Furthermore, IBASE plans to provide quarterly reports to the board of directors on the execution outcomes of ESG initiatives, aiming to enhance the board's engagement with the company's ESG efforts.

The board of directors regularly reviews reports from the Sustainability Committee, outlining the company's sustainability strategy and goals. It evaluates the feasibility of these strategies and goals and oversees their progress. As needed, the board directs the Sustainability Committee to make strategic adjustments. 2024 Board Meeting Schedule：2024/2/29、2024/5/9、2024/8/6、2024/11/7、2024/12/9.

In 2024, the internal audit unit conducted audits on 40 internal control operations, with no significant non-compliance items. All non-compliance items were addressed within the specified timelines and closed.

 IBASE adheres to legal compliance as its foundation, prioritizing integrity to build core corporate values. Conducting business with integrity and adherence to legal principles are fundamental to our operations. To ensure the thorough implementation of ethical business practices within IBASE, we have always placed great importance on the integrity of our colleagues. Upon joining the company, new employees are introduced to IBASE's integrity policies by the administration department. They are required to sign the "Personal Data Usage Consent Form", "Confidentiality Agreement", and "Declaration of Commitment", fostering awareness of integrity among colleagues. Additionally, the administration department expects management to lead by example, adhering strictly to the principles of integrity and gradually fostering a culture of integrity throughout IBASE.

At the same time, IBASE has established a 'Complaint Management Procedure' and set up multiple reporting channels. Stakeholders can submit complaints through the ESG section of IBASE official website for feedback or via the complaint email address ad_appeal@ibase.com.tw. The management department will assign dedicated personnel to initiate an investigation. Complainants are generally required to report their complaints with their names and provide relevant details of the incident, including but not limited to the name of the person being complained about, the time and place of the incident, and the circumstances involved, along with any evidence. The investigation process should be conducted fairly and kept strictly confidential, ensuring that the identity of the complainant is not disclosed. IBASE also commits to protecting complainants from any improper treatment due to their reporting.

In commercial interactions, IBASE colleagues are required to explain IBASE's integrity policies and related regulations to trading partners during business transactions. They must explicitly refuse to provide, promise, request, or accept any form or guise of improper benefits directly or indirectly. Additionally, they should be cautious to avoid engaging in business transactions with agents, suppliers, customers, or other business partners involved in dishonest practices. If unethical behavior is detected in business dealings or collaborations, IBASE evaluates whether to categorize them as disallowed partners to uphold its integrity policies.

IBASE Code of Conduct

一、 Purpose : 

This Code is established to guide the behavior of the company’s employees in alignment with ethical standards, to inform stakeholders of the ethical standards that company personnel should follow when performing their duties, and to ensure that the company’s business activities do not compromise public interest. It is formulated in accordance with the company’s “Ethical Corporate Management Best Practice Principles,” the “RBA Manual,” the “Occupational Safety and Health Manual,” and relevant national laws.

二、 Scope : 

This Code applies to the company’s directors, managers, employees, appointees, or any individuals with substantial control over the company (hereinafter referred to as “persons with substantial control”).

三、 Code Content : 

   1. Ethical Stadards :

      1.1 Integrity Management : 

            The company shall comply with the Company Act, Securities Exchange Act, Business Accounting Act, Political Donations Act, Anti-

            Corruption Act, Government Procurement Act, Act on Recusal of Public Servants Due to Conflicts of Interest, Money Laundering

            Control Act, related listing regulati ons, and other laws concerning business conduct as a fundamental requirement for implementing

            integrity management. 

      1.2 No Improper Benefits :

           1.2.1 Prohibition of Improper Gifts, Bribery, or Receipt of Benefits : 

                    The company and its directors, managers, employees, appointees, and persons with substantial control shall not, directly or

                    indirectly, offer, promise, request, or accept any form of improper benefit from clients, agents, contractors, suppliers, public

                    officials, or other stakeholders while conducting business. Exceptions apply only to normal social etiquette that is occasional and

                    does not affect specific rights or obligations. 

           1.2.2 Limitation on Engaging in or Assisting Political Activities : 

                    Donations to political parties or individuals/organizations engaged in political activities must comply with the Political Donations

                    Act and internal company policies and must not be used to obtain business interests or advantages in transactions. 

           1.2.3 Charitable Donations or Sponsorships Must Not Involve Improper Benefits :

                    Charitable donations or sponsorships must comply with relevant laws and internal regulations and shall not be disguised forms

                    of bribery. It is prohibited to directly or indirectly offer or accept unreasonable gifts, entertainment, or other improper benefits

                    to establish business relationships or influence business transactions. 

           1.2.4 Avoidance of Conflicts of Interest : 

                    To prevent conflicts of interest, directors and managers should voluntarily report any potential conflicts to the administration. 

                    Directors, managers, and other interested parties present at board meetings should disclose any significant personal or

                    representative conflict of interest with proposed matters. If the conflict is likely to harm company interests, they must not

                    participate in discussions, voting, or act as a proxy for other directors. Directors should also avoid supporting each other

                    improperly. Directors and managers must not use their positions to secure improper benefits for themselves, spouses, parents,

                    children, or others. 

            1.2.5 Prohibition of Insider Trading : 

                    Non-public information that may influence stock trading is considered insider information. Employees must not use insider

                    information for personal gain or to benefit others. Financial status and business transaction information must not be disclosed

                    without prior authorization to protect shareholders’ interests. 

            1.2.6 Commitment to Product and Service Quality : 

                    During product and service development, procurement, manufacturing, provision, or sales, the company must follow applicable

                    laws and international standards to prevent any direct or indirect harm to consumers or other stakeholders’ rights, health, or

                    safety. 

            1.2.7 Intellectual Property Rights : 

                    The company and its directors, managers, employees, appointees, and persons with substantial control shall comply with

                    relevant IP laws, internal procedures, and contractual obligations. No one may use, disclose, dispose of, damage, or infringe

                    upon intellectual property without consent from the owner. Employees must not infringe upon trade secrets, trademarks,

                    patents, copyrights, or other intellectual property rights. 

             1.2.8 Asset Security Management : 

                    The company provides diverse assets, including computers, communication, and other equipment and data, for business use.

                    Employees are prohibited from improperly or illegally using these assets and must take measures to prevent external intrusions

                    or damage from using data, information systems, and network equipment to protect technical know-how and production

                    knowledge tied to intellectual property. 

             1.2.9 Fair Trade : 

                    The company shall conduct business activities in accordance with the Fair Trade Act and other competition laws and must not

                    engage in unfair competition. 

             1.2.10 Whistleblower Identity Protection and Anti-Retaliation : 

                    Whistleblower identities and reports must remain confidential. Anonymous reporting is allowed, and whistleblowers must be

                    protected from retaliation.            

             1.2.11 Data Confidentiality and Privacy Management : 

                    The company and its directors, managers, employees, appointees, and persons with substantial control must handle business- 

                    confidential and sensitive commercial information in accordance with company rules, employee regulations, disciplinary policies, 

                    and confidentiality guidelines. This includes data from business partners, such as suppliers, customers, consumers, and

                    employees. Collection, storage, processing, transmission, and sharing of personal data must comply with privacy and data

                    protection laws and regulations.

   2. Labor Standards : 

       The company is committed to upholding internationally recognized labor rights and respecting all workers. This applies to temporary

       workers, migrant workers, students, contract workers, direct hires, and all other types of labor. 

      2.1 Freely Chosen Employment : 

            Forced, bonded (including debt bondage), indentured labor, involuntary or exploitative prison labor, slavery, or trafficking is

            prohibited. This includes the use of threats, coercion, abduction, or deception to transport, harbor, recruit, transfer, or obtain labor

            or services. 

      2.2 Young Workers : 

            Child labor is strictly prohibited in any manufacturing process. “Child” refers to any person under 15 years of age, below the

            compulsory education age, or under the minimum employment age in that country/region—whichever is highest. Exceptions apply 

            to legal workplace learning programs compliant with applicable laws. Workers under 18 must not engage in work that endangers 

            their health or safety, including night shifts or overtime. Proper student recordkeeping, vetting of educational partners, and

            compliance with local laws must be ensured. Student workers must be adequately supported and trained. If no local law applies,

            interns and apprentices must receive wages equal to those of other entry-level workers in the same roles. 

      2.3 Wages and Benefits : 

            Wages must comply with applicable laws, including minimum wage, overtime, and legal benefits. Overtime wages must exceed regular

            rates per local law. Wage deductions as punishment are prohibited. Workers must receive clear wage statements each pay period.

            Temporary, dispatch, and outsourced workers must be hired in accordance with local laws. 

      2.4 Humane Treatment : 

            Employees must be treated humanely. Sexual harassment, sexual abuse, corporal punishment, mental or physical coercion, or verbal

            abuse is prohibited, as are threats to commit such acts. Disciplinary policies must be clearly defined and communicated. 

      2.5 Non-Discrimination : 

            The company prohibits harassment and illegal discrimination. Employees must not be discriminated against on the basis of race,

            color, age, gender, sexual orientation, gender identity or expression, ethnicity, disability, pregnancy, religion, political affiliation, 

            union membership, veteran status, genetic information, or marital status in hiring, pay, promotion, training, or work conditions.

            Workers must have appropriate spaces for religious practices. Medical exams or physical tests with discriminatory intent are

            prohibited. 

      2.6 Freedom of Association : 

            In accordance with local laws, the company respects all employees' rights to form and join unions, engage in collective bargaining, 

            and attend peaceful assemblies, as well as the right to abstain. Workers and their representatives must be able to communicate 

             with management and share concerns without fear of discrimination, retaliation, threat, or harassment. 

      2.7 Occupational Safety and Health : 

            Senior management shall establish and maintain occupational health and safety policies that ensure safe working conditions, 

            prevent work-related injuries and illnesses, and are suitable for the organization’s purpose, scale, activities, and OSH risks and

            opportunities. Commitments include legal compliance, hazard elimination, risk reduction, continual improvement of OSH

            management systems, and worker consultation and participation. 

   3. Disciplinary Actions : 

       Violations of this Code may be reported via complaint mailbox or hotline. Upon verification, disciplinary actions shall be taken according

       to the company’s reward and punishment regulations. If the reported person is a director or senior executive, the case shall be escalated

       to the independent directors. Depending on the severity of the violation, follow-up measures may include reporting to regulatory

       authorities or transferring the case to judicial investigation. For confirmed violations, the job title, name, date of violation, details, and

       handling outcomes shall be publicly disclosed

四、 Supplementary Provisions : 

This Code shall be implemented upon approval by the presidentr and chairman. any revisions must follow the same procedure.

                                   ISO9001                                                                              ISO14001

                                   ISO13485                                                                          ISO27001