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WELFARE
Employee benefits, protection measures, diversity and gender equality policies

Comply with labor -related regulations
Employees add more care and guarantee.

 
  • Employee Benefits, Protection Measures, Diversity & Gender Equality Policies
    In addition to benefits provided in accordance with the Labor Standards Act and related regulations, the Company offers a comprehensive range of employee welfare programs, including subsidies for external education and training, internal training courses and materials, annual health examinations, group insurance, and optional self-paid dependent insurance.
    The Company allocates employee welfare funds in accordance with applicable laws and has established an Employee Welfare Committee to administer employee benefits, such as birthday celebrations, employee trips, year-end banquets for the group, and employee purchase or group-buying discounts.
    To support female employees, the Company provides a dedicated and comfortable nursing room, encouraging breastfeeding and ensuring a safe and well-equipped environment.
    Leave policies, including annual paid leave, personal and sick leave, maternity leave, prenatal examination leave, paternity and accompanying leave, miscarriage leave, menstrual leave, family care leave, bereavement leave, and indigenous ceremonial leave, are implemented in full compliance with applicable laws. In addition, employees are entitled to travel subsidies and one extra paid travel leave day each year.
    For marriage and childbirth, relevant allowances are provided through the Employee Welfare Committee. In the event of hospitalization or major illness, employees may apply for group insurance claims, and the Company will also provide care and assistance.
  • Employee Training & Development
    The Company provides structured onboarding programs for new employees, including external training on new technologies and regulations, as well as internal cross-training initiatives. These programs facilitate knowledge sharing, cultivate future talents, and strengthen integration, analytical, and presentation skills. Job-specific training and legally mandated training programs are implemented under a comprehensive training framework, aimed at unlocking employee potential and developing high-quality professionals.
    The Company has received subsidies from the Ministry of Labor under the "Work–Life Balance Program" to implement Employee Assistance Program (EAP) training. This includes education for key personnel and mid- to senior-level managers on issues such as workplace harassment and bullying, with a focus on appropriate management practices and improving the work environment. In response to global sustainability initiatives, key executives and managers also receive training on sustainability objectives and strategies to further plan and implement the Company's sustainable development goals.
  • Retirement System
    In accordance with the Labor Standards Act, the Company has established an employee retirement plan applicable to all full-time employees, with retirement reserve funds contributed at statutory rates and deposited in a designated account at the Bank of Taiwan. A Retirement Reserve Fund Supervisory Committee, jointly formed by employees and the employer, oversees the fund. Since July 1, 2005, the Company has implemented a defined contribution pension scheme in accordance with the Labor Pension Act. For domestic employees, the Company contributes 6% of monthly wages to individual pension accounts managed by the Bureau of Labor Insurance.
  • Professional Occupational Health Consulting
    To promote workplace health risk management and foster a healthy work environment, the Company collaborates with professional occupational health consultants. Through coordinated services from occupational physicians, nurses, and professional psychologists, both physical and mental health of employees are comprehensively supported. These measures not only ensure regulatory compliance but also enhance employee vitality, creativity, and well-being.
  • Labor–Management Relations & Employee Rights Protection
    All employees are enrolled in Labor Insurance and National Health Insurance in accordance with the law. The Company makes regular contributions to retirement reserves and pensions, and all working conditions comply with the Labor Standards Act. To promote constructive labor–management relations, the Company appoints representatives from both labor and management and convenes regular quarterly labor–management meetings. Extraordinary meetings are held as necessary to jointly address significant issues.
  • Work Environment
    1. A comprehensive access control and surveillance system operates day and night. Security personnel manage building access at the ground floor, while card-controlled entry and surveillance cameras are installed on all Company floors to safeguard employee safety.
    2. In compliance with public building safety inspection regulations, professional inspections are conducted at least annually in coordination with property management.
    3. To protect employee health, all office areas are smoke-free, and fire safety equipment inspections are regularly conducted. Office cleaning and disinfection are performed at least once a year, and air-conditioning systems and water tanks are cleaned two to four times annually.
    4. For employees on business travel or those working late hours, the Company partners with certified taxi services to ensure safe transportation.
  • Employee Safety & Human Rights Protection

    As part of its corporate social responsibility, the Company is committed to protecting fundamental human rights and voluntarily adheres to internationally recognized standards, including the Universal Declaration of Human Rights, the UN Global Compact, the UN Guiding Principles on Business and Human Rights, and the conventions of the International Labour Organization.

    The Company has established comprehensive internal policies in accordance with labor laws, human rights conventions, and occupational safety and health regulations, including recruitment and employment policies, employee work rules, workplace harassment prevention measures, abnormal workload disease prevention plans, violence prevention plans, maternal health protection programs, and ergonomic hazard prevention plans, to safeguard employee rights and ensure employee health and safety.

    In addition to statutory labor and health insurance, the Company provides group insurance coverage for all employees, including medical, accident, and cancer-related coverage. Business travelers are also covered by travel accident insurance. In response to the COVID-19 pandemic, the Company offered paid vaccination leave exceeding legal requirements and fully covered insurance premiums related to pandemic prevention and vaccination, providing additional care and protection for employees.

Workplace Diversity & Gender Equality Policies
Employee Overview

The Company has always regarded employee well-being as one of its core values, striving to provide a comfortable and supportive work environment that helps employees achieve a healthy work-life balance. The Company firmly believes that employee health and happiness are key to sustained business success. Therefore, the Company not only offers rich career development opportunities but also pays special attention to employees' physical and mental well-being, ensuring that every employee can reach their full potential in a positive and uplifting atmosphere.

In terms of compensation and benefits, fair and equitable salary adjustments are made based on company performance and individual contributions. The Company regularly reviews market compensation levels to ensure that its salary packages remain above market averages, offering competitive benefits that allow every employee to feel respected and recognized.

Furthermore, the Company has always valued harmonious labor-management relations and has established comprehensive management systems and regulations in accordance with relevant laws, ensuring regulatory compliance while fully considering employees' work needs and quality of life. The Company is committed to building a work atmosphere of mutual respect and constructive communication, actively listening to employees' opinions and suggestions, and resolving various issues encountered at work, striving to achieve a win-win outcome for both employees and the Company.

The Company firmly believes that employees are its most valuable asset. Only by providing a good work environment and support can employees maximize their potential and achieve mutual growth with the Company. The Company will continue to uphold its people-oriented core values, creating a vibrant and creative workplace where every employee can find opportunities for self-fulfillment and build a brighter future together with the Company.

Employee and Non-Employee Structure
Category 2025 Gender Total
Total Employees Total Employees Female 54
Male 58
By Contract Type Full-time Female 54
Male 57
Part-time Female 0
Male 1
Contractor Female 0
Male 0
Non-guaranteed Hours Female 0
Male 0
Non-contractual Non-employee Workers 0 2025 Total
112
Employee Education Distribution
Education / Gender Female Male
Master's Degree 10 14
Bachelor's Degree 39 31
Associate Degree 2 6
High School or Below 3 7
Employee Age Distribution
Age / Gender Female Male
50–59 5 9
40–49 19 19
30–39 22 28
29 and Below 8 2
Diverse Employee Hiring
Type Headcount
Foreign Nationals 0
Indigenous Peoples 1
Persons with Disabilities 1

The Company values talent diversity and gender equality, and is committed to fostering an inclusive and cohesive work environment. In its human resources development strategy, the Company actively cultivates female talent and provides equal promotion opportunities. As of the end of 2025, the Company had a total of 112 employees, with male and female employees accounting for 51.79% and 48.21% respectively. Women accounted for 38.46% of all management positions, demonstrating the important role women play in the Company's management. Compared to the previous year, although the total number of employees decreased by 42 due to company development policies, the proportion of female employees in all positions and management positions increased by 6% and 1% respectively.

Through the establishment of a transparent and fair promotion system, the Company encourages women to continue developing in their professional fields and taking on leadership roles. Going forward, the Company will continue to promote gender equality policies, cultivate more management talent with potential and diverse backgrounds, and achieve the goals of organizational sustainable development and social well-being.

2025 Employee Nationality Distribution
Nationality / Gender Non-Management Management Total
Female Male Female Male
Taiwan 44 42 10 16 112
Foreign 0 0 0 0 0
Total 44 42 10 16 112
2025 Employee Age & Position Level Distribution
Age / Gender Non-Management Management Total
Female Male Female Male
50–59 4 5 1 4 14
40–49 12 12 7 7 38
30–39 20 23 2 5 50
29 and Below 8 2 0 0 10
Total 44 42 10 16 112