Salary and Benefits
The Company’s starting salaries for both male and female employees are in compliance with the minimum basic wage stipulated by the Labor Standards Act. As of the end of 2024, the ratio of female to male basic wages and minimum wages is 1:1. However, we also consider factors, such as seniority and work performance for salary and compensation, leading to differences in such ratios across job levels. The annual salary ratios for the reporting period are shown in the table below.
The significant salary difference between male and female employees is primarily due to the higher proportion of male workers and managers.
| Salary Ratio by Job Level | Number of Employees | Total compensation (New Taiwan Dollars) | Salary Ratio | |||
| Female | Male | Female | Male | Female | Male | |
| Management | 13 | 30 | 8,869,800 | 34,589,664 | 1 | 1.69 |
| Non-management | 79 | 93 | 38,163,720 | 54,466,752 | 1 | 1.21 |
| Direct Personnel | 47 | 61 | 19,774,440 | 30,615,600 | 1 | 1.19 |
| Indirect Personnel | 45 | 62 | 27,259,080 | 53,771,616 | 1 | 1.43 |
Notes:
- The male-to-female salary ratio (annual salary ratio) is calculated as "average male annual salary in the category/average female annual salary in the category."
- Management positions include members at the assistant vice president level and above.
In 2023, the ratio of the increase in the Company’s highest-paid individual’s total annual compensation to the increase in the total annual compensation of all other employees (excluding the highest-paid individual) reached 577.22. This was because the highest-paid individual achieved specific project targets for the year, and the Company awarded a special project bonus as an incentive.
In 2024, as there were no special projects or other incentive programs, the payout returned to the normal distribution rate.
| Year | 2023 | 2024 | 2023 | 2024 |
| Country | Ratio of the Company’s highest-paid individual’s total annual compensation to the median total annual compensation of employees (excluding the highest-paid individual) | Ratio of the increase in the highest-paid individual’s total annual compensation to the increase in the total annual compensation of all other employees (excluding that individual) | ||
| Taiwan | 11.29 | 10.3 | 577.22 | 1.54 |
Notes:
- The Chairman is not considered the highest-paid individual.
- The median ratio of annual salary calculation formula: Annual salary of the highest-paid individual / Annual salary of the individual at the median.
- Annual salary increase ratio calculation formula: Annual salary increase percentage of the highest-paid individual / Annual salary increase percentage of the individual at the median.
Welfare Policy
TNP has an Employee Welfare Committee, elected by employees themselves,
allowing employees to decide their own welfare. In addition to handling labor
insurance, health insurance, and labor pensions in accordance with the law, there
are multiple company welfare policies, including bonuses and gifts, job security,
health care, social activities, and an employee stock plan.
Bonuses and Gifts
Comprehensive Job Security
Employee Stock Plan
Rich Clubs
Comprehensive Care
Employee travel
Employee gatherings
Badminton Club Activity
Plant Nurse Consultation Hours
Retirement System and Implementation
TNP's employee retirement methods and various benefits plans are as follows:
Employee Retirement Methods
To ensure employees' post-retirement life and promote personnel turnover to invigorate the organization, the "Taiwan Numerical Powers Co., Ltd. Employee Retirement Method" is formulated. Employees may apply for retirement under one of the following circumstances:
- Over 60 years old with more than ten years of service.
- Over 55 years old with more than fifteen years of service.
- More than twenty-five years of service.
- More than fifteen years of service and a major illness diagnosed by a doctor, allowing for early retirement upon approval.
Currently, 3.09% of TNP employees are under the old labor retirement system, and
96.91% are under the new labor retirement system. According to Article 3 of the
Labor Standards Law’s Labor Retirement Reserve Fund Allocation and Management
Measures, the labor retirement reserve fund is contributed monthly by the business
unit within the range of 2% to 15% of the total monthly salary. The company
contributes the maximum amount of 15% as the retirement reserve fund for
employees and, according to Article 56, Paragraph 2 of the Labor Standards Law,
reviews the balance of the labor retirement reserve fund account annually. If the
balance is insufficient to pay employees who qualify for retirement within the year,
the company will fully contribute in cash before the end of March and deposit it in the
Taiwan Bank in the name of the Labor Retirement Reserve Fund Supervision
Committee.
From July 1, 2005, for new employees or employees who switched to the new
system from the old retirement system before June 30, 2010, TNP additionally bears
6% of the employee's salary each month as a retirement fund contribution.
Employees may also voluntarily contribute within the range of 6% of their monthly
salary. The voluntarily contributed amount can be fully deducted from the individual's
annual comprehensive income.
Employee Benefit Plan
TNP has an employee welfare committee, which allocates welfare funds according to the law to organize various welfare activities. Various health and sports clubs are widely established, and employee club participation fees are subsidized annually. Additionally, birthday bonuses, fixed employee lunch or dinner fees, and annual employee travel expense subsidies are provided during employees' birthday months. Health and insurance benefits offered to employees include:
- Health Checkups: The company provides health checkups once a year, exceeding legal requirements, including abdominal ultrasound and cancer screening. Health checks are arranged according to different work units, with professional nurses analyzing health checkup reports to provide employee consultations and health management.
- Group Insurance: The company pays for personal accident insurance for employees.
- Travel Insurance: Overseas travel safety insurance is provided for employees on business trips.
- Employee Stock Trust: Long-term employees are encouraged to join the employee stock trust plan, with the company contributing 100% matching bonuses and establishing an employee welfare trust plan committee according to the law
- Other Benefits: These include long-service awards, birthday and festival vouchers, May Day labor holiday vouchers, wedding and maternity gift subsidies, and funeral condolence money.
Parental Leave Without Pay Implementation Status
Statistics on employee parental leave for the past three years
| Year | 2022 | 2023 | 2024 | ||||||
| Gender/Total | Male | Female | Total | Male | Female | Total | Male | Female | Total |
| Number eligible for parental leave A | 4 | 9 | 13 | 5 | 7 | 12 | 3 | 7 | 10 |
| Number who actually applied for parental leave B | 1 | 3 | 4 | 1 | 1 | 2 | 0 | 1 | 1 |
| Number due to return from parental leave C | 1 | 3 | 4 | 1 | 1 | 2 | 0 | 1 | 1 |
| Number who actually returned from parental leave D | 0 | 3 | 3 | 1 | 1 | 2 | 0 | 1 | 1 |
| Number who returned from parental leave in the previous year E | 1 | 0 | 1 | 0 | 3 | 3 | 0 | 0 | 0 |
| Number who continued working for a year after returning from parental leave in the previous year F | 1 | 0 | 1 | 0 | 3 | 3 | 0 | 0 | 0 |
| Current year's return rate from parental leave % (D/C) | 0 | 100 | 75 | 100 | 100 | 100 | 0 | 100 | 100 |
| Current year's retention rate after parental leave % (F/E) | 100 | 0 | 100 | 0 | 100 | 100 | N/A | N/A | N/A |
Calculation Method:
- Number due to return = number expected to return from parental leave without pay in the given year.
- N-year retention number = number of employees who actually returned in N-1 year and were still employed as of 12/31 of year N.