n   Employee Benefit

To offer favorable labor conditions and satisfy the demand for employee benefits, a total of 6 persons from the labor and the capital formed the CT Employee Benefits Committee to provide appropriate care for aspects of food, clothing, shelter, transportation, and entertainment, with equal considerations given to their family members, allowing employees to be free of concerns for their families. Meanwhile, we established the Employee Benefits Committee according to the law, and the Committee is responsible for organizing company trips, benefits in kind for three major Chinese festivals, and relevant subsidies.

Note: As there was no company trip and year-end dinner in 2020, the employee benefit expenditure dropped significantly.

ü   Marital and nursery benefit:

1.      When an employee is married, the Company will provide gift money/gift.

2.      Nursery subsidies for employees.

3.      The plants have nursery rooms in place for employees’ feeding (collection) needs during working hours.

ü   Living benefit:

1.      Provide gift money/gift for Labor Day, Dragon Boat Festival, and Mid-autumn Festival.

2.      Provide birthday gift money for employees.

3.      Provide bereavement subsidies and consolation money for injuries and sickness due to official businesses.

4.      Travel subsidies and employees and year-end dinner.

5.      The plants have staff cafeterias and dormitories in place.

6.      Signing contracts as preferred vendors with restaurants, leisure establishments, and accommodation providers.

ü   Leave-taking benefit:

Leaves offered to employees are as follows: official leave, injury and sick leave due to official business, personal leave, sick leave, menstruation leave, marital leave, bereavement leave, maternity leave and paternity leave, pregnancy check leave, family care leave, anti-pandemic care leave, vaccination leave, and different categories of leaves.

Furthermore, to show our consideration for employees working in Taipei Port, where transportation and living facilities may be less convenient compared to general industrial areas, CT provides the following welfare benefits exclusively to Taipei Port employees, encouraging everyone to join the ranks of Taipei Port:

1.          Free round-trip shuttle bus (Taoyuan Guanyin Plant to Taipei Port).

2.          Traffic and accommodation allowance up to NT$4,800 per month.

n   Work-life Balance

CT creates working environments with favorable benefits, improves employees, well-being, and welcomes people to join the big family of CT to retain talents for continual contributions to CT. Meanwhile, to encourage employees to engage in recreational activities to improve their relationships with family members and improve employees’ cohesion, CT holds various activities each year and invites employees and their family members to jointly attend.

ü   Year-end banquet

The company organizes its year-end banquet at the end of each year and organizes drawing lots to provide incentives to employees to extend its appreciation regarding the efforts made by all employees; officials are also invited to provide their guidance and witness CT’s commitments to green energy development and harmonious labor-capital relations. In 2020, due to the effects of COVID-19, to protect CT’s employees and observe the requirements imposed by the city government, the year-end banquet was canceled, and we distributed NT$2,000 gift money to each employee to encourage them to stand firm under the outbreak and jointly surviving through the tough year. The dinner for 2021 was delayed until the beginning of 2022; after the outbreak was under control, a spring feast was organized to appreciate all employees of CT.

ü   Company trip

The Employee Benefits Committee organizes the company trip each year, with a domestic trip and an overseas trip alternating one year after another. Except for employees, their family members were also attracted to sign up for participation, which sufficiently improves the cohesion between supervisors at all levels and employees of the company. In 2022, the annual company trip was suspended due to COVID-19.

ü   Women protection

CT has established its “Guidelines for Workplace Maternity Health Protection” based on the health protection policies for maternal employees in Articles 30 and 31 of the “Occupational Safety and Health Act” to facilitate the health and well-being of female workers and stakeholders of the Company; CT also adopted risk evaluations to prevent and avoid working environments that may cause maternity health crisis (including equipment, measures, items, and operations) to achieve the work safety of female workers and improve their physical and mental health.

n   Maternal Employee Health Protection Plan

CT established its maternal employee health protection plan based on the health protection policies for maternal employees in Articles 30 and 31 of the “Occupational Safety and Health Act” to facilitate the health and well-being of female workers and stakeholders of the Company; CT also adopted risk evaluations to prevent and avoid working environments that may cause maternity health crisis (including equipment, measures, items, and operations) to achieve the work safety of female workers and improve their physical and mental health.

For female employees in our company who are pregnant, have been pregnant for less than one year, are currently breastfeeding, or are in the childbearing age, we conduct job risk assessments to determine their level of risk. During interviews, we provide them with a pregnancy health handbook to effectively manage their physical well-being. We also offer services from occupational health physicians or specialists in occupational medicine, who conduct relevant interviews, complete recommendation interview forms and reports, and provide suggestions for appropriate work arrangements. Additionally, we track the progress of work improvements and internally disseminate information on maternal protection. We also offer guidance and consultation on pregnancy and breastfeeding health.

Flow Chart for Workplace Maternity Health Management:

n   Care for Retired Employee

From 1 July 2005, we adopted the new retirement system promulgated by the government for combined implementation and appropriate 6% of the total salary income of laborers to the personal retirement pension accounts of employees; if any employee intends to appropriate retirement pensions voluntarily, we make the appropriation according to the voluntary appropriation ratio from the employees’ monthly salaries to the personal retirement pension account with the Bureau of Labor Insurance.

n   Post-retirement Benefit Plan

The Regulations for Employee Retirement established by CT according to the “Labor Pension Act” is a defined appropriation plan. According to the Act, the labor pension appropriation rate borne by the Company each month shall not be lower than 6% of employees’ monthly salaries. The Company has established its Regulations for Employee Retirement according to the Act and has been appropriating 6% of employees’ salaries to the personal retirement pension accounts with the Bureau of Labor Insurance each month.

The expense amount of CT for the defined appropriation plan recognized in 2021 and 2022 was NT$8,976 thousand and NT$7,146 thousand.

CT places great importance on its retired employees, considering them as still being part of the company even after leaving the frontlines. Therefore, CT Employee Benefits Committee cares about the well-being and health of retired employees. If needed, we also provide avenues for relevant health check-ups, allowing employees to enjoy their retirement life with peace of mind and good health. Additionally, we invite retired employees to return to CT to share their experiences and provide guidance, ensuring the transfer of knowledge and spirit, and enabling CT to continue its legacy for generations to come.