【Grand Bills Financial】On Behalf of Subsidiary Grand Bills Securities, Clarification Regarding Media Report on May 5
Grand Bills Securities, a subsidiary of Grand Bills Financial Holding, announced that a reinvestigation into a workplace misconduct complaint, prompted by media reports, found that the interactions did not meet the criteria for workplace misconduct after correcting procedural flaws. The company emphasized its commitment to transparency and fair procedures.
📋 Article Processing Timeline
- 📰 Published: May 8, 2026 at 09:00
- 🔍 Collected: May 9, 2026 at 08:00 (23h 0m after Published)
- 🤖 AI Analyzed: May 9, 2026 at 08:24 (24 min after Collected)
1. Date of occurrence of the event: 2026/05/08
2. Company name: Grand Bills Securities Co., Ltd.
3. Relationship with the company (please enter 'parent company' or 'subsidiary'): Subsidiary
4. Mutual shareholding ratio: Not applicable
5. Name of media: Mirror Media
6. Report content: Mirror Media's May 5, 2026 headline: “Chen Kuan-Ju pleads injustice; Grand Bills internal 7:0 bullying report exposed”
7. Cause of occurrence: Clarification of media report
8. Countermeasures: Issuing a material information announcement
9. Other matters that need to be specified:
Regarding the workplace misconduct complaint accepted by the Company in 2025, the Company has always upheld the principles of integrity management, procedural justice, and corporate governance in diligently handling related investigation and evaluation procedures. The process and related explanations for this case are as follows:
I. To maintain the legality of the procedures and the legitimacy of the investigation results, the Company reviewed the original investigation procedures.
After the Company completed the investigation procedures for the relevant complaint cases, the independent directors subsequently reviewed the relevant procedures. It was found that the original investigation procedures, in matters such as the composition of the handling group and investigation group, the selection of external experts, and related operating processes, were not fully consistent with the Company's “Prevention Plan for Unlawful Infringement in the Course of Duty.” The Company believes that the handling of workplace misconduct complaints should be based on legality, objectivity, fairness, and legitimacy. Considering that the aforementioned procedural matters have affected the legitimacy and legality of the original investigation procedures and results, and that there were flaws, this was reported to and acknowledged by the Company's Audit Committee and Board of Directors on March 6. To ensure that the Company's handling of workplace misconduct complaints complies with relevant regulations and procedural requirements, the Company legally formed an investigation group and a handling group, and independent external professionals participated in the investigation and evaluation procedures to ensure the legitimacy and reliability of the investigation results.
II. This investigation was conducted in accordance with the law and based on objective, fair, and impartial principles.
In April 2026, the Company re-formed the handling group and investigation group in accordance with regulations, and the dedicated unit proceeded with subsequent investigation and evaluation procedures in accordance with the Company's “Prevention Plan for Unlawful Infringement in the Course of Duty.” To ensure the independence and credibility of the procedures, in addition to internal representatives, external professionals with expertise in law, labor, psychology, and corporate governance were invited to participate in the group, thereby enhancing the professionalism and objectivity of the investigation procedures.
During the investigation period, the investigation group interviewed relevant individuals involved in the case and comprehensively reviewed related written materials and evidence before submitting them to the handling group for evaluation. After careful deliberation by the handling group, it was unanimously concluded that the relevant interactions primarily occurred within the context of job duties, corporate governance, and business communication, and did not meet the constituent elements of workplace misconduct. Therefore, this case was deemed not to constitute workplace misconduct. This re-determination result was reported to and acknowledged by the Company's Audit Committee and Board of Directors on May 8.
III. The Company's continuous commitment to procedural justice, corporate governance, and workplace environment.
The Company has always respected the right of colleagues to file complaints and uses this case as a warning for its operations and management. It will continue to optimize complaint handling processes and the workplace environment. At the same time, it deeply understands the public's concern for this case but still calls on all sectors to respect the integrity of the investigation system and the rights of the parties involved, avoiding excessive speculation or one-sided interpretations. For unauthorized leaks of internal company confidential documents or malicious dissemination of false information that interferes with corporate governance, the Company will strictly reserve the right to pursue legal action.
In the future, the Company will continue to uphold the spirit of stable operation and honest governance, continuously improve procedural transparency and the foundation of organizational trust, and establish a more comprehensive and professional workplace environment. This is to safeguard the common interests of all colleagues, customers, and shareholders.
2. Company name: Grand Bills Securities Co., Ltd.
3. Relationship with the company (please enter 'parent company' or 'subsidiary'): Subsidiary
4. Mutual shareholding ratio: Not applicable
5. Name of media: Mirror Media
6. Report content: Mirror Media's May 5, 2026 headline: “Chen Kuan-Ju pleads injustice; Grand Bills internal 7:0 bullying report exposed”
7. Cause of occurrence: Clarification of media report
8. Countermeasures: Issuing a material information announcement
9. Other matters that need to be specified:
Regarding the workplace misconduct complaint accepted by the Company in 2025, the Company has always upheld the principles of integrity management, procedural justice, and corporate governance in diligently handling related investigation and evaluation procedures. The process and related explanations for this case are as follows:
I. To maintain the legality of the procedures and the legitimacy of the investigation results, the Company reviewed the original investigation procedures.
After the Company completed the investigation procedures for the relevant complaint cases, the independent directors subsequently reviewed the relevant procedures. It was found that the original investigation procedures, in matters such as the composition of the handling group and investigation group, the selection of external experts, and related operating processes, were not fully consistent with the Company's “Prevention Plan for Unlawful Infringement in the Course of Duty.” The Company believes that the handling of workplace misconduct complaints should be based on legality, objectivity, fairness, and legitimacy. Considering that the aforementioned procedural matters have affected the legitimacy and legality of the original investigation procedures and results, and that there were flaws, this was reported to and acknowledged by the Company's Audit Committee and Board of Directors on March 6. To ensure that the Company's handling of workplace misconduct complaints complies with relevant regulations and procedural requirements, the Company legally formed an investigation group and a handling group, and independent external professionals participated in the investigation and evaluation procedures to ensure the legitimacy and reliability of the investigation results.
II. This investigation was conducted in accordance with the law and based on objective, fair, and impartial principles.
In April 2026, the Company re-formed the handling group and investigation group in accordance with regulations, and the dedicated unit proceeded with subsequent investigation and evaluation procedures in accordance with the Company's “Prevention Plan for Unlawful Infringement in the Course of Duty.” To ensure the independence and credibility of the procedures, in addition to internal representatives, external professionals with expertise in law, labor, psychology, and corporate governance were invited to participate in the group, thereby enhancing the professionalism and objectivity of the investigation procedures.
During the investigation period, the investigation group interviewed relevant individuals involved in the case and comprehensively reviewed related written materials and evidence before submitting them to the handling group for evaluation. After careful deliberation by the handling group, it was unanimously concluded that the relevant interactions primarily occurred within the context of job duties, corporate governance, and business communication, and did not meet the constituent elements of workplace misconduct. Therefore, this case was deemed not to constitute workplace misconduct. This re-determination result was reported to and acknowledged by the Company's Audit Committee and Board of Directors on May 8.
III. The Company's continuous commitment to procedural justice, corporate governance, and workplace environment.
The Company has always respected the right of colleagues to file complaints and uses this case as a warning for its operations and management. It will continue to optimize complaint handling processes and the workplace environment. At the same time, it deeply understands the public's concern for this case but still calls on all sectors to respect the integrity of the investigation system and the rights of the parties involved, avoiding excessive speculation or one-sided interpretations. For unauthorized leaks of internal company confidential documents or malicious dissemination of false information that interferes with corporate governance, the Company will strictly reserve the right to pursue legal action.
In the future, the Company will continue to uphold the spirit of stable operation and honest governance, continuously improve procedural transparency and the foundation of organizational trust, and establish a more comprehensive and professional workplace environment. This is to safeguard the common interests of all colleagues, customers, and shareholders.