AcBel Polytech Inc. 康舒科技
Environmental, Social and Governance
Employee Benefits
Employee Remunerations
To ensure that AcBel’s compensation and benefits are competitive in the talent market, the company conducts an annual industry compensation survey. It takes into account the company’s operations, cost of living, statutory minimum wage, and social welfare regulations to design and establish reasonable and competitive compensation and benefits measures. In addition to statutory benefits, AcBel offers superior benefits such as volunteer leave, birthday leave, travel leave, bonuses, profit sharing, travel allowances, maternity incentives, and other benefits. Through annual salary adjustments, the company’s business performance is reflected in employees’ personal compensation, addressing the needs of employees and their families.
The company designs employee compensation and benefits according to position and responsibilities, adopting an equal pay for equal work approach without discrimination based on gender, nationality, ethnicity, or other factors. Upon joining, employees are offered wages that meet statutory requirements and are assessed based on past work experience, personal abilities, and market salary standards to determine reasonable compensation. After joining, employees’ compensation is regularly evaluated and adjusted based on individual performance, ensuring the rationality, fairness, and competitiveness of the company’s salary structure.
The basic salary for company employees is set according to the local statutory minimum wage, with adjustments based on local talent market compensation levels. At the main operational sites, the salaries of entry-level employees are higher than the local minimum wage regulations, with no difference between male and female employees. In 2023, due to hiring needs and market competition in Taiwan, Dongguan, and Wuhan, the standard salary for entry-level employees was higher than the local minimum wage, while in other regions, it met the local minimum wage requirements.
Employee Benefits
The company provides all legally mandated benefits and insurance and also plans numerous benefits that exceed legal requirements. These include travel subsidies, club subsidies, various birthday and holiday celebrations, holiday and birthday gift vouchers, scholarships for employees’ children, maternity subsidies, regular health check-ups, and health consultations, addressing the needs of employees at all career stages. Additionally, the company offers travel leave, paid family care leave, and birthday leave to help employees maintain a work-life balance and take care of their families.
Workplace Facilities
Employee Maternity Incentive (Taiwan)
AcBel uses its corporate strength to mitigate the social impact of declining birth rates. To encourage employees or their children to have more offspring, AcBel has been providing a maternity incentive bonus of NTD 66,000 per newborn for 12 consecutive years since 2011. In 2023, a total of 36 newborns were born, and bonuses amounting to NTD 2,376,000 were distributed. By the end of 2023, a total of 644 AcBel babies were born, with total bonuses amounting to NTD 42,504,000.
Paid Volunteer Leave, Public Service Leave, and Club Activity Subsidies
To help employees relieve stress, the company provides paid leave and subsidies for participating in club activities. This allows employees to enjoy paid leave while participating in activities, reducing the financial burden and encouraging greater involvement in social services. Additionally, the company encourages employees to participate independently in social service by offering each employee four hours of paid public service leave annually. This allows employees to arrange external public service activities according to their individual needs and schedules, contributing to society. Employees are also encouraged to form their own clubs and organize activities that include their families, fostering camaraderie among employees and strengthening family bonds.
Family Day Activities
AcBel holds an annual Family Day event, encouraging employees and their families to participate in outdoor activities, showcasing the company’s value of work-life balance and allowing employees’ families to learn about AcBel’s corporate culture. The theme for the 2023 Family Day was “AcBel Night Fun,” led by the chairman, with a total of 3,502 participants, fostering interaction among family members and enhancing communication and cooperation among employees.
Caring for Female Employees
According to the “Implementation Measures for Maternal Health Protection of Female Workers,” the company takes protective measures for jobs that pose maternal health risks, including: hazard assessment and control, physician consultations, risk classification management, job suitability arrangements, and other relevant measures to ensure the health and safety of pregnant or breastfeeding female employees.
According to Taiwan’s “Gender Equality in Employment Act,” AcBel allows employees with the need to care for newborns or young children to apply for unpaid parental leave, regardless of gender, if they meet the eligibility criteria. The company will retain their positions and related benefits, allowing employees to focus on accompanying their young children as they grow. In 2023, 165 employees met the eligibility criteria, with 4 female and 2 male employees applying for leave. That year, 7 female employees were expected to return to work, 5 of whom did, and 4 female employees remained for a year, resulting in a retention rate of 57%.
In accordance with the “Population Policy and Fertility Regulations,” female employees are entitled to 98 days of paid maternity leave. Additionally, depending on the government incentives at the operational site, they may receive an extra 60-80 days of maternity leave.
Notes:
1. “-” indicates not applicable.
2. The number of employees eligible to apply for unpaid parental leave is calculated based on the number of employees who took maternity and paternity leave from 2019 to 2022.
3. Return Rate = Number of Employees Who Returned to Work During the Year / Number of Employees Expected to Return to Work During the Year.
4. Number of Employees Retained for One Year: Number of Employees Who Continued Working for One Year After Returning to Work in the Previous Year.
5. Retention Rate = Number of Employees Who Continued Working for One Year After Returning to Work in the Previous Year / Number of Employees Who Returned to Work in the Previous Year.
