We focus on employee “career development,” “physical and mental health,” “remuneration and benefits,” and “social lives.” We maintain competitive salaries and benefits while also offering customized physical and mental health assistance programs. Please refer to Appendix I [Social Data] for more information on the Group’s remuneration and welfare measures in 2023.

 

The Group’s remuneration management mechanism proposals are based on corporate operational performance and are submitted to the Board by the Remuneration Committee to ensure close links with corporate finances and operational performance. We also consider individual work duties, contributions, and results of performance appraisals when determining employee remuneration.
The Group attaches great importance to the consistency and fairness of remuneration operations, monetary incentives, and management of employee bonuses. Individual salaries are based on the education, expertise, and professional experience of each employee, but do not differ on the basis of race, religion, skin color, political affiliation, age, gender, marital status, or physical and mental disabilities. We provide Employee Assistance Programs (EAPs) to help our colleagues relieve work and life stresses and problems. We also review turnover rates and reasons for termination each month and handle severance pay in accordance with the regulations of related labor laws.

The Group has established clawback mechanisms and our contracts include service terms and performance achievement conditions regarding long-term incentives and reward measures for senior executives. Relevant bonuses are paid after performance reviews have been completed, and all bonuses must be returned if service terms have not been completed as agreed.

The Group adjusts employee salaries by referencing market salary levels, economic trends, price indexes, and related information, as well as corporate operational performance and individual performance. We provide our employees with basic salaries that exceed the standards stipulated by the Labor Standards Act.
 

At year-end 2023, the Group linked variable remuneration for senior executives with ESG indicators encompassing the three ESG (environmental, social, and corporate governance) aspects. Performance on these indicators are incorporated into senior executive appraisals and linked to long-term incentives and bonuses. We disclose progress on all indicators every quarter and assess performance on all indicators at the end of every year, following which the human resources department confirms ESG performance based on this information. This policy was approved by the Remuneration Committee and officially implemented in 2024 to ensure that Group operations adhere to sustainable management goals. We also work with our supply chain partners to achieve mutual prosperity.

In terms of performance management, we review achievements of performance indicators and activate or cancel clawback mechanisms based on remuneration regulations. KPIs are linked to corporate management performance and ESG performance, and serve as a reference for the Corporate Sustainability and Risk Management Committee when promoting various goals.