Employee Benefits, Talent Development, and Labor Rights
Employee Benefits
- Employee Benefit Measures:
(1) Incentive Programs:
A. Year-end bonus: Issued based on the Company’s annual operating results.
B. Performance bonus: Issued based on individual annual performance.
C. Annual performance-based salary adjustment: Salaries are adjusted according to the level of outstanding performance.
(2) Employee Benefits:
A. Employee Welfare Committee
In accordance with applicable laws and regulations, the Company has established an Employee Welfare Committee, makes periodic appropriations to the employee welfare fund, and forms the committee with employees to plan and execute various welfare programs, such as holiday bonuses for the three major festivals, birthday gifts, subsidies for weddings and funerals, assistance for illness and accidents, employee travel, and recreational activities.
B. Company
1. All employees participate in labor insurance, national health insurance, and group insurance, and are entitled to related insurance benefits. New employees are enrolled upon reporting for duty. Group insurance coverage is also provided after three months of employment. In addition, travel accident insurance is arranged for business trips or overseas assignments.
2. Employee health examinations.
3. Employee purchase discounts.
4. Year-end bonus.
C. Employee Compensation
Article 25 of the Company’s Articles of Incorporation stipulates that, when there are profits, 3% shall be allocated as employee compensation; among such employee compensation, 40%–60% shall be allocated to grassroots employees. - Employee Continuing Education and Training:
The Company places great importance on employee education and training as well as character development, emphasizes the importance of teamwork, and builds customer-oriented awareness and strong cohesion. To enhance workforce quality and improve employees’ knowledge and skills, the Company implements training programs based on employees’ qualifications and job needs, provides planned training, and emphasizes career development planning. - Retirement System:
(1) In accordance with the Labor Standards Act, the Company has established employee retirement regulations covering all officially employed employees. Since July 1, 2005, the Company has fully adopted the new labor pension system; the old system was settled in 2017.
(2) To strengthen retirement security for employees and improve labor-management relations, for employees subject to the Labor Pension Act, the Company contributes 6% of wages monthly as pension contributions, which are deposited into each employee’s individual pension account established at the Bureau of Labor Insurance.
(3) To care for appointed managers and employers who actually engage in labor regarding their post-retirement life and to improve work efficiency, the Company has implemented the “Appointed Manager Resignation and Retirement Regulations” since August 29, 2007, contributing 6% of the salaries of appointed managers and employers who actually engage in labor each month. The contributed amount shall not exceed the highest contribution level under the Labor Pension Act.
Labor Rights and Occupational Safety
Agreements Between Labor and Management and Measures to Safeguard Employee Rights and Interests:
The rights and obligations of both labor and management are handled in accordance with the Company’s work rules. The Company also regularly convenes “labor-management meetings” to facilitate one-way and two-way communication among employees, supervisors, and management. Therefore, since its establishment, the Company has maintained harmonious labor-management relations, and there have been no incidents of losses resulting from labor disputes.
1. Measures to Protect the Working Environment and Employee Personal Safety:
Talent Development and Education & Training
Average Annual Training Hours per Employee (Unit: hours)
Note 1 (Variance Analysis): An increase in new hires will directly affect internal training hours; differences mainly depend on participation in external training courses.
Note 2: Average training hours per employee: total training hours of all employees in the year / total number of employees at year-end.
Note 3: Average training hours per female employee: total training hours of female employees in the year / total number of female employees at year-end.
Note 4: Average training hours by employee category: total training hours of employees in the category in the year / total number of employees in that category at year-end.
