Talent Retention Employee Benefits Occupational Safety and Health Employee Rights
Employee Benefits

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
  • In accordance with the law, employees are covered by labor insurance, national health insurance, group accident/hospitalization/cancer medical insurance, and employee travel safety insurance.
  • Leave benefits: Special leave, marriage leave, personal leave, sick leave, physiological leave, bereavement leave, maternity leave, maternity leave, paternity examination and paternity leave, pandemic prevention and care leave, expatriate return leave and other types of leave. Among these, the scope of marriage leave and the salary standard of typhoon leave are better than those of labor laws.
  • Wedding ceremonies and funeral ceremonies: When an employee themselves or a relative gets married or dies, the company offers gift money (condolence offerings/floral arrangements), and subsidizes managers at all levels to give gifts (condolence offerings).
  • Maternity allowance: A subsidy is provided when an employee or spouse gives birth.
  • On-the-job training courses for employees are encouraged and subsidized.
  • Once a year, an employee's family members can also enjoy a preferential discount for a hospital health examination for the current year.
  • A physician clinic consultation service is offered every two months (3 hours), and a full-time nurse is hired to provide medical services and consultation.
  • Conduct health promotion seminars.
  • We have signed special enterprise childcare contracts with nearby kindergartens to provide employee childcare services and enjoy preferential treatment to facilitate childcare nearby when working.
  • According to the company's Articles of Incorporation, 6 to 10% of pre-tax net profit is allocated as employee remuneration; and after reporting to the General Meeting of Shareholders, this is allocated according to employee performance appraisals, contributions, positions, and other factors.
  • Subsidies for business personnel and FAE and RD division personnel: Transportation costs, mobile phones, parking space costs, laptop purchases.
  • Employees are encouraged to set up various clubs and organize club activities, participate in activities to rejuvenate mind and body, and subsidies for clubs are provided.
  • Various art and cultural activities such as family days and movie appreciation are held from time to time.
  • Employee trips are planned and travel subsidies are provided.
  • Agreements are signed with designated stores to give preferential discounts to the company's employees.
  • Stipends (gifts) are given for birthdays as well as the Dragon Boat Festival and the Mid-Autumn Festival.
  • Year-end events are held and a number of lottery prizes are provided.

Parental Leave Implementation

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
Item/Year 202120222023
Gender/Total MaleFemaleTotal MaleFemaleTotal MaleFemaleTotal
Eligibility for parental leave (A) 192039151934132033
Actual number of individuals applying for parental leave in the current year (B) 134134044
Number of eligible reinstatements following parental leave in the current year (C) 123134033
Actual number of individuals reinstated following parental leave in the current year (D) 123134033
Actual number of individuals reinstated following parental leave in the previous year (E) 055123134
Number of people who have continued to work for one year after applying for parental leave in the previous year (F) 044112123
Parental leave and reinstatement rate in the current year (%) (D/C) 100.00100.00100.00100.00100.00100.00-100.00100.00
Retention rate for parental leave in the current year (%) (F/E) -80.0080.00100.0050.0066.67100.0066.6775.00
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.

Retirement System

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.

Labor-Management Agreements

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.

Minimum Announcement Period for Operational Changes

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:

  • Those who have worked continuously for more than 3 months and less than 1 year shall be notified 10 days in advance.
  • Those who have worked continuously for more than 1 year and less than 3 years shall be notified 20 days in advance.
  • Those who have worked continuously for more than 3 years shall be notified 30 days in advance.

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