• KR
• EN
• CN

Quality is measured by its recognition from our customers. Our success in the market depends on our ability to understand and satisfy customer requirements, exceed customer expectations, and outperform our competitors through the diligent execution of these capabilities.

Our company's leaders must demonstrate a clear commitment to driving quality by:
① Clearly communicating objectives and ensuring their understanding and continuous implementation
② Basing activities on a comprehensive perspective and long-term outlook, engaging all employees
③ Basing activities on a comprehensive perspective and long-term outlook, engaging all employees

Every member is responsible for the quality of their work and must have a consistent and informed view of our objectives. Active and collaborative contributions with colleagues are essential for achieving these goals.

We identify and describe our processes and continuously strive to improve them by:
① Designing and improving processes aimed at zero defects
② Setting measurable process objectives and advancing work to achieve these goals
③ Learning from best practices and comparisons with others

The environmental impact of our products and processes should be minimized by: Considering environmental impacts throughout the entire process from material sourcing, production, use, disposal, recycling, and reuse. Guiding our business partners to implement a similar level of environmental conservation. Maintaining a leading position in environmental standards wherever we operate.

Our environmental activities must be integrated into all business processes and continuously improved. Systematically establishing, communicating, and monitoring clearly defined objectives with participation from all employees.

Processes should be designed considering the entire lifecycle from material sourcing to production, use, and disposal to: Minimize consumption of energy and resources. Reduce the generation of waste and surplus, making disposal more manageable. Publicly and factually communicate the environmental program and its outcomes.

We regard environmental protection as a critical value and lead in environmental protection within the semiconductor equipment industry by:
① Being open and trustworthy in our environmental protection policies.
② Providing environmentally friendly products and services.
③ Operating an environmentally friendly sales organization capable of executing environmental tasks clearly and competently
Wafer Probers are essential semiconductor testing equipment with minimal environmental impact. From this recognition, we continue efforts to minimize our global impact. We are committed to environmental protection, developing strategies and objectives, complying with relevant environmental laws, and meeting organizational and other regulations.

We adopt the principles and activities of environmental protection as a corporate strategy and incorporate them into our daily work processes. This includes training employees, introducing necessary equipment, and aiming for qualitative improvements.

We are dedicated to continuously improving our environmental protection and pollution prevention activities. Through corporate planning, we set goals, and the responsible individuals report their activities to the management group.

Forced, bonded (labor in repayment of debt), indentured, involuntary prison labor, slavery, or trafficking of persons shall not be used. This includes prohibiting the movement, concealment, recruitment, transfer, or harboring of persons using threat, force, coercion, abduction, or fraud.
Companies cannot unreasonably restrict access to or movement within company-provided accommodations or facilities.
As part of the employment process, an employment contract, including work conditions, must be provided to all workers in their native language in writing.
Foreign migrant workers must receive a written employment contract before leaving their home country, detailing the terms and conditions of employment.
Contract replacement or modification upon entry into the employment country is not permitted, except for changes complying with local laws or providing better employment terms.
All work must be voluntary, and workers must be free to cease employment or resign at any time without penalty, given reasonable notice as per their contract.
Employment agencies and brokers acting on behalf of the employer cannot hold, destroy, conceal, or confiscate government-issued identification or immigration documents, such as identity cards, passports, or work permits.
Recruitment agencies or subcontractors introducing workers to the employer cannot demand workers pay recruitment or other related employment fees. Any fees found to have been paid by the workers must be reimbursed.

Child labor is excluded from all stages of manufacturing.
A child refers to any person under the age of 15 or below the age at which compulsory education is completed or below the minimum employment age in the respective country, whichever is highest. An appropriate mechanism to verify workers' ages must be implemented. Support should be provided for all legitimate workplace apprenticeship programs that comply with laws. Workers under the age of 18 shall not perform night work or overtime and shall not be involved in work that is hazardous to their health or safety. Appropriate management, strict vetting of student records and educational partners, and proper student rights advocacy must be implemented. Adequate support and training for all student workers must be provided.

Employees must not exceed the maximum working hours as prescribed by law. The weekly hours, including overtime, must not exceed 40 hours, except in emergencies or exceptional circumstances. All overtime must be voluntary, and employees must receive at least one day of rest per week.

Compensation paid to employees must comply with all applicable laws relating to minimum wages, overtime allowances, and statutory benefits. According to local law, overtime pay must exceed the standard hourly rate. Deductions from wages as a disciplinary measure are not permitted, and detailed pay statements must be provided at the time of payment. Temporary, agency, and outsourced labor must be utilized within the limits allowed by local law.

Employees must not be subject to inhumane treatment, including violence, sexual violence, sexual harassment, abuse, corporal punishment, mental or physical coercion, harassment, public shaming, or verbal abuse. The company must clearly define disciplinary policies and procedures that may be applied in cases of such violations and communicate these to employees.

Semics opposes harassment and unlawful discrimination. Discrimination or harassment in employment and occupational activities based on race, skin color, age, gender, sexual orientation, gender identity and expression, nationality or country of origin, disability, pregnancy, religion, political affiliation, union membership, marital status, genetic information, or any other status protected by law, is prohibited. Reasonable accommodations must be provided for employees' religious practices. Pregnancy or virginity tests and other medical or physical examinations that could be used as a discriminatory tool against workers or potential workers are not allowed.

According to the law, employees have the right to form and join trade unions of their choice, bargain collectively, and refrain from such activities. Employees and their representatives must be able to communicate openly with management about working conditions and management practices without fear of discrimination, retaliation, threats, or harassment.

All business activities must adhere to the highest standards of integrity.
A zero-tolerance policy is enforced towards all forms of bribery, corruption, extortion, and embezzlement.

Promising, offering, authorizing, providing, or accepting bribes or other means to gain an unfair or improper advantage is prohibited.
This includes any direct or indirect engagement through third parties to promise, offer, authorize, provide, or accept any item of value to acquire or retain business or secure an improper advantage.
Monitoring, record-keeping, and disciplinary procedures must be implemented to ensure compliance with anti-corruption laws.

All business transactions must be transparently conducted and accurately reflected in the company's books and records. Information regarding labor, health and safety, environmental management status, business activities, structure, financial situation, and performance must be disclosed according to relevant regulations and prevailing industry standards. Forgery or false statements regarding the status and practices within the supply chain are not tolerated.

Intellectual property rights must be respected, and the transfer of technology and know-how must occur in a manner that respects these rights. Additionally, the information of customers and suppliers must be securely protected.

Standards for fair trade, advertising, and competition must be complied with.

Ensure sourcing from conflict and high-risk areas complies with the OECD guidelines or equivalent and recognized due diligence programs. Adopt policies and conduct regular due diligence on the sourcing and supply chain of tantalum, tin, tungsten, and gold used in manufactured products.

Participating companies must strive to protect the personal information of all individuals involved in their operations, including suppliers, clients, consumers, and employees, at a reasonable level of privacy protection. The collection, storage, processing, transmission, and sharing of personal information must comply with privacy protection and information security regulatory requirements.