永續議題

The Company views its employees as the most important asset, adhering to a people-oriented corporate philosophy. The company is committed to creating a friendly workplace and providing a safe, healthy, and comfortable working environment, enabling employees to focus on their tasks. The Company has established comprehensive compensation and benefits programs, complies with labor laws, upholds human rights policies, and strengthens occupational health and safety management to protect employee rights. The company also offers complete educational training to employees, fostering a secure and happy workplace.

1. Employee remuneration
The Company provides employees with remuneration based on their educational background, professional experience, job title, market conditions, and the Company’s profitability. Establish and implement reasonable employee benefit measures (including compensation, leave, and other benefits), and appropriately reflect business performance or results in employee compensation to ensure recruitment, retention, and motivation of human resources, achieving the goal of sustainable operations.
2. Workplace diversity and equality
The Company is committed to providing employees with a dignified and safe working environment. We implement diversity in hiring, fairness in compensation and promotion opportunities, and ensure that employees are not subject to discrimination, harassment, or unequal treatment based on race, gender, sexual orientation, religious belief, age, political affiliation, place of birth, physical or mental disability, or any other status protected by applicable laws. We are dedicated to achieving equal pay for equal work and equal promotion opportunities for both men and women.
As of December 31, 2024, there were 483 female employees, accounting for 63.4% of the workforce. Among managerial positions and above, there were 40 women, representing 27.2%. For direct labor positions, the basic salary ratio between men and women is 1:1. For indirect labor positions, the basic salary ratio is 1:1.24 (male to female), primarily due to differences in roles with men more frequently in R&D and sales roles, and women mainly in administrative and clerical positions as well as differences in seniority. Overall, the workplace is considered to be relatively diverse and equal.
3. Leave
The Company’s leave system complies with laws. Employees who need child-care or with serious injuries or illnesses are entitled to leave without pay and reinstatement upon expiration of the leave of absence. The Company also has a flexible working system to accommodate work and family care needs.
4. Allowances, gifts and subsidies
The Company regularly provides health checkups, organizes physical and mental wellness seminars, and operates an employee cafeteria. A staff welfare committee has been established to plan and offer a range of quality benefits for employees, including holiday gift vouchers, birthday gift vouchers, allowances for marriage, bereavement, childbirth, and hospitalization, scholarships for employees and their children, emergency assistance, as well as subsidies for domestic travel and club activities. These initiatives aim to provide comprehensive care and support for employees beyond their work responsibilities.

The Company has a clearly defined compensation policy. In addition to holiday bonuses, if the company records a profit for the year, no less than 5% of that year’s profit must be allocated for employee remuneration. Of this, at least 25% must be distributed to frontline employees. However, if the company has accumulated losses, an amount must first be set aside to cover those losses. Performance bonuses are distributed based on individual performance evaluations to effectively motivate employees.

1. The Company has set up medical offices at Hukou Plant and Siwei Plant with professional nurses to provide employees with necessary health and first-aid facilities, health education, and regular health examinations. The “Health Promotion Label” issued by the Ministry of Health and Welfare has been obtained. The Company has also established an annual training plan and regularly conducts essential environmental, safety, and health (ESH) education and training. The relevant courses provided to employees in 2024 are as follows:

2. Commission a qualified testing agency to monitor the work environment every six months, and plan various safety and health education and training, conduct factory site inspections to explore potential risks, fire prevention training, and evacuation drills. The Company has obtained ISO 14001, ISO 45001, and TOSHMS certification. Implement safety and health management through PDCA’s continuous improvement spirit.

3. In 2024, there were 7 occupational accidents involving employees and 7 employees were injured, accounting for 1.004% of the total employees. All of them encountered traffic accidents on the way to and from work. 1 were factory injuries, and 6 were commute traffic accidents.

4. There were no fire incidents in 2024. The company does yearly fire equipment checks, quarterly self-inspections, and random weekly inspections.

The Company has established an effective career competency development and training program for its employees. Each year, based on business operations, strategic direction, and forward-looking development goals, the company designs comprehensive competency training plans for all levels of management and staff. These include onboarding training, advanced professional training, and leadership development programs. The goal is to support continuous learning and growth through diverse learning approaches.
In addition, the company incorporates training courses focused on the development of corporate ethics and core values, aiming to cultivate key competencies among employees.
In 2024, a total of 697 employees completed career development training, with a cumulative total of 3,941.6 training hours.

1. Provide newcomers with education and training to help newcomers understand the working environment and related rules and regulations as soon as possible.
2. Formulate the license management system and related measures. Employees must complete relevant training and pass the certification exam before they can operate the production machines independently.
3. According to the Employee Education and Training Management Regulations, the Company organizes various professional training on engineering and quality control to ensure employees’ professional competence in performing duties.
4. Organize managerial training according to the level of management (basic, middle, and senior) to assist and strengthen their organizational management skills.
5. Organize work ability and skill improvement courses to cultivate employees’ improvement of work efficiency and self-management ability.
6. Employees may apply for external training according to their needs, so as to understand market trends and the latest knowledge and technology, in order to improve work ability.

1. Old system: The Company established the “Organization Charter Governing the Labor Pension Reserve Supervisory Committee” in accordance with the Labor Standards Act. According to this, employees who started to work before June 30, 2005 are entitled to the old retirement system or the new system. 2% of the monthly salary is appropriated to a special account in Taiwan bank under the old system pension fund, and is supervised and managed by the Company’s “Labor Pension Reserve Supervisory Committee.” In October 2022, it was approved by the employer and the employee at the Supervisory Committee to settle the old pensions in accordance with Paragraph 3, Article 11 of the Labor Pension Act. The pension is paid out of the dedicated pension fund account at the Bank of Taiwan after approval by the Company’s labor affairs competent authority in Hsinchu County’s labor division. And the remaining funds in the labor retirement preparation account were approved for withdrawal by the competent authority in May 2023.
2. New system: For the employees who started to work on July 1, 2005, and the employees who were originally applicable to the old system and have opted to join the new system, the Company allocates 6% of their total salaries into the pension fund on a monthly basis in accordance with the “Labor Pension Act.”

3.Voluntary Retirement Eligibility

Employees may apply for voluntary retirement under any of the following conditions:
(1) Having worked for 15 years and reached the age of 55;
(2) Having worked for 10 years and reached the age of 60;
(3) Having completed 25 years of service.

4.Employee Pension Standards

(1) For years of service before and after the implementation of the Labor Standards Act, and for those who opt to continue applying the pension provisions of the “Labor Standards Act” or retain the years of service prior to adopting the Labor Pension Act, pension benefits are calculated in accordance with Articles 84-2 and 55 of the Labor Standards Act.
(2) For employees with such years of service who are mandatorily retired in accordance with Article 35, Paragraph 1, Subparagraph 2, and whose mental or physical disability was caused by job-related duties, an additional 20% will be granted as stipulated in Article 55, Paragraph 1, Subparagraph 2 of the Labor Standards Act.
(3) For employees under the Labor Pension Act, the company contributes an amount equal to 6% of the employee’s monthly salary to their individual pension account on a monthly basis.

The Company has a proven track record of harmonious labor-management relations. To further strengthen this relationship, we hold quarterly labor-management meetings where employees and management can discuss and address issues of mutual concern.

1. Labor-Management Council

Management Representatives: Appointed by the company from among senior executives.

Labor Representatives: Elected by representatives from each department.

Number of Representatives: An equal number of representatives from both labor and management.

Term of Office: Four years for each term. Labor representatives are eligible for re-election.

Meetings: Held quarterly. Meeting minutes are posted for all employees within one month.

2. Collective Agreement:

The company has not established a labor union, and to date, employees have not requested negotiations for a collective agreement. Therefore, no collective agreement has been signed.