- AEC
- 1.6T
- ACC
- 800G
- 400G
- DAC
- DAC-QSFP-DD (800G)
- DAC-OSFP (800G)
- Loopback
- 1.6T(Active)
- 800G(Passive)
- Adaptor
- 400G to 100G
- 100G to 25G
- Busbar Series
- Busbar Clip Cable
- Busbar Clip Connector
- Inner Busbar
- Rack Busbar
- Power Cable
- ORV3 AC Whip Cable
- Wire Harness Cable
- GPU Power Cable
- Fiber optics
- patchcard
- Patch cords & Pigtails
- RJ
- RJ Cable
- RJ Connector
- AEC
- 1.6T
- ACC
- 800G
- 400G
- DAC
- DAC-QSFP-DD (800G)
- DAC-OSFP (800G)
- Loopback
- 1.6T (Active)
- 800G (Passive)
- Adaptor
- 400G to 100G
- 100G to 25G
- Busbar Series
- Busbar Clip Cable
- Busbar Clip Connector
- Inner Busbar
- Rack Busbar
- Power Cable
- ORV3 AC Whip Cable
- Wire Harness Cable
- GPU Power Cable
- Fiber optics
- patchcard
- Patch cords & Pigtails
- RJ
- RJ Cable
- RJ Connector
- Datacenter / Networking / Telecom
- AI/GPU Server
- Power & Cooling
- MGX Ecosystem
- Data Center Cabling
- Edge Computing
- Storage
- Switch/TOR
- ISP 5G/6G
- Smart Connection Industry
- Gaming/Graphic Card/CE
- Factory Automation
- Energy Solutions
- EV Solutions
- Medical Equipment
- Power Supply & Battery Pack Solutions
- Electronic Products
- Peripheral Customized
- IoT Products
- Environmental Protection
- Sustainability Goals
- Environmental, Health and Safety Policy
- Environmental Objectives
- Social Responsibility
- Human Rights and Employee Care
- Implement Social Participation / Put Social Participation into Practice
- Technology Empowerment
- Cultural and artistic public welfare activities
- Sustainable Governance
- Board of Directors
- Functional Committees
- Corporate Governance
- Key Internal Regulations
- Stakeholders
- Sustainability Report
Human Rights and Employee Care
JPC takes "respect for people" as its core principle and incorporates it into daily management systems. We safeguard employee rights in accordance with the Labor Standards Act, contribute to retirement funds, establish an employee welfare committee, and provide stable, transparent employment conditions.
Simultaneously, we are committed to adhering to the International Bill of Human Rights, the International Labour Organization’s Fundamental Conventions, and the RBA (Responsible Business Alliance) Code of Conduct, internalizing these standards into daily processes, such as:
- Establishing internal grievance and response procedures for labor conditions and human rights issues
- Strictly prohibiting forced labor, child labor, and workplace discrimination in any form
- Implementing supply chain management requirements, incorporating human rights and labor condition review items
- Regularly reviewing current systems and continuously improving the employee work environment and welfare
2025 Advocacy Course Implementation Results: Conducted the "Prevention of Illegal Workplace Harassment" advocacy course for 2 hours, with 211 participants.
Human Rights Policy
To strengthen internal communication and deepen a culture of trust, JPC conducts an annual employee satisfaction survey, inviting colleagues to express their opinions as an important basis for optimizing operational management and human resources policies.
The questionnaire is conducted annually (in the first quarter), with the Human Resources and Administration Department primarily responsible for planning and implementation.
- In 2024, qualitative interviews were the main method, focusing on collecting employees' actual feelings and feedback; in 2025, a quantitative survey was conducted from February 7th to February 14th. The overall average satisfaction score was 76 points, which is above average, indicating that employees generally have a positive view of the workplace environment and management practices.
- Based on the survey results, the company continues to implement improvement measures, including optimizing the work environment, upgrading hardware and software equipment and digital tools, and planning internal training courses to support employee development and improve work efficiency. Meanwhile, through soft exercises, stretching activities, and art classes, we help colleagues relieve mental and physical stress, promote work-life balance, and continuously strengthen two-way communication mechanisms to create a workplace culture of mutual trust and cooperation.
We firmly believe that respecting and protecting human rights is an important cornerstone for sustainable business operations. We will continue to work hard to promote human rights values in our global operations, ensure that all people work in an environment of equality, fairness and respect, and create greater positive impact on society.
Provide a diverse and gender-equal working environment without any form of discrimination or differential treatment based on age, gender, physical or mental disability, race, religion or political orientation. Prevent harassment, respect privacy, and create a dignified and safe working environment.
Strictly abide by local minimum employment age regulations and prohibit the employment of child labor and human trafficking. Eliminate any form of forced or involuntary labor.
Ensure that employees' salaries and benefits meet or exceed local regulatory requirements, that working hours do not exceed statutory limits, and regularly monitor employee attendance and working hours.
We attach great importance to workplace safety and hygiene, so that employees can work in a healthy, safe and caring environment, and have a healthy body and mind. We set zero occupational accidents and the physical and mental health of employees as our goal.
We respect employees' rights to freely associate in accordance with the law, encourage diverse community activities, hold labor-management meetings regularly, and provide smooth communication channels so that employees can express their opinions and receive timely responses.
We conduct regular factory audits in accordance with the Responsible Business Alliance (RBA) guidelines to reduce human rights risks and promote sustainable development of the company.
The Company has formulated a workplace diversity and gender equality policy and its implementation status by 2025.
Taipei Plant RBA VAP Audit Passed
Jiabiqi International Co., Ltd.'s Taipei plant successfully completed and passed the RBA VAP (Validated Assessment Program) audit. The audit score was 169.2, earning a Silver certificate, demonstrating the company's continued compliance with RBA standards in areas such as labor rights, occupational safety, environmental management, and business ethics. Moving forward, Jiabiqi will continue to optimize its management mechanisms based on the audit's recommendations and remain committed to sustainable operations and a responsible supply chain.
We regard "reasonable compensation, performance-based rewards, and shared success" as our core management principles. We have established several systems to ensure employees receive appropriate feedback for their achievements, including:
- Annual Performance Appraisal System: Supervisors and employees jointly review annual goals, which serve as an important basis for bonuses, salary adjustments, and career development.
- Diverse Reward System: Includes employee benefits, bonuses, performance-based bonuses, etc., allowing business results to directly benefit employees.
- Friendly Leave and Attendance System: Provides leave and benefits that comply with regulations and are superior to those of the industry average.
- Salary Transparency Principle: Adjusts salaries based on job value, market conditions, and performance results, ensuring employees feel fairness and predictability.
The company continuously reviews the safety and health risks in various work areas and is committed to creating a safe, healthy, and zero-accident workplace environment.
In accordance with the different operational characteristics of manufacturing, warehousing, transportation, and office settings, the company establishes appropriate safety management measures and conducts at least 4 workplace safety inspections annually, with continuous tracking and improvement of identified issues.
Regarding employee health care, the company conducts regular health check-ups annually, with an employee health check participation rate of approximately 97% in the past year, helping employees identify health conditions early and reduce occupational health risks.
The company also regularly conducts safety and health education and training programs, covering occupational safety, fire prevention and disaster management, emergency response, and operational risk prevention. Approximately 10 training sessions are held annually (1 session of evacuation drills + 9 sessions conducted with operational staff), with approximately 200 attendees, to enhance employees' overall safety awareness and emergency response capabilities.
In terms of systems and management, the company employs professionally certified occupational health and safety personnel, including Class A Occupational Safety and Health Supervisors, Occupational Safety and Health Managers, Fire Safety Managers, Organic Solvent Operation Supervisors, and First Aid Personnel. Regular refresher training is provided in accordance with regulations (every 2-3 years, except for Occupational Safety and Health Managers who receive refresher training every 2 years, while others receive refresher training every 3 years), ensuring that the safety management system continues to operate effectively.
The company has obtained occupational safety and health management system certifications and continues to implement relevant management measures during the certification validity period, providing employees with a safe, secure, and healthy work environment.
