德英生物科技
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Employee Benefits, Talent Development, and Labor Rights

Employee Benefits

  1. 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.
  2. 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.
  3. 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:

Item Content
Access Control Security (1) The Company maintains a stringent access control and surveillance system day and night.
(2) The Company has contracted with a security service provider to safeguard the Company’s security.
Maintenance and Inspection of Facilities and Equipment (1) In accordance with fire safety regulations, outsourced fire inspections are conducted annually.
(2) Company machinery and equipment are maintained and serviced regularly within the prescribed timeframes according to the “Equipment Maintenance Plan.”
Physical Hygiene (1) Health examinations:
New employees are required to undergo a pre-employment physical examination; incumbent employees undergo health examinations annually or at intervals prescribed under occupational safety and health laws and regulations.
(2) Workplace environmental hygiene:
Smoking is prohibited throughout business premises in accordance with regulations, and office and manufacturing areas are regularly cleaned and disinfected.
Mental Health (1) Training: Employees are encouraged, as appropriate, to participate in training on communication skills, creative thinking, and related topics.
(2) Expression of opinions: Labor-management meetings are held regularly to provide channels for employees to express opinions and engage in interactive learning.
(3) Sexual harassment prevention: Complaint procedures and disciplinary provisions have been established.
Insurance and Medical Care/Condolence (1) Employees are insured in accordance with law under labor insurance (including occupational accident insurance) and national health insurance.
(2) The Company additionally arranges group insurance for all incumbent employees covering accidental death and dismemberment and accidental medical expenses through an insurance provider.

Talent Development and Education & Training

Policy Establish a sound talent development system to attract, retain, and develop outstanding talent.
Commitment Provide foundational and professional training and development opportunities, and foster a friendly working environment and culture, among other measures.
Short-term Goals 1. Average course completion rate per employee ≧ 80%.
2. Annual education and training program completion rate ≧ 80%.
Mid- to Long-term Goals Emphasize human rights and diversity, foster a harmonious corporate culture, ensure talent retention, and maintain harmonious labor-management relations.
Resources投入/Specific Outputs 1. Improve the education and training system by designing different foundational mandatory courses by department.
2. Provide the Company with strong and stable talent support through competitive compensation and talent development planning systems.

Average Annual Training Hours per Employee (Unit: hours)

Statistics / Year 2022 2023 2024
Average hours per employee (Note 1) 41.3 22.2 31.2
Average training hours by gender (Note 2) Female 38 19.7 32.1
Male 44.7 24.9 30.4
Average training hours by employee category (Note 3) Direct 44.6 20.6 33.3
Indirect 38.4 23.9 29.6

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.

Note: Unit / Hours Employee Training Statistics

Employee Capability Enhancement and Transition Assistance Programs

Assistance Type Description of the programs implemented and the types and scope of assistance provided
Employee Capability Enhancement Training Program Annual education and training plan and implementation.
Continued Employment Assistance
(Retirement or termination of the employment relationship)		 Implemented in accordance with the Labor Standards Act.

Percentage of Employees Receiving Regular Performance and Career Development Reviews (2024)

Category Item Reviewed (No. of employees) Total Employees Percentage
Gender Male 18 34 52.9%
Female 16 34 47.1%
Employee Category Direct 14 34 47.2%
Indirect 20 34 58.8%

Workplace Diversity and Gender Equality Policy

Policy As a company that values human rights, we ensure employees feel valued, foster a harmonious and united corporate culture, and promote overall growth in the Company’s interests.
Commitment 1. Value labor and human rights, uphold equality and inclusion, and respect each employee’s human rights and workplace equality.
2. Commit to complying with environmental and social/ethical integrity standards.
Short-term Goals Evaluate annual salary adjustments based on employees’ actual performance.
Mid- to Long-term Goals Emphasize human rights and diversity, foster a harmonious corporate culture, ensure talent retention, and maintain harmonious labor-management relations.
Resources投入/Specific Outputs

2024 Performance:

1) Employee bonuses / annual salary adjustments
2) Welfare measures: employee gatherings / bonuses
※The above content is excerpted from the ESG Report