企業永續

Labor Relations

Labor Relations

Employee welfare benefits

Employee Benefits, Continuing Education, Training, and Retirement Systems and the Status of Implementation, and the Status of Employee Agreements and Measures for Preserving Employees' Rights and Interests：

  • Besides providing labor insurance and national health insurance in line with the laws, the Company also provides additional group insurance to enhance the safety and protection over its employees.
  • To boost employee morale, consider implementing an employee profit-sharing program.
  • Implement the transfer of repurchased treasury shares to employees.
  • Employee training is organized to enhance their work proficiency and skills.
  • The Employee Welfare Committee is organized to oversee employees' benefit measures in line with regulations. The aforesaid measures include: group travels, year-end gatherings, Dragon Boat Festival and Mid-autumn Festival incentives, and wedding and funeral aids.

The Employee Welfare Committee was set up on December 23, 1978, and welfare funds are appropriated based on the 1% of its paid-in capital of NT$200 million, or NT$2 million. The interest from the fund and 0.05% to 0.1% of the monthly operating revenue and 0.5% of employees' monthly salaries are allocated toward the fund and used toward various employee benefit measures.

Continuing studies and employee training 

The HR Department coordinates general on-the-job training, and a proper and suitable consulting company is in charge of arranging annual employee training. Additionally, the professional training specifically designed for each department are arranged by the departments, and such arrangements shall be submitted before the annual budget could be planned.

Retirement system and implementation status thereof

Since July 1, 2005, the Company has implemented a defined contribution retirement plan in compliance with the 'Employee Retirement Regulations,' which is applicable to Taiwanese employees. Regarding the portion of the employee retirement pension system established by the 'Employee Retirement Regulations' that our company applies, a monthly contribution of 6% of the salary is deducted and deposited into the employee's personal account at the Labor Insurance Bureau. The employee's retirement pension can be received either as a monthly payment or as a lump sum, depending on the balance in their personal retirement fund and accumulated earnings. 

The company establishes a retirement fund for employees and formulates rganizational regulations and procedures for retirement. According to the Labor Standards Act, a retirement fund is allocated at a rate of 4% of the total monthly salary and is stored in a dedicated account under the name of the employee retirement fund at the Bank of Taiwan.

The Company has formulated the Measures for Employee Pension Scheme in line with the Labor Standards Act. All full-time employees whose years of service have reached 25 years, whose years of service have reached 15 years and are 55 years of age, or served for 10 years and are 60 years of age, may apply for voluntary pension payout. Those who are 65 years of age, are mentally unfit or physically ill-equipped to fulfill their duties may be commanded to retire and for pension payout from the Company. Additionally, those who are 65 years of age but have been permitted to retain their position by the President may continue their service, and years of service may continue to count toward the pension scheme. 

Employee agreements and measures undertaken to ensure employees' rights and interests

  • The Company has specified the Employee Work Rules, maintains a grievance channel, and has delegated supervisors of each rank to immediately solve or to respond any employee needs or challenges. 

    Since its establishment, the Company has constantly fulfilled its social obligations and maintained the rights and interests of all employees according to laws. Additionally, the Company also strives to implement the internal control system to ensure its legal responsibilities are also fulfilled. 

 

  • Every year, our company sends management representatives to conduct labormanagement meetings with representatives from the labor side. These meetings serve as a platform to discuss labor rights issues, suggestions from the labor side regarding the company, and to facilitate communication, negotiation, and reporting for improvement.