n  Human Resource Structure Distribution

Employees are significant assets of the enterprise. CT is committed to creating a happy workplace, ensuring safe working environments, and completing systems to protect employees’ interests, allowing employees to be well suited to their places, exerting their expertise, and maintaining the competitive strength of the enterprise.

n   Management Policy

CT fully complies with the provisions of the Labor Standards Act and has never employed child labor. Based on the fundamental human rights of equal employment opportunities, the company strictly considers professional competence and experience when hiring employees, without any discrimination based on race, ideology, religion, political affiliation, birthplace, gender, sexual orientation, marital status, appearance, disability, or previous membership in a labor union. The company actively promotes diversity in employment, fairness in remuneration, and equal opportunities for promotion. There have been no human rights violations or discrimination incidents in the employment of staff in 2022. The talent recruitment and retention management policy primarily aims to meet approved manpower needs as scheduled, in terms of quantity and quality. Quarterly reviews are conducted in alignment with the business policy.

In 2022, CT had a total labor force of 329 employees. Among them, there were 159 male and 84 female Taiwanese full-time employees mainly engaged inadministrative and clerical work, as well as on-site personnel. Since the company’s headquarters is located in Guanyin, Taoyuan, most of the employees are residents of Taoyuan City. The number of foreign contract workers was 86, all of whom were male. The majority (51) were from Thailand, followed by Vietnam, Indonesia, and the Philippines, with an average age of 37.56 years. There was a total of 81 Taiwanese newcomers, with the majority residing in Taoyuan and the second-largest group in Yunlin County. The average age was 35.56 years, and the retention rate was 96.43%. As for the new foreign contract workers, there were 42 male employees, mainly engaged in on-site work. The majority came from Thailand and Vietnam, with an average age of 35.98 years. The gender imbalance in the workforce, with a higher proportion of male employees, is inherent in CT’s operations as an integrated steel mill and large-scale steel structure manufacturing plant.

Ratio of Employee by Educational Background, Gender, and Working Area in 2022

Note: The supervisory management level includes positions from the team leader level and above, while non-management personnel consist of engineers, staff, and assistants.

n   Turnover Analysis and Examination

Position changes, resignation, and dismissal of CT’s employees are performed according to requirements. Employees formally recruited may continue working and retire at 65 years of according to the Labor Standard Act or voluntarily resign or retire in advance according to the law.

Ø   Turnover rate: in 2022, the turnover rate was 18.4%, and the transfer rate was 10%. The main reasons for turnover were career change and transfers to subsidiary companies. The gender ratio between male and female was 1:0.52.

Ø   In 2022, there were 0 employees on maternity/paternity leave.

n   Remuneration Management

Employee remuneration primarily includes basic salary (including base pay, meal allowance, job allowance, transportation allowance, etc.) and year-end bonuses. The salary structure is based on job responsibilities, taking into account market conditions, company financial performance, and organizational structure, to establish employee salary standards. CT provides additional cash bonuses based on job position, contribution, and performance, according to the company’s previous year’s operational results, to motivate and reward employees for their contributions at work. The ratio of basic salary for male and female frontline employees at CT is 1.6 times and 1.5 times the local minimum wage, respectively.

Note:

1. The above description pertains to the operational sites in 2022, including the Taoyuan Guanyin Plant, Yunlin Plant, and East Wharf of Taipei Port Plant 17.

2. The statistical target for average monthly salary of Taiwanese grassroots personnel is based on December 31, 2022, using the local (Taiwan) minimum wage as a reference. The minimum wage for 2022 is set at NT$25,250.

Note:

1. The data is based on the “The salary information inspection form of full-time employees not holding supervisory positions” where the definition of “supervisor” differs from the classification based on “job levels”.

2. The total remuneration ratio of CT employees for 2022 was 1:37.

In 2022, the gender pay ratio at CT was 3.5:1. This difference is attributed to the nature of the company as a large-scale steel manufacturing plant, resulting in a higher proportion of male employees compared to female employees. Additionally, female employees are more likely to hold administrative positions, while male employees are predominantly involved in on-site roles, leading to variations in job allowances and performance bonuses. As a result, male employees tend to have higher salaries than female employees.

Note:

1. The salary statistics are based on the data as of December 31,2022, and the calculations include the average salary and ratio of female to male employees in various job categories.

2. Team Member: Below Team Leader, Management/Execution: Team Leader to Assistant Manager and Operation/Supervision: Manager level and above.