Core labour policy

In the global vision and mission of net-zero carbon emissions and sustainable development, Inter-States Paper firmly believes that corporate operations must run in parallel with environmental protection, human rights, and social responsibility. Forests are critical assets for regulating climate, maintaining biodiversity, and supporting sustainable economies, and responsible forest management is a key action to mitigate climate change.
In order to actively respond to the protection and sustainable management of global forest resources, Lian Mei Paper is committed to supporting and following the establishment of a management system and internal processes in line with international norms and regulations, and to formulating and complying with the following policies:
  1. Commitment to not use child labour
    1. Provide preventive training to recruitment units to strengthen understanding of the “No Child Labour” policy.
    2. Verify age before hiring employees.
    3. If a child labour case is found, immediately remove the child from the workplace, assist reunification with family to ensure safety, investigate recruitment issues, and take corrective and preventive actions.
  2. Prohibition of forced labour
    1. Respect the freedom of movement of employees, prohibit forced labour and overtime, and allow employees the freedom to resign with reasonable notice.
    2. Establish lawful working hour management, and control employees’ working and rest times.
    3. Provide lawful compensation and benefits, including minimum wage, paid leave and statutory benefits, and prohibit wage deductions as punishment.
    4. Prohibit any form of harassment, including sexual harassment, abuse, corporal punishment, physical or mental coercion, or verbal abuse and threats.
    5. Prohibit withholding employees’ personal identity documents.
  3. Prohibition of employment and occupational discrimination : Do not discriminate against employees in wages, promotions, rewards, training opportunities or hiring practices on the basis of race, color, age, gender, sexual orientation, gender identity and expression, ethnicity or ethnicity, disability, pregnancy, religious belief, political inclination, status (union/veteran), or marital status.
  4. Respect and protect employees’ freedom of speech, freedom of assembly and association, and the right to collective bargaining
    1. The company does not interfere with or fund unions organized legally.
    2. Provide multiple communication channels to maintain harmonious labour-management relations.
    3. Provide a safe working environment and establish preventive measures.