1. Formulation of Integrity Management Policy and Measures
Article 1 of VIS's business philosophy: Honoring the principle of good faith, abiding by an exacting code of professional ethics. The company clearly regulates the practice of this philosophy in the "Professional Code of Ethics," requiring all employees to understand and abide by the professional code of ethics and personal integrity. In addition, the Professional Code of Ethics for Directors explicitly states the need for directors to uphold the principle of good faith and abide by a behavior of professional standards. In order to foster a corporate culture of ethical management and sound development, and offer a reference framework for establishing good commercial practices.
The company states the operating procedures, methods, violation penalties, and system of appeal in its Professional Code of Ethics, and provides employee training when encountering conflicts of interest each year in accordance with the provisions in the Professional Code of Ethics.
2. Implementation of Integrity Management
To achieve sound ethical corporate management, the company assigned Human Resource Division to responsible for establishing and supervising the implementation of the ethical corporate management policies and prevention programs.
The company request its directors, supervisors, managers, employees, mandataries, and substantial controllers shall observe applicable laws and regulations. The company shall engage in commercial activities in a fair and transparent manner based on the principle of ethical management.
AND prohibit the following matters:
(1). Offering and acceptance of bribes.
(2). Illegal political donations.
(3). Improper charitable donations or sponsorship.
(4). Offering or acceptance of unreasonable presents or hospitality, or other improper benefits.
(5). Misappropriation of trade secrets and infringement of trademark rights, patent rights, copyrights, and other intellectual property rights.
(6). Engaging in unfair competitive practices.
(7). Damage directly or indirectly caused to the rights or interests, health, or safety of consumers or other stakeholders in the course of research and development, procurement, manufacture, provision, or sale of products and services.
Human Resource Division shall prepare reports on the regular assessment of compliance with ethical management in operating procedures and report to the audit committee & board of directors on a regular basis.(On the third quarter)
The company shall periodically organize training and awareness programs for directors, managers, employees, mandataries, and substantial controllers and shall apply the policies of ethical corporate management when creating its employee performance appraisal system and human resource policies to establish a clear and effective reward and discipline system.
The company shall adopt a concrete whistle-blowing system and scrupulously operate the system. The whistle-blowing system shall include the following:
(1). An independent mailbox to allow company insiders and outsiders to submit reports.
(2). Dedicated personnel or unit appointed to handle whistle-blowing system.
(3). Documentation of case acceptance, investigation processes, investigation results, and relevant documents.
(4). Confidentiality of the identity of whistle-blowers and the content of reported cases.
(5). Measures for protecting whistle-blowers from inappropriate disciplinary actions due to its whistle-blowing.
(6). Whistle-blowing incentive measures.
When the Audit Committee receives reports of suspected breaches of ethical corporate management best practice principles, it shall appoint suitable internal or external personnel to establish an investigatory group. The investigatory group shall comply with the principles of fairness and nondisclosure and perform investigations and compile reports to the Audit Committee.