Various employee welfare measures, continuing education and training, retirement systems, and their implementation, as well as various labor-management agreements and measures for safeguarding employee rights and interests.
- Employee welfare measures
Our company has established an Employee Welfare Committee to coordinate the use of employee welfare funds, organize employee group travel, activity competitions, diverse employee club activities, and holiday gifts, as well as providing subsidies for employee weddings, funerals, celebrations, and travel. The company's welfare system takes into consideration comprehensive care for employees' food, clothing, housing, transportation, education, and recreation, including setting up employee cafeterias, dormitories, and recreational centers, providing a variety of leisure and entertainment facilities for employee use. Provide medical, health facilities, and services, with parking spaces available for employee use. Besides the statutory employee labor and health insurance, maternity subsidies, and childcare leave, we also provide comprehensive group insurance for all colleagues, as well as employee vacation policies superior to the Labor Standards Act, including a paid birthday leave and five days of full-paid sick leave annually.
- Continuing education and training
To promote the employees’ competence, knowledge, and management skills required of their duties, the Company stipulated the Education and Training Management Regulations. The Company's business objectives and results of departmental surveys were compiled to formulate the annual training plan. Newly hired staff were provided with work orientation training. On-job training, specialization training, or professional external training were provided every now and then for employees to train professional and talented personnel, improve business performance, and achieve effective utilization of human resources.
2023 training implementation was as follows:
Number of employees trained Training costs 336 participants in external trainings.
9,285 in internal trainings.
totaling 9,621.NT$3,202 thousand The content of education and training is based on the overall business strategy, job requirements, and multiple considerations and designs from the perspective of employees, including professional, management, and general education courses, etc, and are implemented per employees' personal development plans, such as communication skills, innovation ability, leadership ability, projectability, sales ability, etc, to provide employees with a complete training plan.
- Retirement system
Following the Labor Standards Act, the Company has formulated the "Labor Retirement Rules" and made the 4% monthly contributions for the retirement reserve funds to the Trust Department of Bank of Taiwan. Since the implementation of the Labor Pension Act, 6% of the gross proceeds of labor pension shall be allocated to the individual account of labor pension monthly to be in line with the new system. For those who voluntarily contribute pension funds, the voluntary contribution shall be withheld from their monthly salary and deposited to the individual pension account set up by the Bureau of Labor Insurance, July 1, 2005.
The provisions applicable to employee retirement are as follows:
- (1) Voluntary retirement:
An employee may voluntarily apply for retirement in any of the following situations:
A. Those who have served for more than 15 years and are over 55 years old.
B. Having served FST for more than 25 years.
C. Aged 60 or above and having completed at least 10 years of service. - (2) Forced retirement:
Unless any one of the following circumstances is met, the Company shall not force an employee to retire:
A. Having reached the age of 65
B. Those with mental disorders or physical disabilities that prevent them from working.
The Company may request the central competent authority to adjust the age prescribed above if the specific job entails risk, requires substantial physical strength, or otherwise. However, the age criteria must be no less than 55. - (3) Pension standards:
A. Employees who have service seniority accumulated before or after the application of the Labor Standards Act, and choose to be applicable to the Labor Standards Act in accordance with Labor Pension Act or service seniority preserved before the application of the Labor Pension Act, shall have their retirement benefit paid in accordance with Article 55 and Article 84-2 of the Labor Standards Act.
B. Employees who have service seniority calculated according to the preceding pension payment standard and are forced to retire in accordance with Subparagraph 2 of Paragraph 1 of Article 54 of the Labor Standards Act, an additional 20% on top of the amount calculated according to the preceding pension payment standard shall be given to the worker forced to retire due to disability incurred from the execution of their duties, as set forth in Subparagraph 2 of Paragraph 1 of Article 55.
C. The length of service, the receipt, and calculation of pensions under the Labor Pension Act shall follow per Articles 23 to 28 of the Labor Pension Act. - (4) Forced retirement:
Pensions under the Labor Standards Act are payable within 30 days from the date of employee retirement.
- (1) Voluntary retirement:
- Employee-management agreement
The Company and its subsidiaries place great importance on employee welfare and established a harmonious employee-employer relationship. In addition to complying with the Labor Standards Act and relevant laws, welfare measures considered superior to statutory regulations were also enacted. Additionally, to promote the efficiency for internal communication and encourage fellow employees to propose various recommendations. In addition to regular internal communication meetings between various units, communication channels for employee relations were also established. Any employee inquiry or recommendations could be communicated using the Employee Communication Helpline or Employee Communication Email, which were offered to prevent any possible employee-employer disputes.
- Measures for safeguarding employees' rights
To safeguard the employees' rights and improve their living standards, additional labor-management communication channels have been established. The Company has also established the Employee Welfare Committee to plan the allocation, payment, preservation, and utilization of the employee welfare fund and to provide laws specified by relevant laws. Protection of employees' rights and implementation of welfare systems shall comply with the relevant laws and regulations.