穎崴科技股份有限公司-企業永續

ESG

winway

Supportive Workplace

Human Rights Policy

WinWay fulfills its corporate social responsibilities and is dedicated to ensuring respect to the basic human rights of all employees. We recognize and follow the United Nations' Universal Declaration of Human Rights, Global Compact, Guiding Principles on Business and Human Rights, International Labour Organization Conventions, and various other international human rights conventions. Meanwhile, we also encourage our partners to make sure that their operating activities do not infringe or violate human rights and that they comply with the local laws and regulations of the company's location. WinWay's human rights policy extends to our subsidiaries, and is as follows:

Provide a safe, healthy, and clean work environment.
Eliminate all kinds of discrimination, bullying, and harassment.
Support and help employees in maintaining physical and mental health and achieving work-life balance.
Forbid the use of child labor and forced labor
Provide internal and external communication and violation reporting channels.
Guarantee job opportunities and equal pay.
Employees are free to associate and form societies according to the law.
Commitment to responsible mineral sourcing.
Stipulate various rules to reduce the risk of violating human rights.
Respect privacy, ensure that all collection and use of personal data complies with laws and regulations.

Employee Communication

WinWay places great importance on transparent two-way communication channels. Only by listening to every employee and respecting all their opinions can we create mutual benefits for the Company and our employees. The open communication channels include:

Labor-management meetings:

In regular labor-management meetings, the labor representatives put forth their expectations and needs for all aspects of the Company. An agreement is then reached through exhaustive communication and discussion.
Internal communication platform:

Employees can submit their needs and suggestions through the system or employee suggestion box.
President's mailbox:

Listen to the opinions of employees or their response to management.
New employee seminar:

By regularly holding new employee seminars, employees can fully and freely share their opinions related to work and the environment, establishing a sense of identity for newcomers to the Company.
Employee care and interviews:

HR and designated personnel of each department regularly conduct employee care and interviews.

Pleasure at Work

WinWay pays attention to the physical and mental health of employees. The Company encourages employees to engage in various leisure activities, sports, social activities, and travel to maintain their physical and mental health. Employees should enjoy their work and their personal lives. Employees are also invited to join the various events organized by the Welfare Committee.

End of year party
Holiday events
Annual employee trips
Diverse club activities
Competitions and social events

Training and Education

The development of the Company is fully intertwined with the growth of our employees. WinWay implements talent cultivation and competency development, and has won the Talent Quality Management System (TTQS) Silver Award. The structure of the Company's Education and Training Management Measures is as follows:

Orientation training:

A series of training courses have been developed for new employees. They include an introduction to the company, personnel regulations, occupational health and safety education, quality system, and industry and corporate introduction courses to help new employees adjust quickly.
On-the-job training:

A workplace mentor is assigned to every new employee to teach them the professional skills and abilities they need and help them fit into their departments quickly. Furthermore, varied and cross-departmental professional courses are provided to improve employee competitiveness.
General education training:

In addition to professional skills and abilities, information security and trade secrets courses, problem analysis and resolution courses, project management courses, and internal lecturer training are offered to improve the depth and breadth of job tasks.
Management competency:

The management training courses are planned according to the leadership skills required for each level of management, allowing managers of all levels to exert the required leadership skills.

Benefits

Flexible working hours(not including manufacturing units)
Bonuses during the three major holidays
Performance bonus
Annual salary adjustments
Bonuses are distributed according to earnings
Salary adjustments for promotions
Patent certification bonus
Gift vouchers for the major three holidays and birthdays
Free overtime meal
Free coffee/tea/snacks
Lunch allowances
Department dinner gathering allowances
Employee trips and stipends
Club activity stipends
Housing allowances for employees from other counties and cities
Allowances for regular health check-ups
Marriage/Childbirth/Hospital allowances
Tuition stipends and scholarships for education program
Scholarships for the children of employees
Group insurance
Employee stock ownership trust

Retirement scheme and implementation status

The years of service of the Company's employees applicable to the Labor Standards Act pension standards (old pension system) were settled on February 14, 2014 (official letter Lao-Gei-Zi No. 1035002213) in the pension reserve account of the Bank of Taiwan.
The Company allocates 6% of monthly wages to employees' personal pension account according to the Labor Pension Act (new pension system). According to the retirement system, employees who have reached the age of 60 may apply to withdraw the pension from the competent authority on their own. The Company's employee retirement measures have been formulated according to the Labor Standards Act and other related laws and regulations. The Company allocates pension reserves to the dedicated account specified by the government every month. In addition, the new pension system was implemented on July 1, 2005. The Company has completed the selection of the old or new system for all employees, and is allocating pensions every month for employees who chose the new system and employees hired after the implementation of the new system. The Company hopes to use a legitimate and comprehensive retirement system to benefit both the Company and our employees.

穎崴科技股份有限公司-企業永續

Supportive Workplace

Human Rights Policy

Employee Communication

Labor-management meetings:

Internal communication platform:

President's mailbox:

New employee seminar:

Employee care and interviews:

Pleasure at Work

Training and Education

Orientation training:

On-the-job training:

General education training:

Management competency:

Benefits

Retirement scheme and implementation status

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