Employees Structure

Employees are an enterprise’s most important asset, and CT is committed to creating a happy workplace and ensuring a safe working environment. It has strengthened its systems to protect employee rights and interests, upholds the employment philosophies of "placing the right person in the right position" and "making the most of everyone’s talents," and implements these through comprehensive internal organization and personnel systems, enabling the enterprise to maintain its competitiveness.

ž   Human Resources Management

CT fully complies with the provisions of the Labor Standards Act and has never employed child labor. Based on the fundamental human right to equal employment opportunities, hiring decisions are made solely on professional ability and experience. Century Steel has never considered race, color, nationality, social origin, ideology, religion, political affiliation, ancestry, place of birth, gender, sexual orientation, marital status, appearance, physical or mental disability, or past labor union membership in its employment practices, thereby ensuring diversity in hiring and fairness in remuneration and promotion opportunities.

In 2024, CT’s total workforce was 359 employees (275 male and 84 female full‑time employees), of which 118 were foreign employees (118 male and 0 female). The average age of employees was 37 years. Employees were primarily engaged in clerical and general affairs tasks, as well as on‑site operations. As CT’s headquarters is located in Guanyin, Taoyuan, most employees are residents of Taoyuan City.

CT is an integrated steel mill and a large‑scale steel structure manufacturing plant, so its workforce is inherently predominantly male, resulting in a disparity in the ratios of male and female employees.

•            Number of Taiwanese Employees by Job Level and Age

Note: The management level refers to team leaders and above, and the non‑management level refers to staff, team members, assistants, and engineers.

•            Number of Taiwanese Employees by Job Level and Gender

Note: The management level refers to team leaders and above, and the non‑management level refers to staff, team members, assistants, and engineers.

•            Number and Proportion of New Employees in 2024

There were 99 new employees in total (57 male and 12 female), of whom 33 were foreign migrant workers. The majority of new employees reside in the northern region, followed by overseas regions. In terms of age distribution, those aged 30 to 50 accounted for 41%, and those under 30 accounted for 58%. The retention rate of new employees reached 78.3%.

Note: The new hire rate (%) for each category (gender, region, age) = the number of new full‑time employees in that category during the year ÷ the total number of employees in that category at the end of the year

•            Number and Proportion of Resigned Employees in 2024

Position changes and resignations and retirements of CT personnel are carried out in accordance with regulations. Regular employees may work until age 65 under the Labor Standards Act or, in accordance with the law, opt for early voluntary retirement. In 2024, the turnover rate was 19.66%, with a total of 88 employees leaving. Among them, 31 were foreign employees whose contracts expired, and the remaining employees left to pursue other career paths. The transfer rate was 1.69%, mainly transfers to subsidiaries. Understand the reasons for employee turnover and implement talent retention and employee care measures to reduce staff turnover.

Note:

1. Turnover rate (%) = Number of full‑time employees in that category (gender, region, age) who left during the year ÷ Total number of employees in that category at the end of the year

2. Calculation of employee turnover includes those who left the Company voluntarily, through retirement, or due to dismissal.

Remuneration Management

The main components of employee remuneration include basic pay (including basic salary, meal allowances, position allowances, transportation allowances, etc.) and year end bonuses. Salary is determined based on a job responsibility pay system, with reference to market salary conditions, the Company’s financial and operational performance, and organizational structure, establishing employee salary standards. Based on the Company’s operational results from the previous year, additional cash bonuses are awarded according to position, contribution, and performance to incentivize and reward employees for their contributions at work.

ž   Ratio of Entry-Level Personnel Salaries by Gender to the Local Minimum Wage

Note:

1. The above table indicates the 2024 operational locations (including Taoyuan, Yunlin, and Taipei Port plants).

2. The average monthly salary of Taiwanese entry‑level personnel is calculated based on employee numbers as of December 31, 2024.

3. The local minimum wage in 2024 was NTD 27,470.

ž   Number of full-time employees not in managerial positions, average salary, and median salary.

Note:

1. Based on the “Full-time Non-management Employee Salary Information Checklist”

2. In 2024, the ratio of the annual total remuneration of the highest paid individual in the organization to that of a general employee was 1 to 4.6.

ž   2024 Statistics on the Remuneration Ratio Between Male and Female Employees by Job Category

The remuneration ratio between male and female employees is 1 to 1.02. Because CT’s industry consists predominantly of male employees, most female employees hold administrative positions. Differences in remuneration ratios across job categories are due to variations in seniority and job classification, which result in differing proportions of position allowances and work bonuses. As of December 31, 2024, the remuneration ratios between male and female employees by job category are shown in the table below:

Note: Group members are positions below team leader; management/execution are positions from team leader up to Deputy Manager; operations/supervisor are positions at manager level and above.

Employee Benefits

In order to provide a friendly welfare system and meet employee needs, promote labor and management relations, encourage employee feedback, and improve work efficiency, CT holds labor management meetings on a quarterly basis. In 2024, a total of 4 meetings were held. Beyond the basic protections, an Employee Welfare Committee is established by the labor and management sides (including Taoyuan, Taipei Port, and Yunlin plants) to provide employees with appropriate care in areas such as food, clothing, housing, transportation, education, and recreation, and to organize employee welfare activities and related subsidies.

In 2024, CT’s total employee welfare fund amounted to NTD 4,733 thousand.

ž   Maternity Employee Health Protection Program

In accordance with Articles 30 and 31 of the “Occupational Safety and Health Act” on maternal employee health protection policy, the Company establishes a Maternal Employee Health Protection Program to promote the health and well‑being of female workers and stakeholders, to prevent and avoid potential maternal health hazards in the work environment (including equipment, materials, and operations) through risk assessment, control, and improvement, thereby ensuring the safety of female workers and promoting their physical and mental health.

For female employees of CT who are pregnant, within one year postpartum, breastfeeding, or of childbearing age, work risk assessments are conducted, risk levels are assigned based on assessment results, and consultations are arranged with occupational medicine specialists for regular follow up and care to effectively manage the health of maternal employees. Physicians conduct relevant consultations, complete recommendation consultation forms and reports, and provide appropriate work arrangements along with suggestions for work improvements and adjustments. The Company promotes maternal protection information internally, offers guidance and consultations on health during pregnancy and breastfeeding, and has established lactation rooms to provide employees in need with a private, clean, convenient and safe environment.

ž   Reinstatement and Retention Status After Parental Leave

CT complies with the provisions of the Gender Equality in Employment Act and grants full time employees maternity leave, paternity leave, and unpaid parental leave, and therefore parental leave is applied equally regardless of gender, position, or work location. Both male and female employees may apply for unpaid parental leave. 7 employees applied for unpaid parental leave, and by December, 3 employees had returned to work, with a return rate of 75% and a retention rate of 75%.

ž   Care for Retired Employees

The Company has established Regulations Governing Employee Retirement in accordance with the provisions of the government’s retirement regulations as enacted on July 1, 2005, and each month contributes 6% of an employee’s salary to their individual retirement account with the Bureau of Labor Insurance. For employees who voluntarily contribute additional retirement funds, the Company will withhold these amounts from their monthly salary at the elected contribution rate and remit the specified amount to their individual retirement accounts with the Bureau of Labor Insurance.

In 2024, the recognized expenses for defined contribution plans amounted to NTD 9,142 thousand.

CT values its retired personnel, and even after leaving the front line, retired employees remain part of the Company. Therefore, the CT Employee Welfare Committee cares about the living conditions and health of employees after retirement. If needed, the Company will also provide relevant health screening channels, enabling employees to enjoy retirement life with peace of mind and good health.

In addition, CT also invites retired employees to return to the Company to share their experiences and guide current employees, passing on technical expertise and spirit to ensure that Century Steel’s corporate culture endures for generations.