Employee Benefits, Talent Development, and Labor Rights
Employee Benefits
- Employee welfare measures:
(1) Incentive programs:
A. Year-end bonus: granted based on the Company’s annual operating performance.
B. Performance bonus: granted based on individual annual performance.
C. Annual merit salary adjustment: salaries are adjusted according to performance level.
(2) Employee benefits:
A. In accordance with laws, an Employee Welfare Committee has been established to administer benefits such as holiday bonuses, birthday gifts, marriage and funeral allowances, and travel or recreational activities.
B. The Company enrolls all employees in labor insurance, national health insurance, group insurance, and travel accident insurance, and provides health checkups and employee purchase discounts.
C. Employee remuneration: the Articles of Incorporation stipulate that 3% of earnings shall be allocated as employee remuneration. - Employee further education and training:
The Company values employee education, training, and character development, fostering customer-oriented awareness and teamwork. Training programs are implemented according to employee conditions and job requirements to strengthen career planning and skill development. - Retirement system:
(1) In accordance with the Labor Standards Act, the Company has established employee retirement regulations and has fully adopted the new Labor Pension system since 2005.
(2) For employees covered by the new labor pension system, the Company contributes 6% of monthly wages to their individual pension accounts.
(3) The “Regulations for the Retirement and Resignation of Appointed Managers” provide that 6% of monthly salary is set aside, within the upper limit of labor pension contribution tiers. - Labor rights and occupational safety:
Regular labor-management meetings are held to promote communication and maintain harmonious relations. No labor disputes have occurred to date.
| Item | Details |
|---|---|
| Access control and security | Access control and monitoring systems operate around the clock, and a security services company is contracted to safeguard the premises. |
| Equipment maintenance | Fire safety equipment is inspected annually by approved contractors in accordance with fire regulations, and other equipment is maintained regularly according to the maintenance plan. |
| Physical health and hygiene | Pre-employment health examinations are provided for new employees, and annual health checkups for current employees; the workplace is smoke-free and is regularly cleaned and disinfected. |
| Mental health and well-being | Employees are encouraged to participate in communication training; regular labor-management meetings are held and a mechanism for filing complaints related to sexual harassment prevention has been established. |
| Insurance and medical support | In accordance with regulations, employees are covered by labor insurance, national health insurance, and group insurance, and are provided with accident insurance and medical consolation benefits. |
Talent Development and Training
Policy: Establish a robust talent development system to attract and retain outstanding employees.
Commitment: Provide both fundamental and professional training and foster a friendly, supportive work culture.
Short-term goals: Achieve an average course completion rate of ≥ 80% and an annual training program completion rate of ≥ 80%.
Medium- to long-term goals: Build a comprehensive education system, design required courses by department, and maintain a high training completion rate.
Resources invested / Concrete outcomes:
In 2024, 19 in-house training courses and 2 external training programs were offered, achieving a 100% completion rate.
Average Annual Training Hours per Employee (Unit: hours)
| Category | Subcategory | 2022 | 2023 | 2024 |
|---|---|---|---|---|
| Average hours per employee | 41.3 | 22.2 | 31.2 | |
| By gender | Female | 38 | 19.7 | 32.1 |
| Male | 44.7 | 24.9 | 30.4 | |
| By job type | Direct labor | 44.6 | 20.6 | 33.3 |
| Indirect labor | 38.4 | 23.9 | 29.6 | |
Note: The number of new employees affects differences in training hours; training hours are calculated as “total annual training hours ÷ number of employees at year-end”.
Enhancing Employee Competencies and Transition Assistance Programs
Training to enhance employee competencies: Implemented in line with the annual education and training plan, covering both basic and professional courses.
Continued employment assistance: For employees retiring or whose employment relationships are terminated, relevant counseling is provided in accordance with the Labor Standards Act.
Proportion of Employees Receiving Regular Performance and Career Development Reviews (2024)
| Category | Item | Number reviewed | Total employees | Percentage |
|---|---|---|---|---|
| Gender | Male | 18 | 34 | 52.9% |
| Female | 16 | 34 | 47.1% | |
| Employee type | Direct labor | 14 | 34 | 47.2% |
| Indirect labor | 20 | 34 | 58.8% |
Workplace Diversity and Gender Equality Policy
Policy: Respect human rights and equality, and foster a harmonious and cohesive corporate culture.
Commitment:
1. Uphold principles of equality and inclusion, respecting the human rights and workplace equality of every employee.
2. Comply with environmental, social, and integrity standards.
Short-term goals: Adjust salaries based on annual performance evaluations.
Medium- to long-term goals: Promote a culture of diversity and equality to ensure talent stability and harmonious labor relations.
Resources invested / Concrete outcomes: 2024 results included employee profit-sharing, annual salary adjustments, team gatherings, and bonus programs.