Employee Care
We value the health, safety and career development of our employees, provide diverse benefits and training, and create a friendly and inclusive working environment.
Employee Benefits
We attach great importance to the well-being of our employees, ensuring that they enjoy a work-life balance, meaningful work and a sense of achievement, while maintaining their physical health. Therefore, when planning and implementing various human resources systems and benefits, we give top priority to employee rights and interests.
Salaries are determined based on each employee's educational background, work experience, abilities, and job requirements. The salary system supports the basic position of gender equality in the workplace and does not discriminate based on gender. In order to encourage employees to pay attention to the company's business goals, the company determines the amount of year-end bonuses or performance payments based on the profitability and strategic goals of each business unit and the nature of each functional work, and takes into account the individual performance of employees to motivate employees for excellent work performance.
Establish an employee welfare committee to plan and establish a welfare system and promote various welfare matters to boost employee morale, strengthen labor-management cooperation, and provide relevant information to colleagues through the company's internal website.
| category | project |
|---|---|
| Insurance and Retirement | Labor insurance, national health insurance, group insurance (life insurance, accident insurance, accident medical insurance, hospitalization medical insurance, cancer medical insurance) |
| Pension fund allocation and condolences to retired employees | |
| New Year/Birthday Gifts | Spring Festival/Dragon Boat Festival/Mid-Autumn Festival/Double Ninth Festival Respect for the Elderly/Birthday Gifts, Birthday Celebrations/Gifts/Gift Certificates |
| Children's education subsidy | Children's education scholarships, childcare and schooling discounts |
| Bonuses and allowances | Performance bonus, vehicle maintenance/fuel allowance, communication allowance, license allowance |
| Employee Care | Employee uniforms, health checks, irregular dinners, domestic and international travel activities, necessary equipment and venue subsidies for clubs, and activity funding subsidies |
Further education and training
The company focuses on employee career planning and is committed to talent cultivation. It actively encourages employees to participate in various training courses. The training courses are planned according to the functional needs of the company's employees and provide good training opportunities for the company's employees.
． New staff training: Includes basic training and on-the-job orientation to help new employees understand the company's business layout and business model, and adapt to the company's culture and work content as soon as possible.
． Internal Training：Organize various food safety and hygiene education and training, food safety control training, food protection training, food factory and food practitioner related training, occupational safety and health, fire drills, accounting and finance and other management related training.
． External training: Employees can participate in the company's external training courses based on their business needs and after approval by their department heads.
． Exhibition/Seminar: Expand the horizons of colleagues, absorb new knowledge, and send personnel to participate in food exhibitions and seminars at home and abroad.
Retirement system and implementation
The Company has established a Labor Pension Supervision Committee in accordance with the law. It recognizes net pension costs each year based on actuarial calculations by actuaries and, in accordance with the retirement system of the Labor Standards Act, sets aside retirement reserves for employees who are covered by the old system and deposits them in a special account at the Trust Department of the Bank of Taiwan to protect the rights and interests of employees. In addition, for employees who are covered by the Labor Pension Act, 6% of their salary is set aside in the Labor Insurance Bureau's Labor Pension Individual Account to properly take care of employees' working lives and post-retirement lives. Pursuant to the Labor Standards Act amended on February 4, 2015, Article 56, Paragraph 2, which provides for the implementation of the old system of full contribution to labor retirement funds, employers should estimate the retirement fund needs of employees who meet retirement conditions in the following year before the end of each year, and make up the difference in labor retirement reserve funds to the Taiwan Bank Retirement Fund Special Account before the end of March of the following year. Our company has completed the full contribution of the old system of labor retirement funds in accordance with government regulations.
Agreements between labor and management and various employee rights protection measures
(A) Based on the concept of coexistence and common prosperity between labor and capital, the company actively promotes harmony between labor and capital, comprehensively strengthens communication and coordination, continuously improves the working environment, and holds labor-management meetings regularly to maintain a good and smooth communication channel between labor and capital. In the future, we will continue to uphold the principle of integrity, create unity between labor and capital, and create profits together.
(B) The company regularly participates in market salary surveys to calibrate salary levels and provide market-competitive remuneration. It also adjusts salaries based on company operations, price indices, economic growth rates, and individual performance, and has a bonus system to motivate employees to grow and share business results.
(C) The distribution of employee remuneration and the issuance of year-end performance bonuses are all related to the company's operating objectives.
(D) Workplace Diversity and Equality: Create a diverse and inclusive corporate culture that values work-life balance and provides gender-equal development opportunities.
In accordance with the Company's Sexual Harassment Prevention and Complaint Handling Procedures, we have established a hotline for sexual harassment complaints (886-6619-3631), a hotline for reporting violations of integrity management (886-6619-3630), and an email address for reporting violations of integrity management (whistleblower_RL@duroyal.com). We strive to promote and maintain gender equality in the workplace, give full play to our strengths in a fair, open and just working environment, and ensure that operations comply with the integrity management code. At the same time, the company cooperates with legally registered childcare institutions to provide company employees with childcare and schooling discounts, taking care of employees' families and hoping that employees and the company will grow together.
The company has harmonious labor-capital relations and has not incurred losses due to labor-capital disputes. In addition, there have been no labor inspection results that have shown violations of the Labor Standards Act in the past two years and up to the date of publication of the prospectus. At the same time, the Company values the opinions of employees, deeply understands the employees' satisfaction with the management and welfare system, maintains good labor-management relations, and estimates that the possibility of losses caused by labor-management disputes in the future is extremely low.
Care for each region
Taiwan
In accordance with the relevant provisions of the Occupational Safety and Health Act, an "Occupational Safety and Health Committee" is established. It is composed of both labor and management in accordance with the law, and the general manager or factory director serves as the chairman. Labor representatives account for more than 1/3 of the seats in all occupational safety and health committees. A committee meeting is held every quarter to track the company's occupational hazards or occupational disease incidents. Based on the Occupational Safety and Health Act and the PDCA management cycle, various hazard identifications and risk assessments are carried out, and relevant improvement measures are proposed based on the assessment results, and the improvement results are tracked.
Stakeholder Communication
Keep close contact with stakeholders to understand your needs and expectations
And integrate it into corporate decision-making to jointly achieve sustainable long-term goals.
Sustainability Report
We publish a sustainability report every year to fully present our environmental performance
Efforts and achievements in social and corporate governance (ESG).
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