Employee Welfare
Employee Welfare and its Implementation
Employees are an important resource for the Company. Therefore, the Company has always been paying great attention to labor relations. In order to fully take care of employee, in addition to complying with the regulations and laws of labor affairs, there are a variety of welfares for our employees.
(1) Employee insurance policy:
a. All employees participate in labor insurance, labor occupational accident insurance and health insurance. In accordance with the laws and regulations, the Company applies for labor insurance, labor occupational accident insurance, health insurance, and contributes to labor pensions for our employees to protect their current livelihood and their old age in the future.
b. All employees participate in casualty insurance. The full premiums for insurance policy are borne by the Company.
(2) Implement a system of employee salary adjustment, bonus distribution and employee stock subscription. In order to motivate employees and share the Company’s profits, its year-end bonuses are given to our employees based on their work performance, contribution and future potential. We refer to the trend of salary adjustment in the labor market and the performance appraisal of our employees to handle their promotion and salary adjustment on a yearly basis in order to motivate and retain talents.
(3) The Company has established an Employee Welfare Committee to handle employee welfare matters, including social club subsidy, birthday gifts, holiday gifts (vouchers) in such holiday as Dragon Boat Festival, Mid-Autumn Festival and Labor Day, wedding gifts, children's wedding gifts, childbirth gifts, housewarming gifts, employee and children's scholarships, kindergarten children's subsidy, hospitalization subsidy and allowances for relatives’ funeral. In the event of an emergency, the employee may apply to the Employee Welfare Committee for an emergency relief and all members of the committee will vote on the amount of the emergency relief up to NT$100,000 depending on the status of the emergency.
(4) Regular employee health examination.
(5) On-the-job trainings.
(6) We provide healthy and delicious free meals for all our employees and air-conditioned dormitories for our non-local employees.
(7) Other welfare measures: The Company provides annual inflation subsidy. We also have several car and motorcycle parking lots so that employees can work with easy commute. In the event that employees need to take care of their babies or require longer-term medical treatment for major injuries or illnesses, we have a system of unpaid leave to allow our employees to take care of their needs of both their families and dealing with their special conditions. Regular health examination and health education are conducted to promote their physical and mental health and to provide a safe workplace for them. There is a library with a collection of more than 10,000 volumes of books and periodicals to expand their professional skills, life knowledge and macroscopic perspective, with literatures and novels to clear their mind and open their heart and with various practical guides for photography and other life skills to enjoy their life.
Education and Trainings
Employees are an important resource for the Company, so the Company always focuses on employees’ education and trainings. The Company's education and trainings policy is to develop the knowledge and skills necessary for employees at all levels of the organizational system and to train appropriate personnel in advance for the Company's medium- and long-term development plans in order to achieve the Company's management goals for sustainable development.
(1) The education and trainings are divided into five categories: annual training projects, trainings for different levels of managers, trainings for different functions, special skills trainings and orientation programs for new employees.
a. Annual training projects: In order to achieve the Company's annual goals and future development, the training projects are aimed for our employees to learn and enhance their professional knowledge and skills. The courses in the projects are conducted by the unit in charge of personnel training or the designated unit.
b. Trainings for different levels of managers: The Company have been developing training courses for professional knowledge and skills in management, technology and quality assurance. The necessary competency development trainings for different levels of supervisors, cadres, and personnel in different work areas are provided to build corporate culture and management consensus and to strengthen the skills of each rank. The courses in the trainings are conducted by the unit in charge of personnel training or the staff unit of the departments in charge of a variety of technology.
c. Trainings for different functions: The trainings to strengthen the capability of each function to perform a specific operation or business are provided to accomplish each department’s key development, its skills trainings or its professional legacy, and to enhance the professional skills and knowledge of each function. The unit of different functions is responsible for planning and conducting the courses in the trainings by itself.
d. Special skills trainings: We have special skills trainings, due to special requirements of a specific work or compliance with the laws and regulations, for the personnel in charge of such work as environmental protection (engineers in charge of waste water and air pollution), occupational safety and health, electrostatic protection, forklift operation, etc. The courses are planned and conducted by the unit responsible for the specific work.
e. Orientation programs for new employees are divided into new employee orientation and OJT (On the Job Training)
(a) New employee orientation includes company profile and the courses on labor safety and health:
● Company profile: It is aimed for new employees to understand the Company's history, products, organizational structure, key policies and systems, benefits, working time and other matters.
● Courses on labor safety and health: It is aimed for new employees to understand relevant laws and regulations, self-inspection procedures, standard operating procedures, emergency response, basic knowledge of fire and first aid, personnel safety, protection against environmental hazards, etc.
(b) OJT: For new employees’ training of professional knowledge and skill, the unit supervisor will assign a person to instruct new employees on professional knowledge, machine operation and skills training according to their own unit’s operational guidelines and skills roadmap until they have passed the assessment of their skills proficiency.
(2) Career development
a. We have charted a "Roadmap of Professional Proficiency for Every Positions" according to the capabilities required by each positions of the Company, which we use to plan and implement training and ability evaluation for employees. The supervisors are responsible for guiding and assisting their colleagues to pass the threshold of professional knowledge and skill in the roadmap to achieve their promotion.
b. Through the multi-skilled trainings and multi-job transfer, the professional knowledge and skills of our employees will be expanded, their capabilities will be enriched and their opportunities for promotion in the future will be increased. And the Company will also have more talents available.
(3) Establish an internal lecturer system to inherit the Company’s intellectual assets and legacy.
(4) Introduce external training programs to meet some special needs.
(5) Implementation of employees’ education and trainings as follows:
|
Item |
Number of Classes |
Total Trainees |
Total Hours |
Total Cost |
|
1. annual special training projects |
0 |
0 |
0 |
0 |
|
2. trainings for different levels of managers |
18 |
285 |
99 |
59,500 |
|
3. trainings for different functions |
2,207 |
26,484 |
2,565 |
897,750 |
|
4. special skills trainings |
38 |
157 |
993 |
235,120 |
|
5. orientation programs for new employees |
505 |
2,825 |
4,040 |
589,840 |
|
Total |
2,768 |
29,751 |
7,697 |
1,782,210 |
(6) The certificates got by employees whose jobs are related to financial information transparency:
a. CPA of Taiwan, ROC: 1 person in the accounting department.
(7) Ethical Evaluation of Employee Behavior
a. The Company has established " Code of Practice for Ethical Corporate Management " and " Code of Conduct for Employees " as the codes of conduct for the directors, managers and employees of the Company.
The main contents are as follows:
(a) All employees should be honest and ethical, especially when individuals have a conflict of interest in performing their duties.
(b) The Company’s confidential business information should be protected.
(c) Regular reports should be disclosed in a complete, fair, correct, timely and understandable manner.
(d) Treat customers, suppliers and competitors in a fair manner.
(e) Protect the Company’s assets for effective application.
(f) Comply with regulations and laws, including that of insider trading.
(g) Report to the supervisors listed in these codes of conduct when there is a violation or a potential violation of these codes of conduct.
b. The Company evaluates employees according to the procedures for employee performance assessment and the procedures for employee reward and discipline. All the rewards and disciplines will be announced to employees, so that employees can clearly understand the codes of conduct. When employees’ behaviors pass the threshold of reward or discipline, they will be rewarded or disciplined according to the regulations.
Retirement Plans
The Company has an operational procedure for employee retirement plans. Employees who have served a certain number of years or who have reached a certain age or who have lost their capability to work for life are eligible to receive a pension according to this procedure. The Company allocates monthly funds to the pension account in the department of trust of Bank of Taiwan. When an employee retires, the payment will be paid by the pension account. According to the procedure, the pension payment is fully borne by the Company.
With the implementation of Labor Pension Act (hereinafter referred to as the “New System”) since July 1, 2005, employees who are applicable to the above procedure but choose to use New System and those who become employees of the Company after July 1, 2005, shall adopt Defined Contribution Plan for their retirement.
According to Defined Contribution Plan stipulated in Labor Pension Act, the Company will contribute funds of six percent of an employee's monthly wage to an employee’s individual accounts of labor pension at the Bureau of Labor Insurance.
Labor Negotiation
(1) New employees will get a copy of employee work rules which describe the details of working hours, holidays, leave, salary, rewards and disciplines, assessment, dismissal, retirement, occupational injury, welfare, sexual harassment prevention, labor negotiation, etc.
(2) The Company’s labor relation is harmonious and the labor issues are handled in a mutual manner. And labor-management meetings are held regularly, so both employers and employees can gain common understanding and make all work smoothly moved.
(3) The Company signs work contracts with all employees to clearly define the rights and obligations of both employers and employees. At the same time, we follow the implementation of Act of Gender Equality in Employment to enhance the protection of employees' rights and interests.
Measures for Protecting Employees’ Rights and Interests
(1) The rights and obligations are clearly defined in the employee work contract to protect the employees' rights and interests.
(2) Use labor-management meetings to communicate with each other and to resolve issues through negotiation.
(3) Establish a labor complaints channel to deal with complaints from employees about disciplinary action, mismanagement, sexual harassment, etc.
(4) Set up labor mailboxes and expand communication channels.