{"id":265,"date":"2024-07-15T01:31:19","date_gmt":"2024-07-14T17:31:19","guid":{"rendered":"https:\/\/esg.tnp.com.tw\/?page_id=265"},"modified":"2025-10-21T02:23:46","modified_gmt":"2025-10-20T18:23:46","slug":"employee-welfare","status":"publish","type":"page","link":"https:\/\/esg.tnp.com.tw\/en\/employee-welfare\/","title":{"rendered":"Employee Compensation and Welfare"},"content":{"rendered":"
\n
\n

Salary and Benefits<\/h2>\n\n\n\n
\n
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.\nThe significant salary difference between male and female employees is primarily due to the higher proportion of male workers and managers.<\/div>\n\n\n\n
Salary Ratio by\nJob Level<\/strong><\/td>Number of Employees<\/strong><\/td>Total compensation (New Taiwan Dollars)<\/strong><\/td>Salary Ratio<\/strong><\/td><\/tr>
Female<\/strong><\/td>Male<\/strong><\/td>Female<\/strong><\/td>Male<\/strong><\/td>Female<\/strong><\/td>Male<\/strong><\/td><\/tr>
Management<\/strong><\/td>13<\/td>30<\/td>8,869,800<\/td>34,589,664<\/td>1<\/td>1.69<\/td><\/tr>
Non-management<\/strong><\/td>79<\/td>93<\/td>38,163,720<\/td>54,466,752<\/td>1<\/td>1.21<\/td><\/tr>
Direct\nPersonnel<\/strong><\/td>47<\/td>61<\/td>19,774,440<\/td>30,615,600<\/td>1<\/td>1.19<\/td><\/tr>
Indirect\nPersonnel<\/strong><\/td>45<\/td>62<\/td>27,259,080<\/td>53,771,616<\/td>1<\/td>1.43<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n
Notes:<\/div>\n\n\n\n
    \n
  1. The male-to-female salary ratio (annual salary ratio) is calculated as \"average male annual salary in the\ncategory\/average female annual salary in the category.\"<\/li>\n\n\n\n
  2. Management positions include members at the assistant vice president level and above.<\/li>\n<\/ol>\n\n\n\n
    <\/path><\/stop><\/stop><\/lineargradient><\/defs><\/svg><\/div>\n<\/div>\n\n\n\n
    \n
    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.\nIn 2024, as there were no special projects or other incentive programs, the payout returned to the normal distribution rate.<\/div>\n\n\n\n
    Year<\/strong><\/td>2023<\/strong><\/td>2024<\/strong><\/td>2023<\/strong><\/td>2024<\/strong><\/td><\/tr>
    Country<\/strong><\/td>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)<\/strong><\/td>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)<\/strong><\/td><\/tr>
    Taiwan<\/td>11.29<\/td>10.3<\/td>577.22<\/td>1.54<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n
    Notes:<\/div>\n\n\n\n
      \n
    1. The Chairman is not considered the highest-paid individual.<\/li>\n\n\n\n
    2. The median ratio of annual salary calculation formula: Annual salary of the highest-paid individual \/ Annual salary of the individual at the median.<\/li>\n\n\n\n
    3. 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.<\/li>\n<\/ol>\n<\/div>\n<\/div>\n <\/div><\/div>\n\n\n\n
      \n
      \n

      Welfare Policy<\/h2>\n\n\n\n
      \n
      TNP has an Employee Welfare Committee, elected by employees themselves,\nallowing employees to decide their own welfare. In addition to handling labor\ninsurance, health insurance, and labor pensions in accordance with the law, there\nare multiple company welfare policies, including bonuses and gifts, job security,\nhealth care, social activities, and an employee stock plan.<\/div>\n\n\n\n
      \n
      \n
      \n

      Bonuses and\nGifts<\/h2>\n<\/div>\n\n\n\n
      \n
      <\/path><\/svg>Year-end bonus.<\/span><\/div>
      <\/path><\/svg>Dragon Boat Festival, Mid-Autumn Festival bonuses, wedding\ngifts, birth gifts, funeral condolence money.<\/span><\/div><\/div>\n<\/div>\n<\/div>\n\n\n\n
      \n
      \n

      Comprehensive Job Security<\/h2>\n<\/div>\n\n\n\n
      \n
      <\/path><\/svg>Labor insurance.<\/span><\/div>
      <\/path><\/svg>National health insurance.<\/span><\/div>
      <\/path><\/svg>Group insurance.<\/span><\/div>
      <\/path><\/svg>Monthly pension contributions.<\/span><\/div><\/div>\n<\/div>\n<\/div>\n\n\n\n
      \n
      \n

      Employee Stock\nPlan<\/h2>\n<\/div>\n\n\n\n
      \n
      <\/path><\/svg>Encourage long-term talent to join the employee stock trust\nplan, with the company contributing 100% matching bonus.<\/span><\/div>
      <\/path><\/svg>Establish an employee welfare trust plan committee according\nto the law.<\/span><\/div><\/div>\n<\/div>\n<\/div>\n\n\n\n
      \n
      \n

      Rich Clubs<\/h2>\n<\/div>\n\n\n\n
      \n
      <\/path><\/svg>Ample funding for diverse sports clubs, such as table tennis and badminton clubs.<\/span><\/div><\/div>\n<\/div>\n<\/div>\n\n\n\n
      \n
      \n

      Comprehensive\nCare<\/h2>\n<\/div>\n\n\n\n
      \n
      <\/path><\/svg>Annual employee health checkups with a variety of health\ncheckup plans.<\/span><\/div>
      <\/path><\/svg>Regular health interviews with occupational health nurses and\nphysicians, providing professional consultation and employee\nhealth management.<\/span><\/div>
      <\/path><\/svg>Partner kindergartens for peace of mind for parents.<\/span><\/div><\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n\n\n\n
      \n
      \n
      \"Image63\"<\/div>\n\n\n\n
      Employee travel<\/h6>\n<\/div>\n\n\n\n
      \n
      \"Image64\"<\/div>\n\n\n\n
      Employee gatherings<\/h6>\n<\/div>\n\n\n\n
      \n
      \"Image66\"<\/div>\n\n\n\n
      Badminton Club Activity<\/h6>\n<\/div>\n\n\n\n
      \n
      \"Image67\"<\/div>\n\n\n\n
      Plant Nurse Consultation Hours<\/h6>\n<\/div>\n<\/div>\n<\/div>\n <\/div><\/div>\n\n\n\n
      \n
      \n

      Retirement System and Implementation<\/h2>\n\n\n\n
      \n

      TNP's employee retirement methods and various benefits plans are as follows:<\/p>\n\n\n\n

      Employee Retirement Methods<\/h2>\n\n\n\n

      To ensure employees' post-retirement life and promote personnel turnover to\ninvigorate the organization, the \"Taiwan Numerical Powers Co., Ltd. Employee\nRetirement Method\" is formulated. Employees may apply for retirement under one of\nthe following circumstances:<\/p>\n\n\n\n

        \n
      1. Over 60 years old with more than ten years of service.<\/li>\n\n\n\n
      2. Over 55 years old with more than fifteen years of service.<\/li>\n\n\n\n
      3. More than twenty-five years of service.<\/li>\n\n\n\n
      4. More than fifteen years of service and a major illness diagnosed by a doctor,\nallowing for early retirement upon approval.<\/li>\n<\/ol>\n\n\n\n

        Currently, 3.09% of TNP employees are under the old labor retirement system, and\n96.91% are under the new labor retirement system. According to Article 3 of the\nLabor Standards Law\u2019s Labor Retirement Reserve Fund Allocation and Management\nMeasures, the labor retirement reserve fund is contributed monthly by the business\nunit within the range of 2% to 15% of the total monthly salary. The company\ncontributes the maximum amount of 15% as the retirement reserve fund for\nemployees and, according to Article 56, Paragraph 2 of the Labor Standards Law,\nreviews the balance of the labor retirement reserve fund account annually. If the\nbalance is insufficient to pay employees who qualify for retirement within the year,\nthe company will fully contribute in cash before the end of March and deposit it in the\nTaiwan Bank in the name of the Labor Retirement Reserve Fund Supervision\nCommittee.
        From July 1, 2005, for new employees or employees who switched to the new\nsystem from the old retirement system before June 30, 2010, TNP additionally bears\n6% of the employee's salary each month as a retirement fund contribution.\nEmployees may also voluntarily contribute within the range of 6% of their monthly\nsalary. The voluntarily contributed amount can be fully deducted from the individual's\nannual comprehensive income.<\/p>\n<\/div>\n\n\n\n

        \n

        Employee Benefit Plan<\/h2>\n\n\n\n

        TNP has an employee welfare committee, which allocates welfare funds according to\nthe law to organize various welfare activities. Various health and sports clubs are\nwidely established, and employee club participation fees are subsidized annually.\nAdditionally, birthday bonuses, fixed employee lunch or dinner fees, and annual\nemployee travel expense subsidies are provided during employees' birthday months.\nHealth and insurance benefits offered to employees include:<\/p>\n\n\n\n

          \n
        1. Health Checkups: The company provides health checkups once a year,\nexceeding legal requirements, including abdominal ultrasound and cancer\nscreening. Health checks are arranged according to different work units, with\nprofessional nurses analyzing health checkup reports to provide employee\nconsultations and health management.<\/li>\n\n\n\n
        2. Group Insurance: The company pays for personal accident insurance for\nemployees.<\/li>\n\n\n\n
        3. Travel Insurance: Overseas travel safety insurance is provided for employees\non business trips.<\/li>\n\n\n\n
        4. Employee Stock Trust: Long-term employees are encouraged to join the\nemployee stock trust plan, with the company contributing 100% matching\nbonuses and establishing an employee welfare trust plan committee\naccording to the law<\/li>\n\n\n\n
        5. Other Benefits: These include long-service awards, birthday and festival\nvouchers, May Day labor holiday vouchers, wedding and maternity gift\nsubsidies, and funeral condolence money.<\/li>\n<\/ol>\n<\/div>\n<\/div>\n <\/div><\/div>\n\n\n\n
          \n
          \n

          Parental Leave Without Pay Implementation\nStatus<\/h2>\n\n\n\n
          \n

          Statistics on employee parental leave for the past three years<\/h2>\n\n\n\n
          Year<\/strong><\/td>2022<\/strong><\/td>2023<\/strong><\/td>2024<\/strong><\/td><\/tr>
          Gender\/Total<\/strong><\/td>Male<\/strong><\/td>Female<\/strong><\/td>Total<\/strong><\/td>Male<\/strong><\/td>Female<\/strong><\/td>Total<\/strong><\/td>Male<\/strong><\/td>Female<\/strong><\/td>Total<\/strong><\/td><\/tr>
          Number\neligible for\nparental leave\nA<\/td>4<\/td>9<\/td>13<\/td>5<\/td>7<\/td>12<\/td>3<\/td>7<\/td>10<\/td><\/tr>
          Number who\nactually\napplied for\nparental\nleave B<\/td>1<\/td>3<\/td>4<\/td>1<\/td>1<\/td>2<\/td>0<\/td>1<\/td>1<\/td><\/tr>
          Number due to\nreturn\nfrom parental\nleave C<\/td>1<\/td>3<\/td>4<\/td>1<\/td>1<\/td>2<\/td>0<\/td>1<\/td>1<\/td><\/tr>
          Number who\nactually\nreturned from\nparental leave\nD<\/td>0<\/td>3<\/td>3<\/td>1<\/td>1<\/td>2<\/td>0<\/td>1<\/td>1<\/td><\/tr>
          Number who\nreturned from\nparental leave\nin the\nprevious year\nE<\/td>1<\/td>0<\/td>1<\/td>0<\/td>3<\/td>3<\/td>0<\/td>0<\/td>0<\/td><\/tr>
          Number who\ncontinued\nworking for\na year after\nreturning\nfrom parental\nleave in\nthe previous\nyear F<\/td>1<\/td>0<\/td>1<\/td>0<\/td>3<\/td>3<\/td>0<\/td>0<\/td>0<\/td><\/tr>
          Current year's\nreturn\nrate from\nparental\nleave % (D\/C)<\/td>0<\/td>100<\/td>75<\/td>100<\/td>100<\/td>100<\/td>0<\/td>100<\/td>100<\/td><\/tr>
          Current year's\nretention rate\nafter\nparental leave\n% (F\/E)<\/td>100<\/td>0<\/td>100<\/td>0<\/td>100<\/td>100<\/td>N\/A<\/td>N\/A<\/td>N\/A<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n
          Calculation Method:<\/div>\n\n\n\n
            \n
          1. Number due to return = number expected to return from parental leave without pay in the given year.<\/li>\n\n\n\n
          2. N-year retention number = number of employees who actually returned in N-1 year and were still employed as of\n12\/31 of year N.<\/li>\n<\/ol>\n<\/div>\n<\/div>\n <\/div><\/div>","protected":false},"excerpt":{"rendered":"","protected":false},"author":1,"featured_media":1256,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_gspb_post_css":"#gspb_row-id-gsbp-3aaa0e3{justify-content:space-between;margin-top:0;margin-bottom:0;display:flex;flex-wrap:wrap;padding-top:120px;padding-bottom:120px}#gspb_row-id-gsbp-3aaa0e3>.gspb_row__content{display:flex;justify-content:space-between;margin:0 auto;width:100%;flex-wrap:wrap}div[id^=gspb_col-id]{box-sizing:border-box;position:relative}@media (max-width:575.98px){#gspb_row-id-gsbp-3aaa0e3{padding-top:60px;padding-bottom:60px}}#gspb_col-id-gsbp-e91fe21.gspb_row__col--12{width:100%}@media 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