Various employee welfare measures, further education, training, retirement systems, and their implementation status, as well as labor-management agreements and various employee rights and interests protection measures.
Welfare measures
In order to strengthen employee welfare measures and improve employee welfare, the company established the Employee Welfare Committee on January 3, 2003, and regularly holds dinner parties, distributes wedding and funeral subsidies, condolences for injuries and illnesses, gifts for three major festivals, and parental leave, etc.
All employees participate in labor insurance and health insurance, and internal emails occasionally announce various employee welfare matters (health examination and employee travel, once a year), welfare committee information, education and training course information.
Further education and training
The Company's training fee for the year 2022 was NT$ 969,000, and various educational and training sessions were designed and organized for all colleagues. In addition, an enterprise management consulting company was commissioned to make up for the insufficiency of the Company's internal training, so that employees can work in a growing environment.
Periodically, company representatives are sent for external training or attend workshops organized by relevant academic institutions. Moreover, regular internal training sessions are conducted to enhance employee skills, thereby creating overall benefits for both the company and employees.
Retirement system and its implementation status
The Company has formulated the retirement guidelines, which have been in line with the implementation of the Labor Pension Act (hereinafter referred to as the “New System”) since July 1, 2005. The payment of the pension is made by the Company by setting aside not less than 6% of the monthly salary on a monthly basis to be deposited in the individual dedicated account for labor pensions. The original labor retirement reserve appropriation account under the Labor Standards Act had been settled in accordance with the law on June 30, 2011.
Labor-management agreements and various measures to protect the rights and interests of employees
The Company is an industry subject to the Labor Standards Act, and all operations are carried out in accordance with the Labor Standards Act. The labor-management relationship is harmonious, and there is no labor-management dispute in 2022.
The Company has established a labor-management meeting by election in accordance with the law, and regularly holds meetings on corporate governance communication and coordination, labor-management relations, and labor-management cooperation matters.
- Performance evaluations and interviews：every 6 months, 2 performance evaluations and interviews in 2022.
- Quarterly labor relations meetings：4 labor relations meetings in 2022.
Working Environment and Employee Safety
UVB maintains strict standards for workplace safety, formulates “Occupational Health and Safety Management Manual”, establishes the workplace safety management mechanism, and creates a safe workplace. The Company identifies, evaluates, and manages hazards in workplace to reduce potential threats while generating teaching materials with reference to common occupational accidents to educate our employees and to strengthen their safety awareness in order to prevent accidents.
The company has promulgated the "Regulations for Establishing Measures of Prevention, Correction, Complaint and Punishment of Sexual Harassment at Workplace" , "Occupational Health and Safety Management Manual", "Human-caused Hazards Prevention Plan", "Execution Plan for Abnormal Workload Promoting Disease Prevention", "Plan for Prevention of Illegal Infringement in Duty Execution" etc. for labor safety and health measures, including accidents, fire safety, electrical operation safety, machinery and equipment operation safety, first aid and rescue, preparation, maintenance and use of protective equipment , accident notification and reporting, etc., have relevant regulations and regular education and training to ensure a good working environment and personal safety protection of employees.
Implementation status of employee personal safety and working environment protection measures for the year 2022 were as follows:
- Occupational safety education and training: Occupational safety education and training is implemented when staffs are employed in accordance with the law. 75 people were trained in 2022, totaling 150 hours.
- First aid and firefighting training: The training course was held on September 23, 2022.
- Fire escape drills: Regular fire escape drills are conducted for employees to strengthen their concept of safe escape. The fire escape drill was held on September 27, 2022.
- Workplace security check: Qualified fire protection vendors and architects are engaged to conduct fire protection equipment security check and building security check. 24-hour access control is implemented at the head office and stores.
- Health checkups and health care benefits: A total of 152 employee health checkups were held on November 14-15, 2022; health care products and eyeglass frames are offered at a discount to employees twice a year in July and December.
- Occupational safety promotion: 12 times of occupational safety promotion information was shared in 2022.
- COVID-19 pandemic: we have established "Guidelines for Pandemic Prevention Work" to deal with pandemic prevention and response measures, such as pandemic investigation and reporting mechanism, workplace temperature monitoring and pandemic prevention and disinfection, working from home and by split operation, and stockpiling goggles, masks, rapid screening products, alcohol and other pandemic prevention materials.
- Employee health promotion: On August 28, 2022, we held a physical sports event and a month-long online sports event to create the core spirit of a healthy, active, and energetic workplace.
- Occupational disaster control: The number and ratio of deaths, serious injuries and recordable occupational injuries in 2022 were all zero.
Salary and Remuneration of Employee
Remuneration Policy
According to the Company's Articles of Incorporation, the Company shall distribute 1% to 10% of the profit for the year as employee compensation. However, if the Company still has accumulated losses, it shall make up for the loss. Employee compensation may be in stock or cash, and the recipients of the stock or cash may include employees of subordinate companies who meet certain conditions. The distribution of employee compensation shall be reviewed by the Compensation and Remuneration Committee, submitted to the Board of Directors for resolution, and reported to shareholders.
Performance Management
Work goal setting, management and assessment basis
- ◆ Semi-annual action plan formulation (project work and routine affairs)
- ◆ Weekly, monthly and quarterly work progress management and tracking
- ◆ Semi-annual work review form review score
- ◆ Execution of annual appraisal
Goal setting process: Top→Down
- ◆ In order to achieve the KPI of the enterprise, there is an action plan for the department/job, which is implemented by each unit
- ◆ Everyone's job role contributes to the achievement of corporate goals
Metrics should be set according to the "SMART" principle
- S —Specific
The formulation of each goal clearly states that it must be specific and not a generalization. - M—Measurable
Each objective should be set with quantitative indicators as far as possible. - A—Achievable
All goals must be achievable, realistic and challenging. - R—Relevant
Each objective must relate to the focus of job performance. - T—Timely
Each goal must be completed within a limited time.
Salary Structure and Operating performance reflects the implementation of employee remuneration policies
The Company sets the compensation system according to the characteristics of the industry, market conditions and future development. We also provide appropriate incentives according to the achievement of the company's operational goals and the performance assessment results of departments and employees in order to motivate our employees to jointly create operational performance and long-term value with the Company and to realize our establishment purpose, vision and mission and sustainable management.
1. Establishment of the Remuneration Committee
It is responsible for the policy, system, standard and structure of salary and compensation. The salary standard is in accordance with the classification of the position. The salary, license allowance, and promotion of positions shall not discriminate on the basis of gender, age, race, nationality, and other factors.
2. Salary Structure
- (1) Monthly salary: Applicants' expectations and salary market conditions must meet the salary standards for graded positions. Job salary, additional license, expiry of probationary period, and job promotion.
- (2) Bonuses: monthly or quarterly operating bonuses, year-end bonuses, employee remuneration distribution, project/incentive bonuses
- (3) Year-end bonus：
- The total year-end bonuses from 2020 to 2022 were between 3% and 7% of the current year's pre-tax profit and loss, and are issued according to the assessment standards.
- Assessment standard: 4 (level) = excellent; 3 (level) = good; 2 (level) = good, for the standard, most of them; 1 (level) = those who have not reached the probationary period or the performance is not as expected or otherwise special Considerer; 0 (grade) = poor (end of year not given).
3. Performance evaluation
Performance evaluation shall be carried out twice a year, and the evaluation results shall be used as the basis for promotion, salary adjustment, bonus payment and compensation payment.
Fair pay
The company is committed to implementing an equal and friendly workplace. The overall salary is better than that of OTC biotechnology and medical companies, and does not differ due to factors such as gender, age, race, and nationality, so that employees can develop their personal value in an equal workplace environment. And contribute to the director.
In 2022, the company's salary and compensation ratio between men and women in Taiwan, no matter whether it is a supervisory position or a general position, there is no significant difference in the annual salary and compensation ratio between female and male employees.