Human Rights Policy
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.
Collective Agreement
The Company signed a collective agreement 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 agreement, and work together to create a happy enterprise.
Corporate Wellness
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 2025, 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. In collaboration with the Health Promotion Administration (HPA), we actively promote cancer screening programs and encourage eligible employees to participate. This includes oral and colorectal cancer screenings at our Pingtung Plant, and colorectal cancer screenings at our Tainan Plant. Our goal is to enhance collective immunity, reduce the incidence of severe illness, and fulfill our commitment to prioritizing employee health.
Employee Stock Ownership Trust
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.
Diversity, Equity, and Inclusion
The Company implements a diverse hiring policy to ensure that all employees are protected from discrimination, harassment, or unequal treatment based on race, gender, sexual orientation, religion, age, political affiliation, place of birth, disability, or any other status protected by applicable laws. By utilizing transparent recruitment channels and providing equal employment opportunities, we aim to attract and retain top-tier talent. We are committed to inclusive employment. By providing job opportunities for veterans, indigenous people, and persons with disabilities, we foster a diverse workplace. By late 2025, we proudly employed 27 indigenous and 17 disabled staff members, surpassing legal quotas to support social equity. Due to the specific nature of the industry, our workforce remains predominantly male. As of the end of 2025, men and women accounted for 84.58% and 15.42% of our total employees, respectively. Regarding leadership, there are 241 male managers and 21 female managers, with women representing 8.02% of the management team. Analysis shows that 11.8% of our female workforce holds managerial positions, compared to 25.00% of the male workforce. We remain committed to fostering an inclusive environment that supports the career advancement of female talent.
Compensation and Benefits
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 applicable regulations, the Company approved the amendment to Article 22 of the 'Articles of Incorporation' during the General Shareholders' Meeting held on June 17, 2025.
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) |
| 2025 Employee Benefits, Satisfaction, Retirement System and Implementation | (Download) |
| 2025 Human Rights Policy Specific Measures | (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) |