RichWave

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Labor Relations

RichWave strives to create a harmonious, equal, and safe workplace by offering diverse employee benefits, establishing diverse employee communication channels, maintaining the employees’ human rights, and valuing workplace safety to minimize potential dangerous events.

Employee Health and Well-being

Insurance Benefits

On top of basic labor and health insurance, RichWave has also planned comprehensive group insurance that encompasses life insurance, major illness insurance, accidental injury insurance medical insurance, and cancer insurance, where all the insurance expenses are paid for by the company. Apart from caring about our colleagues, we also look after their families’ health protection and life, where full-time employees may purchase RichWave’ s group insurance for their spouses, children and parents, thereby providing their families with the same level of protection from the company. For colleagues going on overseas business trips, we will provide them with travel insurance to offer them more adequate protection.

Maternity Protection Policy

RichWave’ s “Workplace Maternal Health Protection Plan” is devised based on the “Occupational Safety and Health Act,” adopting the necessary safety and health measures to ensure the physical and spiritual health of our pregnant, postpartum, and breastfeeding female employees. Additionally, RichWave offers on-site nurses and physicians to provide them with health services including employee interviews and health risk identification during the maternal health protection period, as well as offering them pregnancy and breastfeeding health guidance and consultation. When there are health-related concerns, they will engage in health protection interviews and relevant medical health instructions. To offer our employees peace of mind when starting a family and to allow them to strike a balance between work and life, RichWave offers parental leave regardless of gender and it will not affect the employees’ bonuses, performance appraisal or result in other unfavorable disciplinary actions. In 2025, six people qualified for parental leave (including two women and four men), of which two female workers and one male worker applied for parental leave without pay, and all of their applications were approved.

Retirement System

RichWave’s retirement system complies with the Labor Standards Act and the Labor Pension Act. Following the implementation of the Labor Pension Act, employees may choose to apply either the old or new pension scheme, while retaining their seniority accrued under the old system. For employees subject to the old labor pension scheme, the Company has established a Labor Pension Fund Oversight Committee and contributes 2% of monthly salary to a dedicated pension account at the Bank of Taiwan. In accordance with IAS 19 "Employee Benefits," the Company utilizes actuarial reports from qualified actuaries to ensure full pension contributions, safeguarding employees’ future pension entitlements. This also incentivizes long-term employment and strengthens employee loyalty. The Labor Pension Act was implemented on July 1, 2005, adopting a defined contribution plan. This applies to employees under the new pension scheme, with monthly contributions of 6% of their salary allocated to their individual pension accounts at the Bureau of Labor Insurance, based on the Monthly Contribution Classification of Labor Pension. Additionally, the Company assists employees with voluntary contributions to their labor pension accounts as per their individual preferences.

Various Employee Benefits

Item	Description
Bonus andAllowance	Gift money for 3 major festivals and birthday vouchers, marriage, childbirth and funeral allowance, travel allowance, and other bonuses. Full-time employees are entitled to this benefit while other bonuses are given based on the company’ business conditions
On-site Healthcare Service	Taipei office healthcare service: 3 times a month. Hsinchu office healthcare service: 3 times a month. The following health management services are performed: Analysis and evaluation of the results of labor physical (health) examinations and health management. Assisting in the selection of workers for appropriate tasks Providing follow-up management and health counseling for those with abnormal health examination results. Assessment and case management of occupation-related high-risk workers. Coordination of health education, hygiene instruction, physical and mental health protection, and health promotion measures for workers. Prevention of work-related injuries and illnesses, and health counseling. Assisting in the consultation and recommendation on the evaluation of the competence, job redesign or adjustment of restored workers.
Employee Health Examinatio	Every year, the Company provides our employees with health examinations to bolster employee healthcare.
Flexible Leav	To recognize our employees' dedication, the Company offers flexible leave benefits that exceed the minimum requirements of the Labor Standards Act. Following an increase of three official national holidays, the annual flexible leave allocation was adjusted from seven days to four days effective 2025.

Employee Welfare Committee

RichWave’s Employee Welfare Committee consists of representatives from various departments and it is in charge of coordinating and planning diverse company activities. These include the annual employee year-end banquets and employee birthday celebration, allowing them to unwind and alleviate their stress, thereby achieving work-life balance. Furthermore, to enhance our colleagues' physical and spiritual well-being, we have promoted proper entertainment and recreational activities to improve their work efficiency and foster team cohesion. RichWave encourages our colleagues to form employee resource groups (ERGs) in the workplace.

Monthly employee birthday celebrations and afternoon tea activities are held from time to time during different festivals

Diverse ERGs

2025 RichWave year-end banquet

Employee Communication

RichWave is committed to creating open and effective communication channels with its employees, fostering mutual understanding and consensus between the Company and its workforce. To promote employees’ understanding of the Company’s operations and policies, and to address work environment-related issues, RichWave has established a communication platform and regularly holds employee communication meetings and labor-management meetings. Employee representatives are invited to respond to and discuss major issues with executives, ensuring that employee feedback receives a timely response. Department heads regularly hold meetings to communicate with employees, monitor their attendance, and provide immediate support during emergencies.

Moreover, for matters pertaining to Articles 11 and 13 of the Labor Standards Act, collective bargaining will be conducted according to the following advanced notification period:

• For employees who have worked for more than 3 months but less than a year, a 10-day advanced notification is needed.

• For employees who have worked for more than a year but less than 3 years, a 20-day advanced notification is needed.

• For employees who have worked for more than 3 years, a 30-day advanced notification is needed.

To strengthen internal communication, RichWave published the inaugural issue of “RichWave News” in December 2021. We have published 15 electronic news messages as of the end of 2025 and expect to continue to publish at least one electronic newsletter per quarter in the future to let our employees understand the Company’s status and operational strategies; the newsletter also includes application columns and industry status, offering insights into the latest patent information and technological trends, thereby improving our employees’ thinking and endowing them with an international business perspective. At the same time, it also serves to share information about the Welfare Committee’s activities to facilitate horizontal and vertical information transmission.

Human Rights Assessment

RichWave Human Rights Policy

The Company established its Human Rights Policy in 2025, demonstrating its commitment to the protection of and respect for human rights. This policy applies to all stakeholders, including the Company's employees, dispatched and outsourced personnel, supplier partners, and customers. This policy was formulated with reference to the UN Guiding Principles on Business and Human Rights (UNGPs), the International Labour Organization (ILO) Conventions, and the Responsible Business Alliance (RBA) Code of Conduct. It covers core human rights issues, including equal opportunity and non-discrimination, freedom of choice and the prohibition of forced labor, the prohibition of child/underage labor and the protection of young workers, work environment and occupational safety, wages and benefits, and freedom of association and collective bargaining, while providing grievance mechanisms and remedial measures. To fulfill policy requirements, the Company continues to conduct human rights due diligence and risk management by incorporating human rights clauses into supplier contracts and conducting human rights audits and self-assessments, thereby promoting the protection of human rights across all aspects of its operations. The complete human rights policy can be found on the Company's website.

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Human Rights Core Commitments

Human Rights Core Commitments	Issue Description
Equal Opportunity and Non- Discriminatio	The Company is committed to providing equal employment opportunities and strictly prohibits any discrimination or harassment based on personal characteristics or beliefs, including but not limited to: race, color, social class, ethnicity, nationality, place of birth, language, religion, belief, political affiliation, gender, sexual orientation, gender identity and expression, age, marital or family status, pregnancy, disability, health status, appearance, facial features, blood type, zodiac sign, or union membership. The Company is committed to creating a diverse, inclusive, and respectful workplace that promotes the dignity and potential of every employee.
Freedom of Choice and Prohibition of Forced Labor	The Company strictly prohibits any form of forced labor, contractual bondage, debt bondage, imprisonment, or human trafficking, ensuring that all labor is voluntary. The Company shall not: retain workers' identity documents or passports, compel the payment of deposits in any form, or transfer recruitment fees to workers. All employment contracts shall be in writing, with clear and unambiguous content, and provided in a language that employees can understand. Employees have the freedom to resign in accordance with the law.
Prohibition of Child/Underage Labor and Protection of Young Workers	The Company strictly prohibits the employment of child/underage labors and only hires individuals aged 18 and above. Age verification is conducted during recruitment to prevent illegal employment. If it is discovered that an individual under the legal working age has been hired, a remedial plan will be immediately initiated to protect their physical and mental well-being and their right to education.
Work Environment and Occupational Safety	The Company provides a healthy and safe working environment that complies with laws and international standards, and continues to improve through the following measure Conduct regular occupational safety risk assessment Implement employee occupational safety education and training Establish an emergency response mechanism and incident reporting system The Company values work-life balance, complies with legal working hours and leave regulations, and promotes physical and mental well-being and a positive corporate culture.
Wages and Benefit	公司遵守所The Company complies with all applicable wage and hour laws, including minimum wage, overtime pay, and statutory benefits. Salaries are paid in a punctual and transparent manner, with clear pay stubs provided to ensure employees receive fair remuneration.
Freedom of Association and Collective Bargaining	The Company respects the freedom of employees to organize, join, or refrain from joining trade unions in accordance with the law, and supports the right to collective bargaining. The Company encourages labor-management communication and negotiation in accordance with local laws.

To ensure the effective implementation of human rights policies, the Company has taken the following measures:

● Regularly provide human rights education and training for employees and supervisors
● Incorporate human rights policies into the new employee orientation program
● Incorporate human rights clauses into contracts with suppliers
● Human Rights Due Diligence Mechanism:

(1)

Employee Due Diligence：To implement human rights audits and self-assessments, the HR and Administration Department periodically selects employees to complete hazard identification and risk assessment forms for the prevention of workplace unlawful infringement (including human rights issues). Investigations are then conducted to identify potential risks and ensure ongoing improvement.

(2)

Supplier Due Diligence：Continue to establish and implement the supplier human rights due diligence and risk management system. For detailed implementation practices, please refer to "3.2 Sustainable Supply Chain - Responsible Supply Chain”

RichWave regularly assesses potential human rights risks in its operations and formulates remedial measures. An “Employee Internal Complaint Mail Box” and a “Sexual Harassment Prevention Hotline and Complaint Mail Box” have been established to ensure complainants are protected from retaliation. After receiving the complaint, the Company will conduct an investigation in accordance with regulations. If the investigation confirms the complaint is valid, the Company will take necessary remedial measures and respond. The following are relevant grievance mechanisms:

Human Rights Policy Communication and Annual Implementation Status

RichWave actively implements human rights policies and workplace diversity principles, promoting the following measures. In 2025, 73% of RichWave’s employees were male and 27% were female, with women holding 19% of the company’s executive positions. Please refer to 4.1 Human Resources Management for more details.