Employee Relations and Benefits
Employee relations and Benefits are part of ESG Action Plan. And it serves as a system of trust and support within the “Social Inclusion” pillar. We place great importance on employee satisfaction, communication efficiency, and labor-management cooperation. By respecting employee rights and fostering a safe and fair work environment, we believe we can enhance employee belonging and productivity, contribute to achieving company operational goals, and strengthen long-term collaboration between employees and the company.
Human Rights Policy
Greenfiltec, in fulfilling its corporate social responsibility, is committed to protecting the fundamental human rights and related interests of all employees and stakeholders. The company follows national labor regulations and international human rights conventions to establish its human rights system and policies, preventing any actions that would harm or violate human rights, fully safeguarding employees’ legitimate rights, and promoting positive development for both the company and society.
01. Prohibition of Child Labor
To protect the physical and mental health of minors, the company prohibits the employment of individuals under 16 years of age. Recruitment personnel are required to verify applicants’ ages based on resumes, graduation years, and other relevant information during the preliminary stages of the hiring process.
02. Prohibition of Forced Labor
Respecting workers’ freedom, the company prohibits any form of forced labor. Work hours are based on mutual agreement between labor and management, with work schedules, shifts, breaks, and rest periods arranged in accordance with legal requirements and operational conditions.
03. Supporting Physical and Mental Health and Work-Life Balance
The company strives to create a healthy and enjoyable workplace environment. In addition to providing a safe and sanitary work environment, regular health checks, group recreational activities, club funding, and leisure facilities are offered, allowing employees to enjoy both work and life.
04. Anti-Discrimination
To ensure equal employment opportunities, the company prohibits any form of discrimination. In terms of employment, salary, training, promotion, and resource allocation, no distinctions are made based on nationality, race, gender, religion, political beliefs, social origin, or other identifiers. The company upholds the principles of ability and contribution as metrics to ensure equal rights and opportunities for all employees.
Employee Relations and Benefits
Greenfiltec’s employee benefits are jointly managed by the company and the Welfare Committee. The Human Resources Department handles corporate welfare matters, planning and executing activity budgets in accordance with internal procedures, while the Welfare Committee handles departmental welfare matters. The Welfare Committee’s budget is submitted to the Labor Bureau annually and the execution report is filed at the end of each year, creating a high-quality welfare policy through collaboration with employees.
Corporate Sports Initiatives
Mental and Work-Life Balance Leave
Parental Leave
To encourage childbirth, Greenfiltec offers a childbirth bonus of NT$15,000 per child and provides statutory parental leave. From 2020 to 2022, eight employees applied for maternity or paternity leave, with two employees using parental leave and planning to return to work in 2023 or 2024.
Employee Retirement Plan
To ensure financial security for employees post-retirement, Greenfiltec follows legal requirements by contributing 6% of monthly wages to individual retirement accounts under the Bureau of Labor Insurance for new hires and employees who opt for the new pension system.
Comparison of Old vs. New Pension Schemes
| Pension System | Old System | New System |
| Applicable Law | Labor Standards Act | Labor Pension Act |
| Contribution Method | Not applicable under old system | 6% of monthly salary |
| Contribution Amount | NT$4,309,000 in 2022 |
Comparison of Old vs. New Pension Schemes
Retirement is classified into voluntary and mandatory categories, with specific criteria as follows:
Voluntary Retirement Requirements
- Age 55 or older with 15+ years of service.
- 25+ years of service.
- Age 60 or older with 10+ years of service.
Mandatory Retirement Standards
- Reaching the age of 65.
- Mental incapacity or physical disability preventing work.
The age requirement specified in the first clause above may be adjusted to 55 years for employees engaged in hazardous or physically demanding work, subject to central authority approval.
