The company regards employees as its assets, and we therefore attach great importance to the health and safety of employees and all of their rights and interests. Employees enjoy labor insurance, national health insurance, labor pension allocations, group accident/hospitalization/cancer medical insurance, employee travel safety insurance, annual health checks, and on-site physician services.
Benefit measures administered by the company | Benefit measures are handled by the Employee Welfare Committee |
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In accordance with the Act of Gender Equality in Employment, the Labor Standards Act, the government's population policy, and the family policy, the company implements a service map to take care of its employees, including the promotion of gender equality at work, prevention of sexual harassment in the workplace, promotion of emergency assistance programs for employees, corporate childcare measures, workplace maternal health counseling, promotion of family-friendly measures, promotion of work-life balance measures, and assistance in childcare/work suspension/reinstatement, in order to establish a friendly workplace as one of the company's competitive advantages, which will help enhance the organizational commitment and performance of employees.
Parental Leave Statistics | |||||||||
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Item/Year | 2021 | 2022 | 2023 | ||||||
Gender/Total | Male | Female | Total | Male | Female | Total | Male | Female | Total |
Eligibility for parental leave (A) | 19 | 20 | 39 | 15 | 19 | 34 | 13 | 20 | 33 |
Actual number of individuals applying for parental leave in the current year (B) | 1 | 3 | 4 | 1 | 3 | 4 | 0 | 4 | 4 |
Number of eligible reinstatements following parental leave in the current year (C) | 1 | 2 | 3 | 1 | 3 | 4 | 0 | 3 | 3 |
Actual number of individuals reinstated following parental leave in the current year (D) | 1 | 2 | 3 | 1 | 3 | 4 | 0 | 3 | 3 |
Actual number of individuals reinstated following parental leave in the previous year (E) | 0 | 5 | 5 | 1 | 2 | 3 | 1 | 3 | 4 |
Number of people who have continued to work for one year after applying for parental leave in the previous year (F) | 0 | 4 | 4 | 1 | 1 | 2 | 1 | 2 | 3 |
Parental leave and reinstatement rate in the current year (%) (D/C) | 100.00 | 100.00 | 100.00 | 100.00 | 100.00 | 100.00 | - | 100.00 | 100.00 |
Retention rate for parental leave in the current year (%) (F/E) | - | 80.00 | 80.00 | 100.00 | 50.00 | 66.67 | 100.00 | 66.67 | 75.00 |
Note: The number of employees eligible to apply for parental leave is based on the number of people who have applied for maternity leave, paternity leave, or newborn gifts in the past three years. |
We have formulated labor retirement management measures based on the Labor Standards Act, Labor Pension Act, and other regulations. In accordance with the new and old systems of labor retirement, retirement reserves are respectively allocated and deposited into retirement fund accounts of the Bank of Taiwan or into the individual labor retirement accounts of the Bureau of Labor Insurance. Furthermore, we have set up a Labor Retirement Reserve Supervision committee to protect the rights and interests of employees.
For employees entitled to the old labor pension scheme, 2% of their monthly salary is appropriated to the Bank of Taiwan's Labor Retirement Fund and full provision has been made for pension payments. For employees who are entitled to the new labor pension scheme, 6% is contributed to their personal pension accounts at the Bureau of Labor Insurance according to the monthly pension contribution scale of their salaries. Employees are also encouraged to make contributions themselves for the early planning of pension accumulation arrangements.
At present, the company has not established a labor union and has not signed a group agreement. However, the agreement between labor and management includes labor-management meetings and representatives are selected for relevant labor conferences to express labor opinions. Regular labor-management meetings are held on a quarterly basis. If the company's operating activities or internal management changes have a significant impact on labor rights, we also conduct healthy two-way communication through labor-management meetings. Moreover, we hold quarterly mobilization meetings to let all employees understand the company's vision, policies, management regulations, and other matters related to employees.
The opinions of the company's employees are reflected with the management and human resources units through multiple channels, and all problems are expected to be properly handled through smooth communication channels.
Major operational changes for Weikeng, such as layoffs, reorganizations, business outsourcing, plant closures, expansions, new openings, acquisitions, sale of all or part of the organization, mergers, etc., are implemented in accordance with all relevant applicable laws.
If the company terminates a labor contract in accordance with the provisions of Paragraph 11 or Paragraph 13 under Article 16 of the Labor Standards Act, the notice period shall be handled in accordance with the following provisions:
After receiving the notice stipulated in the preceding paragraph, the employee may take leave during working hours to seek another job. The number of hours of leave may not exceed two days per week, and salary shall be paid during the leave period. If the company terminates a contract without giving notice of the period specified in Paragraph 1, the company shall pay the wages for the notification period.
Regarding major operational changes for Weikeng in 2023, only a single matter of severance actually occurred and it was implemented in accordance with