Employee Rights
In accordance with relevant laws and corporate governance standards, we have established a comprehensive human resources system to safeguard our employees’ employment conditions, career development opportunities, and workplace safety. Through training programs, complaint and feedback mechanisms, and occupational safety measures, the company ensures a stable and trustworthy work environment.
Employee Welfare Measures
Employee Welfare Committee
Flexible Benefits Program
Employee Training & Development
Retirement System & Implementation
Labor–Management Agreementss
Employee Rights Protection Measures
Employee Welfare Measures
Employee Welfare Measures
The company provides a diverse welfare system, including various leave policies, influenza vaccine subsidies, electric vehicle and electric motorcycle subsidies, travel allowances, group insurance, and regular health check-ups.
- Employees are entitled to one day of birthday leave and a free health check-up in the “quarter” of their birthday, starting the year after they become a regular employee.
- General physical examination - Employees under age 35 are eligible for a labor health check-up subsidy allowance of NT $1,100.
- Full-day physical examination - Employees aged 35 and above with more than three years of service are eligible for a full-day health check-up subsidy allowance of NT $20,000 once every three years.
To alleviate the burden of childcare for our employees, starting January 1, 2024, full-time employees with at least one year of service can apply for Education Allowance Subsidies based on their children’s ages as follows:
- $3,000 per month is available for children aged 0-3.
- $2,000 per month is available for children aged 4-6.
- $1,000 per month is available for children aged 7-12./li>
Employee Welfare Committee
Employee Welfare Committee
The Employee Welfare Committee is responsible for planning and implementing various welfare activities and regularly reviewing welfare measures to enhance employee satisfaction and workplace well-being.
Employees who are actively employed on their birthday will receive a Birthday Gift at the beginning of each month.
- NT $2,000 one-time hospitalization condolence payment for stays of 1 to 3 days.
- NT $5,000 one-time hospitalization condolence payment for a stay of 4 to 7 days.
- Self: 1 pair of flower baskets ($2,000), condolence money and solatium $21,000.
- Spouse: 1 pair of flower baskets ($2,000), condolence money and solatium $11,000
- Parents, children, spouse’s parents, adoptive parents: one pair of flower baskets ($2,000), one scroll of mourning couplets, and $11,000 in condolence money.
- Employee’s grandparents (paternal and maternal): 1 pair of flower baskets ($2,000), and $11,000 in condolence money.
Flexible Benefits Program
Flexible Benefits Program
The company has established the “Flexible Benefits Program” to enhance benefit flexibility.Employees can use the Benefit Points issued by the company annually and apply them as they see fit based on their individual preferences.
The company offers internal and external training courses to cultivate human capital and enhance corporate competitiveness, enabling employees and the company to grow together and achieve overall operational goals.
- Internal employee training courses: The categories include new employee orientation training, in-department on-the-job training, general education, and annual consensus building. Provide diversified training courses and various professional on-the-job training based on the different job positions and functional needs of employees.To help employees develop independent thinking and communication skills, we encourage them to rotate teaching internal courses based on their professional expertise or job positions, sharing and imparting their key competencies. To help employees develop independent thinking and communication skills, we encourage them to rotate teaching internal courses based on their professional expertise or job positions, sharing and imparting their key competencies.
- External employee training courses: Supervisors are responsible for arranging personalized development and training using the allocated training budget to enhance employee skills and competencies. Employees may also submit external training applications to the company based on their professional development needs.
The company complies with the “Labor Pension Act” and operates a defined contribution system, allocating 6% of total salary each month as pension funds and storing them in the individual labor pension accounts established by the Bureau of Labor Insurance. Employees may also elect to contribute up to 6% of their monthly total salary to their individual retirement accounts voluntarily.
The following are the retirement regulations in the Company’s Work Rules:
Voluntary retirement: Employees may request voluntary retirement if they meet any of the following criteria.
- Employees who have fifteen or more years of service and are at least fifty-five years old.
- Those with 25+ years of work experience.
- Employees who have worked for ten years or more and are age sixty or over.
Mandatory retirement: The company shall not require an employee to retire unless the employee falls under one of the following conditions.
- Those aged 65 or older.(For employees engaged in jobs with special characteristics such as hazard or demanding physical strength, the company may apply to the central competent authority for approval to adjust the age requirement, but it shall not be less than 55 years old.)
- Employees with physical or mental disabilities who are unable to perform their job duties.
Pension payment: The company shall pay employees’ pensions as stipulated in the Labor Standards Act within 30 days of their retirement.
The company has always complied with various government laws and regulations and attached great importance to labor rights. Employee employment, resignation, retirement, and various welfare measures are all handled in accordance with the Labor Standards Act and relevant laws and regulations to maintain a positive relationship between labor and management.The company meets employee needs promptly through channels like communication, incentives, service, and training. In the future, the company will continue to enhance welfare measures and maintain harmonious labor-management relations, aiming to minimize the potential for labor disputes. We will also promote better communication and build consensus between labor and management through regular and irregular labor-management meetings to foster a collaborative environment.
Employee rights protection measures:
- Basic human rights: The company’s personnel management system and regulations comply with labor laws and regulations and are established with absolute respect for basic human rights, clearly outlining employee rights and obligations.
- Employee feedback: Regular labor-management meetings are held, and an employee feedback platform is established to value employee feedback, protect employees’ legitimate rights and interests, and review and revise relevant systems and regulations periodically to protect employee rights.
- Work-life balance: An Employee Welfare Committee and various clubs regularly review and update employee benefits, organize events, and invite family members to participate, fostering a harmonious and satisfying work-life balance for employees and their families.
- Health and safety management: The operations management and environmental and safety management units, together with the on-site health service consulting company, periodically update labor safety and health information and promote a work safety and health philosophy through announcements and posted materials.
- Employee assistance: To ensure and appropriately address employees’ health, psychological, or family issues, an employee assistance program service system has been implemented, offering a professional team’s 24-hour consultation services to prevent or resolve factors affecting individual work performance.
The company explains relevant labor rights under the Labor Standards Act to new employees upon hiring to ensure they are aware of their rights.In 2024, the company received no reports of human rights incidents or complaint cases involving illegal activities, demonstrating the effectiveness of our human rights management policy training courses and complaint mechanism.
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