Staff Care

Employee Benefits

  1. In accordance with the Employee Benefits Ordinance, all employees of the Company are members of the Employee Benefits Committee. The committee is responsible for handling various employee welfare matters on a regular basis and contributing to the welfare fund in accordance with the regulations.
  2. Provide universal health insurance, labor insurance (including occupational accident insurance), and contribute to labor pensions in accordance with the law.
  3. The Company has taken out a group insurance policy for its employees, which includes accident, life insurance and medical insurance for the employees themselves, their spouses and their children.
  4. Employee welfare activities are organized regularly, and welfare planning and budgeting are carried out every year, including annual festival gift coupons, domestic travel subsidies, wedding and funeral subsidies, tailgating and birthday coupons. The Company and its subsidiaries provide legal welfare measures in accordance with local labor laws and regulations, and actively cultivate talents and take full care of employees to protect their living conditions and build a more comfortable and pleasant working environment.

Education and Training

  1. Training Strategy and Objectives
    The Company recognizes employee learning and development as a key element of human resource management. Based on our core functions, we promote various training activities and talent training programs based on our business strategy and linked to our professional training blueprints, as well as our company courses, in-house courses, external training courses, and skill-sharing mechanisms.
  2. Education and Training
    For the year ended December 31, 2012, the Company and its subsidiaries had 311 employees participate in internal and external training, with a total of 749 hours of training, and the actual training expense for the year was NT$142 thousand.

    The Company and its subsidiaries routinely conduct various educational and training programs, etc., as described below:

    A. Training for newcomers
    -Introduction to the company, organizational structure and environment.
    -Personnel regulations and personal rights and obligations.
    -Other professional knowledge and skills required for the job, to speed up the adaptation of new recruits to the environment.
    B. Professional Training Courses
    -We set up professional training blueprints according to duties, seniority, and hierarchy, and organize various professional training to help employees obtain the professional abilities required for their jobs.

    C. General personal knowledge management and self-development
    -Assist in various external training programs to enhance communication skills, time management, work efficiency, or through practical experience sharing and exchange to strengthen personal growth.

    D. Departmental Training
    -From time to time, we organize training courses for all employees, which include the introduction of company products, research and development technology, new market knowledge and so on, providing rich training resources.

Staff Retirement System and Implementation

The Company’s retirement system is based on the Labor Standards Law and its related regulations, and the Labor Retirement Reserve Supervisory Committee was established to make monthly contributions to the retirement reserve in accordance with the law, which are deposited in the Central Trust of China for safekeeping.
Employees with 15 or more years of service and aged 55, 25 or more years of service, and 10 or more years of service and aged 60 are eligible to retire on their own initiative, and their pensions are calculated in accordance with the Labor Standards Act. In addition, since July 1, 2005, the Company has implemented a new system in accordance with the Labor Pension Act. For employees who are subject to the Act, the Company’s monthly contribution to the employees’ pension fund shall not be less than 6% of the employees’ monthly wages and shall be deposited in the employees’ pension fund account set up by the Employee’s Labor Insurance Bureau in order to ensure the livelihood of the employees after their retirement.

Labor-management agreements and various employee rights and interests protection measures

The Company and its subsidiaries are committed to rationalizing all systems, such as employee attendance, vacation, retirement, etc., in accordance with local laws and regulations, as well as providing year-end bonuses based on business performance and job evaluation.
In addition, in order to coordinate labor-management relations, we hold regular labor-management meetings (at least once a year) to promote labor-management cooperation and enhance work efficiency, and we are committed to creating a good working environment and setting up a smooth communication channel between labor and management.
In fiscal year 113, there were no labor disputes or violations of the freedom of association and group consultation that resulted in penalties imposed by the competent authorities.

Providing a safe and healthy environment

  1. The company is located in Taipei Neihu Technology Park and Hsinchu R&D Center is located in Taoyuan Technology Park. The company does not have its own production line and focuses on the office work environment.
  2. All full-time employees are covered by Workers’ Compensation Insurance, Universal Health Insurance, and Group Insurance.
  3. Regularly organize staff health checks and promote workplace health promotion activities to enhance the physical and mental health of staff.
  4. In accordance with relevant laws and regulations, the Company has set up labor safety and hygiene supervisors and fire prevention managers, and has implemented employee training, fire safety equipment maintenance, fire prevention and evacuation facilities, and energy equipment use management and supervision in accordance with the protection plan to safeguard the safety of the workplace and to create a safe, comfortable, and friendly working environment.
  5. The office is equipped with drinking water fixtures that comply with drinking water standards and are cleaned on a regular basis.
  6. Annual cleaning and disinfection.
  7. Clean and overhaul the air conditioning system, cooling water tower, and air supply equipment every year to maintain good air quality.
  8. In accordance with the Tobacco Harm Prevention and Control Law, formulate no-smoking clauses and set up relevant no-smoking slogans in the workplace.

Human Resources Service Email: hr@newsoft.com.tw

Implementation status of working environment protection measures: In 2012, there were 2 inspections of office fire safety equipment and building fire safety inspections, and 1 fire safety lecture was held. Inspection of office fire safety equipment in May 2013, and fire safety inspection of building in June 2013.

Diversity and Equality in the Workplace

The company complies with international human rights conventions such as [Universal Declaration of Human Rights], [The United Nations Global Compact]
and [ILO Conventions] In the spirit of this, we formulate employee management measures and related norms. Our company is committed to protecting human rights, personal privacy, prohibiting inappropriate
discrimination and sexual harassment, and providing equal employment opportunities. We adhere to the principles of fairness, justice and integrity in talent recruitment, and formulate recruitment policies that are both diverse, equal and inclusive, regardless of gender, age,
race, nationality, marital status, religion, physical or mental disability, political stance or There will be differential treatment based on gender, orientation and other factors to build a friendly workplace that is both diverse and inclusive.

In 2013, there were no incidents of child labor, forced and compulsory labor, human rights violations or workplace discrimination, or any sanctions or penalties imposed by the competent authorities.

Comprehensive compensation and performance appraisal

The company has established a complete performance management and salary system, focusing on equal rights, gender-neutral salary system, fair and just performance appraisal and promotion system. According to the company’s articles of association, if there is a profit in the year,
1%-15% will be allocated as employee remuneration, and competitive remuneration conditions will be provided, including basic salary, allowances, bonuses and employee remuneration, and based on their performance Incentive
bonus plans are formulated based on comprehensive factors such as job responsibilities, and the company’s operating performance is combined with employee assessment. The assessment results are used as the basis for promotion and salary adjustment.

Prevention of Sexual Harassment in the Workplace

In order to prevent and deal with sexual harassment and to provide a work and service environment free from sexual harassment, Newsoft International Technology Corporation (NITC) has formulated the “Regulations on Complaints and Disciplinary Measures for Prevention of Sexual Harassment in the Workplace” in accordance with Article 13 of the Gender Equality Act, the Guidelines on Measures for Prevention of and Disciplinary Measures for Sexual Harassment in the Workplace and Article 7 of the Sexual Harassment Prevention and Control Act, which is publicly disclosed and declared as follows:

  1. A person must not sexually harass or assault another person.
  2. Sexual harassment is punishable by a fine of not less than NT$10,000 and not more than NT$100,000, and the fine is increased by one-half if the person takes advantage of a position of power or opportunity to engage in sexual harassment.
  3. Complaint channel:
    Hotline: 02-77210111 Human Resource Unit
    Fax: 02-77212001
    Mailbox: hr@newsoft.com.tw
  4. Relevant provisions on the prevention and treatment of sexual harassment incidents: Measures for the prevention and control of sexual harassment in the workplace, grievances and disciplinary measures