Corporate
Social
Responsibility

Friendly & Safety Workplace

Treasure Talents

Based on the "people-orientated" philosophy, Pou Chen Group believes that employees are one of the most important assets of the Group. Hence, the Group sets up a systematic and well-established talent development mechanism, and holds team-building activities to build team cohesion as to let employees have a better understanding of the Group and its core values, “Professionalism, Dedication, Innovation, Service”. In order to attract talents, the Group provides quality jobs through diversified channels, good compensation, comprehensive training, and flexible career path for its employees. And this enables the Group to recruit and to retain the best talents for its positions. In addition, the Group deploys performance appraisal reviews for the purpose of aiming at employees’ personal development with the objective of strengthening the competitiveness of the Group’s human resources.

Respect Employees’ Right

Pou Chen Group is committed to the implementation of the principles of fairness and equality and human rights policy in accordance with local laws, the International Bill of Human Rights, and Pou Chen Group's "Code of Conduct".

Pou Chen Group strives to provide a safe, healthy and friendly working environment to its employees as well as to promote harmonious labor/management relations. To protect the rights of all employees, the Group follows applicable laws and regulations of operation and its “Code of Conduct”. None of the Group’s employees shall be subject to any discrimination in employment on the basis of gender, race, religion, age, disability, sexual orientation, nationality, political opinion, social status or ethnic origin. In the meantime, no use of child labor and forced labor is strictly enforced. The Group recognizes and respects the right of employees to freedom of association and collective bargaining. The percentage of total employees covered by collective bargaining agreements within the Group is approximately to 100%. The Group will strive to further foster labor harmony, to increase team cohesion and to continuously improve its operating efficiency.

Competitive and Fair Compensations System

Pou Chen sees employees as its greatest asset. To attract, inspire, and retain quality personnel, the Company provides attractive and competitive compensation conditions. The Company’s salary standard is based on an employee’s academic background and experiences, position, professional, technical competencies. The Company also uses an employee’s attitude, demonstration of professional competency, and overall performance as the basis to incentivize an employee. Besides, the Company regularly reviews the remuneration policy to ensure a competitive advantage in its compensation standards. The Company also ties performance management with differences in rewards and bonuses to recruit and to retain high-performing talent.

Besides performance bonuses given according to work performance in each month, to reward employee contributions and to inspire their motivation for work, the Company also allocate a certain ratio of earnings as year-end bonus and employee incentives based on the year’s profitability, so that employees can also share the Company’s management results.

Occupational Safety and Health Management

Other than complying with the relevant laws and regulations of the respective jurisdictions of operation as well as customers’ requirements, Pou Chen Group also formulated a series of management procedures based on the international standard, OHSAS 18001, and Fair Labor Association’s “FLA Workplace Code of Conduct". The OHSAS 18001 management system was implemented at 87% at the Group’s factories in 2018; 70% of those factories continued to receive external certification as well.

“Environmental, Energy, and Safety and Health Committee” has also been established at each factory and administration center of the Group. The committee convenes regularly, and adopts a fixed-organizational method in which each responsible unit will review management tasks regarding safety and health. By implementing various principles and undertaking safety and health management at the factories, and through establishing a safety and health management performance system to execute and follow-up and an online-based abnormal incident management system, the Group is able to adopt data analytics to facilitate and focus on prevention of material risks.

Precautionary Measures for Workplace Health and Safety

Benefits Measures and Pension System

Employee Benefits Measures

Item Operational Status
Employee Benefits Committee Pou Chen monthly appropriates 0.15% from its revenues and 0.5% from employee salaries, as well as 40% from scrap sales as employee benefits funds. Other employee benefits include childbirth and wedding cash gifts, bereavement payments, consolation payments to hospitalized employees, birthday cash gifts, Dragon Boat Festival cash gifts, Mid-Autumn Festival cash gifts, travel allowances and group insurance coverage, and other benefits.
Transportation Pou Chen provides commuter shuttle service and rents parking spaces for its employees.
Meals and Housing There is an employee cafeteria that provides lunch and dinner daily, as well as corporate housing for employees.
Club Activities A variety of learning programs and club activities are provided to employees to enrich their lives during their leisure times and deepen relationships between employees.
Vacation Time Pou Chen's leave policies are adopted in compliance with applicable laws and regulations. Employees may take personal leave or paid leave as needed according to the relevant policies and rules.
Other Benefits (1) Celebrity presentations: Pou Chen holds celebrity presentations from time to time and invites
     celebrities from different industries to share about their ideas of success and personal philosophies.
(2) Office massage service: Pou Chen offers massage services provided by blind masseurs to
     employees at a fixed time and place, which helps employees relax physically and mentally and
     supports charitable events.
(3) Pou Chen library: Pou Chen offers a variety of magazines and books for employees to borrow
     free of charge, which increases their professional knowledge and expands their horizons on life.
(4) Corporate family day: Pou Chen offers activities suitable for families to participate in and for
     parents to interact with their children, which helps employees understand the Company’s love and
     respect towards its employees. It is a one day activity where employees can take a break from
     work, relax and spend time with family.
(5) Promotion of healthy living: Pou Chen alleviates potential and existing health issues of its
     employees, reducing risk of illness and improving the health of each individual by providing health
     programs and events.
(6) Pou Chen offers kindergartens and health clinics at its overseas factories, which provides 
     proper child care and medical services.

 

Pension System

(1) Pou Chen adopted the "Employment Retirement Rules" for the purpose of providing care for employees after retirement,
     promoting employee relations and increasing work efficiency.
(2) The "Employee Retirement Rules" complies with Article 53 to Article 56 of the Labor Standards Act.
(3) Pou Chen is subject to the pension system under the Labor Standards Act, categorized as defined benefit pension plans,
     and has established a Supervisory Committee of Labor Retirement Reserve in accordance with the Act. The Company’s
     asset value of its retirement benefit plan and present value of the obligation from defined pension plans are calculated by
     certified actuaries. In 2017, the Company set aside accrued pension liabilities for 2.74% of total employee salaries. In
     addition, the Company also allocates 2% of the total employee salaries monthly for pensions and deposits the allocations into
     the Company’s designated account at Taiwan Bank.
(4) According to the Labor Pension Act, employees hired before June 30, 2005 and remained employed as of July 1, 2005 may
     choose to continue to be subject to the pension rules under the Labor Standards Act, or be subject to the pension system
     under the Labor Pension Act and retain their seniority accrued prior to the applicability of the Labor Pension Act. Employees
     hired after July 1, 2005 shall be solely subject to the pension system under the Labor Pension Act.