To attract and retain top talent, CWTC is committed to offering a competitive and legally compliant compensation system. The salary structure is designed based on market standards, external talent competitiveness, and labor market supply and demand, while strictly adhering to minimum wage regulations set by local governments. We ensure that there are no pay disparities based on gender, thereby upholding the principle of pay equity.
The compensation structure consists of fixed and variable components. Fixed salaries are adjusted based on local market salary levels, educational background, work experience, and market surveys. Variable compensation is tied to the company’s operational performance and individual employee performance, and includes incentive mechanisms such as year-end bonuses and employee profit-sharing, reinforcing a performance-driven and results-sharing culture. Salary and promotion adjustments are based on the company’s overall performance, individual employee performance, the consumer price index, and relevant government policies.
(In Thousands of New Taiwan Dollars)
Note ：The number of employees in this table excludes managers of the Company. The term “manager” is as defined in the Official Letter No. Taiwan-Finance-Securities-III-920001301 issued by the competent authority on March 27, 2003. It is consistent with the scope of managers disclosed in the Company's annual report.
To effectively commend, reward, and motivate employees with outstanding performance, the CWTC Group conducts annual performance evaluations. Through two-way communication between supervisors and employees, we ensure the objectivity and transparency of performance evaluations. These evaluations serve as the basis for salary adjustments, promotions, training, and talent development. This approach effectively motivates high-performing employees and helps individuals identify their growth paths. Taking the Taiwan Plants as example, Taiwan Plant 1 conducts quarterly performance evaluations for direct labor employees, while indirect labor employees are assessed semi-annually, in July and December. At Taiwan Plant 2, quarterly evaluations are carried out for employees below the assistant manager level, and those at the assistant manager level and above undergo performance evaluations in August and the following February each year. In 2024, the overall performance evaluation coverage rate for employees at the Taiwan facilities reached 90%. In addition, annual career development assessments are conducted to ensure that all employees have the opportunity to fully realize their professional potential.
To enhance employee engagement and ensure their rights, the CWTC Group has established a comprehensive benefits system and, in accordance with local regulations, has set up an employee benefits committee. This committee is responsible for managing and distributing the benefits funds. Each plant is tasked with planning and implementing corresponding welfare policies to fully address employees' benefit needs.
In accordance with the Labor Pension Act, CWTC contributes 6% of the employees' monthly wages to the individual labor pension accounts set up by the Labor Insurance Bureau, and our employees may voluntarily make additional contributions within the 6% of their monthly wages.
To ensure that employees fully understand the Company's commitment to human rights protection, as well as the prevention of workplace violence and sexual harassment, we have made the "Human Rights Policy," "Corporate Social Responsibility Policy," and "Written Statement Prohibiting Workplace Violence" mandatory courses for new employees and part of the annual training. We have also established a formal grievance channel, managed confidentially by designated personnel, to address various workplace issues, including safety and health, gender equality, and workplace violence, ensuring a safe and healthy working environment for all employees.
CWTC has established a labor-management committee in accordance with the law to facilitate effective communication between the Company and its employees, aiming to build a positive labor-management relationship. The committee meets at least quarterly, and in addition to handling labor-management matters submitted by various departments, it solicits employee proposals through representatives from both sides to ensure that employee opinions and needs are thoroughly considered. In 2024, there were no labor disputes.
To gain a comprehensive understanding of employees' actual sentiments toward the company, CWTC Group initiated a group-wide Employee Satisfaction Survey starting in 2024, administered by the Administration Department once every two years. The survey collected feedback via anonymous questionnaires, covering key dimensions such as Work Environment, Career Growth and Development, Compensation and Benefits, and Employee Well-being. The total response rate for the Group in 2024 was 69%, and the overall average satisfaction score was 3.65 (out of a maximum of 5 points).
The 2024 survey results indicate that employees expressed a high degree of affirmation for the dimensions of "Work Environment," "Supervision and Leadership," and "Peer Relationship." This reflects the employees' recognition of the company’s efforts in providing a safe and comfortable workplace, establishing excellent leadership management, and fostering a positive collaborative culture. Simultaneously, the questionnaire clearly identified areas where there is still room for enhancement, particularly concerning "Compensation and Benefits" and "Employee Well-being" related items.
Regarding Compensation and Benefits, the company has introduced retention bonuses for positions with higher turnover rates to strengthen compensation incentives and enhance talent stability. In the area of Well-being, the company provides rest areas and sports facilities to help employees regulate their physical and mental health and maintain vitality at work. We will also actively review the allocation of manpower and work tasks to mitigate potential work pressure and emotional depletion.
CWTC Group values every employee's feedback, believing that "listening" and "responding" are the stable foundations for promoting sustainable corporate development. Moving forward, we will continue to utilize surveys and concrete improvement measures to assist management and various departments in developing enhancement plans, working together with all our partners to build a workplace that is more friendly, healthy, and possesses excellent growth potential.