Corporation Social Responsibility

Creating a happy workplace

「People」is the most important asset of the company. How to make every employee work with peace of mind and be willing to give full play to it is the goal that everyone strives for. Effectively provide the manpower needed by the company's sustainable development through human resources policies to meet the needs of the company's organizational development. In order to carry out the concept of employees from each according to his ability and getting their value, the company adjusts the salary based on academic experience, expertise and license, and with reference to the usual salary level of the salary survey industry. It is expected that by providing a competitive salary system and perfect employee benefits, outstanding talents can be attracted; at the same time, improve employees’ loyalty to the company, grow together with the company and create a win-win situation.

Maintenance of human rights

In order to help employees balance career and family, the system of taking leave without pay for baby care has been implemented since 2006. During the period of taking leave without pay for baby-care, employees can receive a leave allowance of 60% of their labor insurance salary according to the Employment Insurance Law, and also provide measures such as family care leave, paternity leave for men and menstrual leave for women. The principle of choosing and keeping children is to apply them according to their aptitudes, and there is no discrimination due to factors such as race, gender, marital status, age, political stance or religious belief.

We have laid down measures to prevent sexual harassment in the workplace, complaint and disciplinary measures. The complainant can lodge a complaint with the department head or the Human Resources Department. The accepting unit should set up an investigation team to conduct an investigation within five days, with more than half of the female members, and complete the investigation within two months. The relevant information is absolutely confidential and the respondent is provided with an opportunity to explain. Regular education and training should be carried out to prevent sexual harassment. During the reporting period, the Company did not have any human rights complaints, nor did it violate employees' human rights commitments.

Salary and treatment

Based on individual and organizational performance, the Company has formulated an incentive variable salary system, and stipulated in the articles of association that part of the company's net profit should be paid as employee compensation. The remuneration system of directors and managers shall be confirmed by the board of directors after discussion by the remuneration committee, and the convener of the committee shall be an independent director.

Employee salary-related expenses in recent three years

Sesoda is located in Taiwan. In order to ensure market competitiveness, the Company adjusts its salary according to the market level of each position and personal performance. The standard salary of male/female grass-roots staff in Taipei is 1.3 times higher than the local minimum salary. The standard salary of male/female grass-roots staff in Suao Main Plant is 1.2 times better than the local minimum salary; The standard salary of male/female grass-roots staff in Taichung and Changhua factories is 1.2 times better than the local minimum salary. And the Company employs 100% local residents as senior management.

Note:
1.The Chairman is not the highest paid individual, unless he concurrently serves as President/CEO or employee.
2.Calculation formula of annual median salary ratio: the annual salary of the individual with the highest annual salary / the annual salary of the individual with the median annual salary.
3.Calculation formula for the annual salary increase ratio: the annual salary increase percentage of the individual with the highest annual salary / the annual salary increase percentage of the individual with the median annual salary.

Employee benefit

員工健康生活及壓力紓解不僅可讓員工工作與生活平衡，更能進一步提升工作效率，我們在各地舉辦員工活動，藉由員工旅遊、家庭日、健康檢查、生日會活動等，全方位照顧同仁的食衣住行，並持續檢驗成效、進行改善、持續提升公司管理績數指標。

Communication channels

According to the regulations and policies of the government, a labor–management meeting is held at the Suao Main Plant every quarter, and the minutes of the meeting are announced. Directors of major decision making units (such as the Suao Main Plant Director) fully communicate with the trade unions to ensure labor rights and interests. Employees can also express their opinions to management through internal channels, such as comment mailboxes and supervisor meetings. We actively develop strong labor–management cooperation and strive to avoid labor disputes.

Minimum notice period for operational changes

In order to ensure the protection of employees’ rights and interests, the Company complies with the Labor Standards Act and other relevant laws and regulations. If the Company encounters a major operational change or needs to terminate the employment relationship with employees, the employment contracts will be terminated in accordance with government regulations, and the notice period shall adhere to the following provisions:

1. 1. Where a worker has worked continuously for more than three months but less than one year, the notice shall be given ten days in advance.
   2. Where a worker has worked continuously for more than one year but less than three years, the notice shall be given twenty days in advance.
   3. Where a worker has worked continuously for more than three years, the notice shall be given thirty days in advance.

Communication Mail：sesodaesg@sesoda.com.tw

Retirement planning

Sesoda formulated the retirement measures for employees according to the Labor Standards Law, and revised the retirement measures for employees on August 23rd, 2005 in coordination with the revision and implementation of the Labor Retirement Regulations. Since July 1st, 2005, employees who originally applied the old system have chosen the old system or the new system according to their own wishes. If the service years of employees who have chosen the new system or arrived after the implementation of the new system are changed to the fixed contribution system, the pension will be paid by the company at a monthly rate of not less than 6% of their monthly salary. For employees who choose the old system, the company will allocate employee pensions on a monthly basis according to the employee retirement method and deposit them in the special pension account of Taiwan Bank.