The Company abides by domestic and foreign labor regulations, protects the rights and interests of employees, and follows the spirit of various international human rights conventions such as "The United Nations Global Compact", "Universal Declaration of Human Rights" and "ILO Declaration of Fundamental Principles and Rights at Work". Treat all employees with fairness and respect, and their human rights policies and implementation guidelines, and specific measures related to human rights policies are detailed in the following documents.
The Company signed a collective contract with the Labor Union for the first time on Nov. 24, 2016, laying a milestone for labor-management harmony and handling labor-management affairs. It was later signed for the second time on September 17, 2020, and for the third time on September 17, 2023, and on Nov. 10, 2017, Jun. 15, 2018, Dec. 18, 2018, Nov. 14, 2019, Aug. 24, 2022, Feb. 14, 2023 and Sep. 13, 2023, we continued to revise and optimize the content of the contract, and work together to create a happy enterprise.
In addition to providing employees with leave, insurance, health check and other items, the Company also provides general/ professional education and training, health care for employees, as detailed in the following documents. In 2024, the Company has continued to cooperate with local health authorities to promote voluntary COVID-19 vaccination for employees and influenza vaccination for high-risk groups (a total of 2 large-scale vaccinations), and assisted employees who are willing but unable to attend to go to medical institutions for vaccination individually. The biggest purpose is to improve group protection, reduce the incidence of severe illness, and take care of the health of employees.
In order to enhance employee well-being, increase employees' attachment to the Company, and ensure employees' life after retirement. Starting from 2024, qualified colleagues can voluntarily join the shareholding trust committee. Employees will allocate a fixed self-withdrawal amount from their monthly salary, and the Company will allocate a fixed proportion of public allocation funds every month and jointly deposit them into the trust account for investment.
The Company has the policy of hiring diverse employees to increase job opportunities for local workers. We have a fair “guideline for regulating promotion channels” and we try to attract and keep talents by public recruitment channels and fair employment opportunities. We also have measures to help specific subjects who need assistance, such as providing unemployed workers chances to get back the workplace. We have been hiring physically-impaired workers, retired soldiers, unemployed, aboriginal and interns; we have reached 100% of the expected number for the aborigines and physically-impaired employees. Due to the special features of our industry, the gender distribution of our employees is as below: by the end of 2024, males take up 84.66%, and females take up 15.34% of all employees in our Company. We have 244 male managers and 19 female managers; females only take up about 7.22% of all managers. Female managers take up 10.8% of all female employees, while male managers take up 25.13% of all male employees.
The corporate governance and operation management policy is not only aimed at the achievement of substantive operating results, but also provides performance bonuses and incentive bonuses for managers, departmental work objectives and personal performance, combined with performance indicators, and provides certificates and licenses and compensation for retained professional talents. The measures and related employee compensation and bonuses are detailed in the following documents.
In compliance with the law, the Board of Directors of the Company approved the amendment to Article 22 of the "Articles of Incorporation" on Feb. 26, 2025, and plans to submit it to the Shareholders' Meeting on Jun. 17, 2025 for discussion.
Article 22 of the "Articles of Incorporation":
"In the case of a profit, the Company shall set aside 1%~3% of the profit to be compensation for employees. If there are accumulated losses, the value to make up for the losses should be set aside first, reserved in advance to offset the deficits.
In addition to the provisions of the preceding paragraph, an additional 1% of profits shall be set aside as compensation distributions for non-executive employees."
In accordance with the law, the Company will review the scope of non-executive employees every year. The Board of Directors resolved on Feb. 26, 2025 that the Company's employees whose recurring salaries in 2025 are less than NT$63,000 will be the basis for the distribution of 1% of non-executive employees remuneration as stipulated in Article 22, Paragraph 2 of the "Articles of Incorporation".
| Title | Files |
| Human Rights Policy |  (Download) |
| Employee Compensation and Bonus Policy | (Download) |
| 2024 Employee Benefits, Retirement System and Implementation | (Download) |
| 2024 Human Rights Policy Specific Measures | (Download) |
| 2023 Employee Benefits, Retirement System and Implementation | (Download) |
| 2023 Human Rights Policy Specific Measures | (Download) |
| 2022 Employee Benefits, Retirement System and Implementation | (Download) |
| 2022 Human Rights Policy Specific Measures | (Download) |
| 2021 Employee Benefits, Retirement System and Implementation | (Download) |
| 2021 Human Rights Policy Specific Measures | (Download) |