Friendly Workplace

Human Rights:

Our company highly values the promotion of labor and business ethics policies. Through the advocacy in the company's internal handbook and regular checks on the code of conduct, we ensure the protection of labor rights. We firmly believe that every employee deserves fair and humane treatment and respect. To uphold this, we have established procedures for preventing and addressing workplace harassment and providing complaint channels, specifically safeguarding the rights of female colleagues.

 

Compliance with Local and International Standards:

We adhere to local regulations and respect international labor rights norms, including the International Labour Organization's tripartite declaration, OECD Guidelines for Multinational Enterprises, the Universal Declaration of Human Rights, the UN Global Compact, and the Electronic Industry Citizenship Coalition (EICC) Code of Conduct.

 

Labor Rights:

All employee contracts at our company comply with relevant local laws.

 

No Forced Labor:

Written labor contracts are signed in compliance with the law upon employment. These contracts emphasize that employment is based on mutual consent, prohibiting forced labor and any illegal trafficking of persons, and rejecting the practice of slavery.

 

Child Labor:

Our company strictly prohibits the employment of children under the age of 16. Any behavior that may lead to the employment of child labor is strictly prohibited. Youth workers aged 16 to under 18 are not allowed to engage in hazardous or health-threatening work, including night shifts or overtime.

 

Working Hours:

Weekly working hours should not exceed the maximum limit set by local laws. Additionally, unless in emergencies or exceptional circumstances, the total work hours, including overtime, should not exceed 60 hours per week. Workers should be allowed at least one day off in a seven-day week.

 

Wages and Benefits:

Employee wages comply with all applicable wage laws, including minimum wage, overtime, and statutory benefits laws. According to labor laws, overtime pay should exceed the normal hourly wage. Deducting wages as a disciplinary measure is prohibited.

 

Humane Treatment:

Employees must not be subjected to cruelty or inhumane treatment, including any form of sexual harassment, abuse, physical or psychological coercion, or verbal abuse. Threats of engaging in such behavior are also strictly prohibited.

 

Non-Discrimination:

Our company strictly prohibits any tangible or intangible forms of sexual harassment and discrimination in the workplace. We do not base employment, assessments, or promotions on race, gender, age, marital status, political stance, or religious beliefs. We also collaborate with vendors who adhere to these principles. When employees require facilities for religious activities, the company assists in making appropriate arrangements.

 

Freedom of Association:

Open and direct communication between employees and management is the most effective way to address workplace and wage issues. We respect the rights of employees, including the freedom to associate, participate in labor-management meetings, and appoint labor representatives.

 

Career Development:

Quality talent is the cornerstone of our company's competitiveness, and comprehensive talent development is crucial for enhancing workforce quality. We tailor training courses based on employees' roles and levels, providing comprehensive education and training in areas such as new employee orientation, professional technical skills, managerial capabilities, general employee work management, language training, etc., to ensure a continuous learning and growth environment for all employees.

 

Safety and Health:

Our company and all employees are responsible for ensuring workplace safety and health. By eliminating hazards collectively and preventing accidents, we aim to safeguard the safety and health of workers. Our management system complies with EICC standards in occupational safety, emergency preparedness, occupational injuries and diseases, industrial hygiene, physically demanding work, machine protection, public health, and accommodations and food.

 

Protection:

Our company and all employees are responsible for environmental protection, utilizing and recycling energy and resources, strengthening waste reduction and pollution prevention to protect the environment. Our management system complies with EICC standards in environmental permits and reporting, pollution prevention and resource conservation, hazardous substances, wastewater and solid waste, air emissions, product content control, etc.

 

Employee Benefits:

  1. Referral bonuses
  2. Bonuses or gifts during festivals
  3. Celebration events, birthday bonuses
  4. Subsidies for childbirth, hospitalization, surgery, weddings, funerals, and emergencies
  5. Employee trips
  6. Year-end competitions, lucky draws
  7. Employee cafeteria
  8. Employee uniforms, work shoes, clean clothing
  9. Employee parking
  10. General and specific health checks for employees
  11. Vending machines
  12. Discounts at contracted stores
  13. Employee workshops on mental and physical health
  14. Employee lactation rooms
  15. Contracted childcare centers

 

Reward System:

  1. Environmental allowances
  2. Incentives for improvement proposals
  3. Quality improvement rewards
  4. 5S evaluation bonuses, gifts
  5. Annual perfect attendance bonuses
  6. Model worker selection
  7. Year-end bonuses
  8. Full subsidies for various training programs 

 

Employee Protections:

  1. Labor insurance
  2. National health insurance
  3. New labor retirement system
  4. Free group insurance for employees
  5. Annual perfect attendance bonuses
  6. Model worker selection
  7. Employee retirement system:
    To ensure stable post-retirement lives for employees, we have established employee retirement regulations in accordance with the Labor Standards Act and Labor Pension Act. Monthly contributions of 2% of the employee's total salary are deposited into a special account at the Bank of Taiwan. Since July 1, 2005, under the new retirement system, 6% of the employee's total salary is deposited into the employee's personal retirement account; voluntary contributions are deducted and transferred to the individual retirement account at the Bureau of Labor Insurance. Retirement eligibility:

    Voluntary retirement: 
    (1) Employees aged 55 or above with 15 or more years of service.
    (2) Employees with 25 or more years of service.
    (3) Employees aged 60 or above with 10 or more years of service.

    Forced retirement:
    (1) Employees aged 65 or above.
    (2) Employees unable to perform due to physical or mental disabilities. Employees engaged in special jobs involving risk or physical strength may have their retirement age adjusted by the business unit upon approval by the competent authority, per Article 54, Paragraph 2 of the Labor Standards Act, but not lower than 55 years.

    Retirement benefits:
    (1) Retirement benefits are calculated based on the years of service, granting 2 times the base salary for each year of service, up to a maximum of 45 times the base salary. For periods shorter than half a year, half a year is counted; for periods over half a year, a full year is counted.
    (2) For employees forcibly retired due to physical or mental disabilities resulting from job duties, an additional 20% is added to the retirement benefits.
    (3) The "base salary" refers to the "average monthly salary at the time of retirement" as per Article 55, Paragraph 2 of the Labor Standards Act.
    (4) "Years of service" are calculated from the date of employment and are limited to the period served with the same business unit. However, for the application of severance pay and retirement benefits, the principle of non-retroactivity based on the law is applied, using the "segmented calculation" method, applying the regulations applicable at the time, or the company's own retirement regulations or decisions negotiated by the employer and employee. As for the years of service after the applicable date, they are calculated separately according to the Labor Standards Act and Labor Pension Act for severance pay and retirement benefits, respectively.

    Retirement benefits payout:
    The retirement benefits stipulated by our company shall be paid within 30 days from the employee's retirement date.