Assessment of Human Rights Policy and Implementation of Risk Mitigation Measures
- Physical and mental health and work-life balance
To prevent colleagues from being violated by violence in the workplace, several labor health protection plans have been established, including the “Workplace Sexual Harassment Prevention Measures Appeal and Punishment Regulations”, “Prevention Plan for Unlawful Infringement of Duties”, “Maternal Health Protection Plan”, “Prevention Plan for Disease Caused by Abnormal Workload”, and ” Prevention Plan for Human Factor Hazard”. In addition, a “Written Request for Prohibition of Workplace Violence” has been posted on the employee platform for public announcement, and a “Gender Equality and Workplace Violence” section has been set up to provide relevant publicity materials and videos periodically.
- Promotion of employee health
We continue to promote employee health promotion as a core value and strive to create a “healthy environment” and cultivate “healthy employees” as our goal. In order to promote this core value and goal, we have implemented the following health promotion measures:
- Equal employment opportunities
The company’s recruitment process adheres to fairness, impartiality, and transparency. It does not discriminate against employees based on gender, sexual orientation, race, social class, age, marital status, language, thoughts, religion, political affiliation, place of origin, birthplace, appearance, facial features, disabilities, or any other characteristics. The company upholds gender equality, with a 1:1 ratio of male and female employees and no gender-based salary differences at all levels, to create a work environment of equal pay for equal work and implement the concept of gender equality in the workplace.
- Providing employee annual health check-up frequency and items that are superior to legal
requirements. - In accordance with the Labor Health Protection Regulations, we have hired professional and qualified medical institutions to provide on-site medical services for employees.
- Based on statistical analysis of employee health check-up reports, and to promote the development of regular exercise habits among employees, we have hired professional and qualified fitness instructors to conduct a series of interactive aerobics courses and continue to provide other courses such as health lectures for employees.
We value and continuously promote a healthy work environment and cultivate employees’ exercise habits to shape a “health-promoting workplace” that promotes physical, mental, and social health for employees.
- Prohibition of forced labor
The company does not engage in any form of forced labor, including the use of coercion, threats, detention, or any other illegal methods to compel workers to work, in accordance with international norms, the Labor Standards Act, and Infineon Energy Services Co., Ltd.’s human rights policy.
- Prohibition of child labor
The company does not employ child labor, in accordance with the Labor Standards Act and Infineon Energy Services Co., Ltd.’s policy on child labor.
- Support freedom of association and establish effective communication channels between labor and management.
To reduce the risk of human rights violations, in accordance with the “Implementation Measures for Labor-Management Meetings” issued by the Ministry of Labor, in addition to regular quarterly labor-management meetings, “Meetings with the CEO” are also held each quarter to increase opportunities for face-to-face communication between employees and managers, to understand the needs and expectations of both labor and management and to strive to build a healthy labor-management relationship.
Welfare Policy
Apart from providing employees with labor insurance and health insurance coverage as required by law, our company has established an employee welfare committee to show concern for hardworking employees and to strengthen labor-management relations. The company supports the employee welfare committee by allocating a maximum of 0.15% of the total monthly business income, as allowed by regulations, and holding regular meetings to discuss company benefits.
In addition, the company also provides the following welfare measures at discretion to engineer and offer high quality benefits for employees:
Family Care
- Provide childcare subsidies to children aged 0-6, and currently over 155 children have benefited from this.
- Wedding gift money and funeral condolence money
- Maternity allowance
- Baby birthday money gift
Recreational activities
- Company staff trip
- Seasonally allowance for recreation
- Incentives for club and various competitions
- Annual party and
- Annual year-end banquet and departmental gathering
Workplace support
- Provide lunch to all staff free of charge
- Provide free accommodation for employees on out-post assignment
Bonus benefits
- Year-end bonus & bonuses for three major holidays
Education & learning
- Subsidies for employees’ on-the-job education and training
- Language learning subsidy
Health & medical
- Free regular health check-ups for employees.
- Subsidy for hospitalization due to injury or illness
- Provide group accident insurance
- Travel insurance for employees on overseas business trips.
- Monthly on-site health consultation service.
- Organize annual health promotion activities
- Employer’s liability insurance
Other
- Prepare to launch Employee Financial Wellness Programs. (After going public on the Taipei Exchange)
Continuing Education Program
To align with the company’s goal, we aim to cultivate employees’ professional skills, enhance work efficiency and to keep our competitive edge. Employees are provided with relevant training opportunities based on their job requirements, and are also offered subsidy for on-the-job learning. By doing so, we are gradually constructing a talent development blueprint. In 2022, a total of 146 employees applied for learning subsidies, resulting in a total of 734 hours of external training.
Implementation of employees’ educational training
The pension act and implementation status
Pensions under the new Labor Standards Act, in addition to the mandatory allocation from the employer to the individual retirement pension account managed by the Bureau of Labor Insurance on a monthly basis, employees who choose to make voluntary contributions will have the amount deducted from their monthly paycheck.
Pensions under the old Labor Standards Act, the Labor Retirement Reserve Supervisory Committee has been established in accordance with the regulations. Each month, a fixed percentage of employees’ paycheck is allocated to the individual retirement account under Bank of Taiwan.
All allocations and payments are carried out in compliance with the Labor Standards Act. For information regarding the application process and eligibility criteria for both the new and old pension systems, please refer to the Labor Pension Act.
Retirement and pension preparation:
(1) Pensions under the old Labor Standards Act are handled by our Labor Retirement Reserve Supervision Committee, which is responsible for allocating and paying out pensions according to the Act. We apply for disbursement of funds, approval, and record-keeping from the local government or directly from the Bank of Taiwan in accordance with relevant government regulations.
(2) Pensions under the new Labor Standards Act, a portion of the monthly pension is allocated to the individual retirement account managed by the Bureau of Labor Insurance. If the employee chooses to contribute voluntarily, the amount will be deducted from their paycheck and submitted monthly on their behalf. For information regarding the application process and eligibility criteria for the new pension system, please refer to the Labor Pension Act.
Pension system | New | Old |
Legal basis | the Labor Pension Act | |
How to appropriate to the retirement fund | 6% of the employee’s insured salary level is allocated to the individual account in the Bureau of Labor Insurance. | 2% of the total monthly salary is allocated to the individual retirement fund account on a monthly basis. |
Appropriation amount | 1.In 2022, a total of NTD 7,371 million was appropriated to the pension account. 2.From January to May 31th, 2023, a total of NTD 3,365 million was appropriated. |
1.In 2022, NTD 0 was appropriated to the pension account. 2.From January to May 31th, 2023, a total of NTD 960 was appropriated. |