The Chailease Holding Company Human Rights Policy was approved in September 2018 and revised in Dec 2023. It is a symbol of the company’s dedication to the maintenance of worker rights, opposition to any form of discrimination, commitment to providing a safe, healthy workplace, and establishment of a smooth and transparent communications channel. At the same time, our support for international human rights treaties is reflected in specific actions with regards to our employees, suppliers, customers, contractors, public interest groups, business partners, and communities.

Chailease Holding conducts human rights due diligence in accordance with the human rights policy approved by the Board of Directors. Chailease Holding adopts systematic approaches to identify the potential risk of human rights violations which might interfere with the business. All Chailease Holding’s subsidiaries are required to include human rights norms in their regular risk assessment and to apply them in line with a risk-based approach. In 2020, Chailease Holding developed a human rights due diligence process to identify critical suppliers with a high potential for human rights violations.

Due diligence for the human rights survey included topics like: working hours, child labor, forced or compulsory labor, sex discrimination, workplace violence, workplace sexual harassment, labor disputes, workplace health and safety and employee health, maternity protections, human trafficking, freedom of association, and collective bargaining rights. The groups surveyed include employees, women, children, indigenous people, immigrants, third-party contractors, and local communities.

Employees and business partners are requested to speak up and report incidents if they believe in good faith that someone relevant to Chailease Holding may be involved in something that violates our ethical or human rights principles. Whistleblowing channels were established for employees, clients and suppliers of Chailease Holding and all subsidiaries, to report incidents of fraud, illegality and violation of human rights or the Code of Conduct to the company via the formal report system. Once the content of the report is confirmed, we will take appropriate corrective actions. If an incident involving human rights concerns is confirmed, it should be reported to the Board of Directors and the Corporate Governance Committee, explaining the details of the incident and reporting contingency measures.

Human rights training for internal employees has been increased. For example, new hires receive training and education regarding corporate ethics, including the company code of conduct and classes related to business operations, including working hours, gender equality, and other human rights considerations. In 2024, new hires attended a total 30,298 hours (human rights protection issues accounts for approximately 12.82%) in Taiwan.

A sexual harassment prevention and complaint coordination mechanism was also established. Email accounts were set up for department heads, to enhance employee training and concept promotion, helping to prohibit any form of gender harassment, discrimination, or other acts of intimidation. Moreover, staff incentive and disincentive measures were outlined and then implemented by the Human Resources Committee. No major human rights violations occurred in 2024.

In 2024, our subsidiary in Taiwan established Labor-Management Meeting Guidelines, in accordance with the Labor Standards Act and Regulations for Implementing Labor-Management Meeting. The same year, Chailease Finance held elections for labor representatives. Labor and management representatives serve as delegates at labor-management meetings during their four-year terms. Labor representatives can be reelected and management representatives can be assigned for multiple terms. Labor-management meetings must be held at least once every three months.

Contracting of employees is as per all labor laws and regulations, and employees are guaranteed all labor rights. For example, in Taiwan, if there is a change to an employee's work content or location, notice must be given at least one week in advance, and various helps, subsidies, leave time or pre-service training provided. If a worker is unable to do his or her job, there is a transfer or a shrinkage of duties, notice period is determined by seniority, with a minimum of 10-30 days previous notice required.

To effectively support and solve business needs in the hypercompetitive finance industry, innovative means to attract, support, develop and maintain talent is required to survive and thrive. The Chailease HRD culture of innovation is guided by our C.E.O. strategy of Customised Efficient Original program development.

In the Company’s Successor Cultivation Project, successors must not only demonstrate outstanding work capabilities, their mindset must be in line with the Company’s core principles of value, growth, integrity, and discipline and they must also exhibit integrity and disciplined behavior.

In the Company’s Successor Cultivation Plan, talent development programs are divided into four types: The Management Associate Program, Chailease Talent Development Program, International Talent Program, and New York University Training Program. Each program is designed for specific types of candidates and has specific objectives, so that we can maximize our competitiveness over the next decade through the development of talents.

The New York University Training Program is designed primarily for managers (and above) who demonstrate high work performance and potential to enroll in NYU’s Big Data Master’s Degree Program, with the expectation that the trainees will assist in the Company’s digital transformation upon completion of the program. In 2023, the Company added the Business Analytics & Digital Transformation master’s degree program at the Asian Institute of Technology (AIT) in Thailand to launch the advanced training program for individuals in the ASEAN Key Talent Program in Thailand and Vietnam.

In addition, in recent years, while actively expanding into overseas markets, the Company also arranges for capable and willing senior executives at the vice president level to receive training overseas and serve as top local executives of overseas subsidiaries. Having them take charge of and assume responsibility for profits and losses as well as successes and failures of overseas subsidiaries will help them develop all-around management skills, thereby expanding the Company’s talent pool of future successors (including CEO).

Chailease learning & performance ecosystem is an environment that integrates working and learning. It connects people with knowledge, guidance, learning, colleagues, and experts in ways that optimize individual performance and organizational productivity.

Since 2019, Chailease Holdings has launched the Golden Ten Year Plan, aiming to significantly increase the total assets of Taiwan, China and ASEAN in 2028, expecting the operating scale in 2028 to be 4 times larger than that in 2018, and making ASEAN the third profit engine of ASEAN, which is a very ambitious goal. In order to support the rapid development of the organization, the Talent Development Department has created the MAGIC talent brand since 2021, which is composed of the following four talent development sub-programs (please see the table below). Since each program has a focus on development, MAGIC's brand slogan is: Focus Makes MAGIC, emphasizing that only by focusing can we create magic. Chailease received the American Association for Talent Development (ATD) 2025 BEST Award for Excellence in Learning Organizations for its MAGIC program.

Chailease Holding adheres to the laws and regulations of the locations where it operates as well as international human rights norms, and protects the rights and interests of its employees to build a diverse, equal, and harassment-free work environment. In 2024, Chailease Holding had 4,121 full-time employees in Taiwan, 6,174 full-time employees overseas, and 149 part-time employees, totaling 10,444 employees, with major locations in China, Thailand, Vietnam, Malaysia, Cambodia, the Philippines, and Indonesia. Please refer to “Human Resource Management Indicators” in the Appendix for the distribution of employee types and age distribution of employees.

46.97% of Chailease Holding’s full-time employees were women. Female managers accounted for 32.44% of all managers, an increase of 0.87% compared to 31.57% in 2023.

The company is committed to supporting the employment rights of indigenous peoples and individuals with disabilities and provides employment opportunities through relevant channels. Chailease Holding employs 42 employees with disabilities and 32 indigenous persons. In addition, we also recruit multinational talents in our domestic and overseas operations. In Taiwan, the company employs a total of 20 international staff, creating a diverse and inclusive workplace to enhance its competitive edge.

We offer complete and competitive salary packages and performance-linked bonuses. Moreover, we regularly commission a professional management consulting company to conduct financial industry salary surveys and we adjust salaries accordingly to ensure the company offers compensation that is appropriate or exceeds the estimated cost of living. For example, according to one report, our new hires with two areas of specialization earned approximately 1.56 times the average basic monthly salary. (There is no gender difference in initial emolument) Chailease Holding ensures fairness in the management of employee pay and promotion opportunities, and ensures that employees are not subjected to any discrimination, harassment, or any unfair treatment on the basis of race, national origin, gender, sexual orientation, color, class, marriage, language, ideology, religious beliefs, age, political affiliation, financial assistance received, or any other characteristic.

To solicit the opinions of all employees, Taiwanese subsidiaries organized labor-management meetings in accordance with the "Regulations for Implementing Labor-Management Meeting ", and 26 labor-management meetings have been held in 2024. Furthermore, we provide a variety of communication channels such as a staff discussion area on the company platform and senior executive forums where employees can discuss business operations, working conditions, and employee benefits. Although the Company’s Employee Welfare Committee is not a labor union, the Committee will not interfere with or violate employees’ mutually agreed upon freedom of association. The Committee also oversees employee benefits and consists of all departments, which elect labor representatives to participate in regular meetings. The purpose of the meetings is to take the needs of all employees into consideration and promote harmonious labor relations.

The subsidiaries Chailease International Leasing Company Limited, Chailease International Trading Company Limited, and Chailease International Finance Corporation Finance Leasing have established labor unions to safeguard employee rights. Currently, 38% of Chailease Holding employees are union members, and 39% are covered by collective agreements. For union members, compensation, performance evaluation, rewards and penalties, promotion, and other employment conditions must not be unfairly affected by participation in union activities or holding union positions. The successful convening of the recent union representatives' assembly marks a significant step toward institutional protection of employee rights. Going forward, the union will focus on empowering employees through professional growth and organizational development, thereby supporting the company’s sustainable operations and creating greater value for society.

To understand employees' job satisfaction, sense of purpose, happiness and work stress, the new employee engagement survey from 2020 covered four areas: work recognition, core values, growth development and motivation, and organizational recognition. In 2024, employees from subsidiaries in Taiwan, Mainland China, and Cambodia were invited to participate in the survey, with a response rate of 94.8% and a dedication rate of 92.3%. The average score for male employees improved by 0.02 compared to the previous year, leading to a slight increase in the gender score difference from 0.23 to 0.25.

To further enhance the dedication of employees of all genders, Chailease Holding launched a series of family-friendly leave and subsidy programs in Taiwan in 2024, with the expectation of helping employees take better care of their families while maintaining focus and performance at work. Supporting employees to provide more companionship during their spouse's labor and delivery, pregnant employees are able to more comfortably schedule maternity checkups during pregnancy, and new parents are able to spend more time caring for the health of mother and child and their families while reducing the financial stress of childcare. These measures reflect the importance Chailease Holding attaches to the well-being of its employees and the Company's efforts to promote work-family harmony, further enhancing employee satisfaction and dedication.For a comparison of Chailease Holding's preferential leave categories, please refer to Preferential Leave System.