Social Sustainability
Employee Recruitment
In accordance with the Company's operational strategies and annual human resources goals, Wafer Works committed to diversity and inclusion in recruitment and the compensation paid to workers are in compliance with local laws, and cooperates with various human resources initiatives of the local government, provides priority in employment to local residents and other initiatives to increase local employment opportunities, and recruits talents through various channels, such as: job banks, campus recruitment, industry-academia cooperation, R&D Substitute Services, job fairs, job matching at employment service stations, etc. Promote industry-academia manpower utilization, strengthen the R&D management capabilities of Wafer Works, and also revitalize the professional and technical development space of doctoral talents in the academic field, creating the effectiveness of high-level talent training.
1. In cooperation with the RAISE program (Rebuild After PhDs' Industrial and Skill Expertise) of the Ministry of Science and Technology (MOST), we hire PhD candidate and assist them in on-the-job training in semiconductors
2. Hire and cultivate high-quality R&D talents through the R&D Substitute Services program of the Ministry of the Interior
3. Cooperate with the Taoyuan City Government to promote the "Employment and Wage Security for Taoyuan City Youth" program.
Before hiring employees, we will go through a rigorous screening process and fair salary verification and will not treat different applicants differently because of their region, gender, age or race. At the same time, we employ physically and mentally challenged employees to encourage socially disadvantaged groups to bring their potentials into full play. The Company provides appropriate work assistance, such as arrange sign language interpreters for regular interpretation and care for physically and mentally challenged employees to ensure that they work at Wafer Works with peace of mind.
Nondiscrimination and Prohibition of Child Labor
Wafer Works is committed to protecting employee human rights, personal privacy and prohibiting undue discrimination. For talent recruitment, we uphold the principles of fair, equitable and integrity, and the recruitment, selection and employment of employees are in compliance with government laws and regulations. No discrimination and compensation discrimination on the basis of race, class, language, ideology, religion, affiliation, national origin, place of birth, gender, sexual orientation, age, marital status, appearance, facial features, physical or mental disability, or trade union membership is allowed. We explicitly prohibit the use of child labor to ensure that no recruitment of children under the minimum age for employment and prohibit young workers from performing hazardous work to safeguard their physical and mental health and safety. There was no any violations of child labor during the reporting period. At the same time, the Wafer Works Supplier Code of Conduct stipulated that supplier shall not use child labor in any manufacturing process. Wafer Works will provide supportive/remedial measures if the use of child labor is found.
Wafer Works is committed to creating a diverse and rich learning development environment, cultivating highly committed and dedicated employees, laying the foundation for corporate excellence, and continuing to work on technology, products, trends, mindsets, and other aspects, hoping to achieve the win-win goals of employee growth, self-actualization and Company performance improvement. In order to promote the talent cultivation, the HR Division formulates the training plan for the following year and conducts courses through the annual training survey and planning.
Training courses are divided into five categories: "Newcomers' Training", "Core Technology", "Quality and Efficiency", "Leadership", and "Core General Knowledge".
Comprehensive Training System
Wafer Works provides employees with the most comprehensive and professional talent training and development system. From newcomers to senior management, we have established a full range of training and development categories to meet the needs of employees at different stages. The annual educational training objectives are planned based on the Company's operational goals and capability requirements. The personal learning and development plan is formulated according to the departmental goals and integrating personal goals and career development. Implement professional occupational competency courses to enhance employee capabilities, strengthen organizational competitiveness, and establish a complete career system for employees, coupling with the E-Learning platform for learning and development.
In 2022, the training plan includes five major categories of courses, with one session of each course offered in the first and second half of the year. The course participation rate reached 90%. In response to the pandemic, instructors were requested to create course videos and online learning was implemented, allowing employees to learn anytime without being limited by time and space. The training topics and strategies are aligned with the Company's operational objectives and employees' developmental goals, aiming to enhance their skills and competencies through education and training.
Semiconductor Talent Cultivation
With the objectives of "cultivating semiconductor talents" and fulfilling the CSR of industrial talents cultivation, in addition to continuous investment in internal and external talents cultivation and capability enhancement over the years, we have further stepped into the campus to fulfill our responsibility of cultivating the seed talents of semiconductor technology. We had carried out various industry-academia collaboration program in 2022.
Various industry-academia collaboration and internship activities of "Semiconductor Seeds" are conducted with National Cheng Kung University, CJCU, Shin Shing High School, etc. for semiconductor seed talents cultivation starting from the school stage, so that young students can learn more about semiconductor-related knowledge and technology during their studies. We closely connect with the subsequent talent development in the workplace and active in employment matchmaking to take roots in the semiconductor talents cultivation and fulfill CSR.
In order to cultivate outstanding talents in science and technology and provide talent learning channels, Wafer Works participates in the R&D Substitute Services program to nurture professional/dedicated R&D manpower. We attach great importance to the study and application of basic science to accumulate R&D experience.
Performance Management and Career Planning
Wafer Works implements performance management through an open performance assessment system. The system is applicable to all full-time employees of Wafer Works, regardless of gender or age. Managers conduct performance reviews with subordinates to discuss goal achievement, suggestions for competency development, and feedback for career development to understand the differences between subordinates and managers on task completion and expectations through regular performance assessments. Emphasizing the mechanism of "employee development is the main priority and it is supplemented by performance assessment", thereby cultivating and developing the personal skills of employees, further enhancing the Company's competitiveness and overall organizational effectiveness.
Managers formulate respective annual personal development plan in accordance with the department's nextyear development goals and employees' career intentions and personal development needs in November every year, so that employees can enrich their knowledge and skills required for the jobs in a targeted and planned manner to prepare for future career development and achieve the goals of performance improvement and capability development. The effectiveness of its implementation will be reviewed based on the goals, work content and learning plans set at the beginning of the year during the year-end review.
The Company regularly conducts performance assessment every year, and the assessment items and standards are formulated based on the job titles and job responsibilities, which will be served as a reference for year-end bonus issuance, promotion or salary adjustment. All employees with more than one month of service are subject to the 100% assessment in accordance with requirements.
Employee Distribution and Structure
As of the reporting period, Wafer Works has employed a total of 1,161 employees, of which no non-employee workers were employed. The number of employee and gender distribution during the reporting period are shown in the table below:
In order to strengthen the harmonious relationship with the local community and increase the job stability of employees, Wafer Works mainly hires local residents, and the total ratio of hiring residents of Taiwan to serve as management level with grade 9 or above in the Company has reached 100%.
The statistics for employee count, gender, and categories for the past 3 years are as follows:
Hiring Multi-ethnic Employees
In compliance with the provisions of employing people with disabilities with capability to work and the number of employees with disabilities shall be no less than 1 percent of the total number of the employees which set out in the "Person with Disabilities Rights Protection Act", Wafer Works actively employs employees with disabilities, and promotes relevant innovative and friendly workplace, job redesign and other measures. The distribution of multi-ethnic employees is shown in the table below.
Talents are the cornerstone of business operations. Wafer Works continues to uphold the spirit of "co-creation, co-prosperity, and sharing", and is committed to providing employees with quality working conditions. With taking care of and caring for employees as the starting point, we create a happy workplace, including providing an ideal work environment, competitive salary, and equal work environment, etc., and a variety of benefits to retain talents and attract outstanding talents to Wafer Works, creating an infinite future together.
LOHAS Workplace
Competitive Salary and Benefits Exceeding Industry Standards
In order to achieve the long-term development of the Company and take into account the living standards of employees, Wafer Works attaches importance to the salary and benefits of employees. We perform compensation benchmarking through various channels every year and make appropriate adjustments to the salary of employees and attract talents to the Company with competitive salary.
The employee compensation of Wafer Works does not affect by personal factors such as gender, race, nationality, age, etc., and equal pay for work of equal value. However, the salary is determined based on the competency, academic qualification and work experiences of new recruits, and the annual salary adjustment corresponding to individual performance is made according to the operating conditions of the Company. Therefore, there is a disparity in the proportion of salary by position.
As of the end of the reporting period, compensation ratios for male and female and starting salary were as follows:
Comprehensive Welfare System
Wafer Works hopes to provide a comprehensive protection for employees through the formulation of various benefits and the promotion of the establishment of a sound organization. By coordinating funds and promoting various welfare measures which are more superior than the Labor Standards Act, the Employee Welfare Committee provides a variety of welfare options, so that employees are more willing to participate in the planning and implementation of actual activities in order to improve the physical and mental wellness and maintain the right to freedom granted by the constitution.
Treat Every Employee Equally
Wafer Works aims to create equal working conditions and adheres to the concept of gender equality and ethnic integration in the compensation design and assessment, which is determined based on the candidate's academic background, professional knowledge or skills, professional experience, and job category, and do not vary because of gender, race, political affiliation, marital status, national and ethnic origin, age, or religious beliefs. As long as candidates have the ability and confidence, they can compete on an equal footing for any position, regardless of the job, promotion or training.
Occupational Safety and Health
Wafer Works has introduced OSHMS and implemented it in a progressive manner in accordance with PDCA. The scope of implementation and applicable targets of this system covered the operational premises and all workers of each plant, and contractors/subcontractors who are stipulated in the contractor agreements. As required by regulation, emergency response drills and training courses are scheduled every year, including response instructions, equipment wear and use, and response drills, etc., so that employees able to understand the incident response procedures and handling, thereby reducing the possible hazards and losses caused by incidents. In accordance with the Occupational Safety and Health Act, when there is a concern of a potential imminent danger at a workplace, the employers, or people responsible for the worksite shall immediately issue orders to halt work and withdraw workers to a safe location. When workers discover there is a concern of a threat of imminent danger while executing their duties, under conditions in which the safety of other workers is not jeopardized, they may terminate work of their own accord and withdraw to safe locations, and immediately report to their direct supervisors. Wafer Works will not dismiss, reassign, not pay wages for the period of work on halt, or otherwise impose unfavorably treatment on workers taking actions mentioned in the preceding paragraph.
The OSHMS ISO 45001:2018 of our Yangmei Fab and Longtan Fab covered employees, contractors, suppliers, guests, visitors, and other stakeholders, including the activity areas and workplace of the above-mentioned personnel. In accordance with ISO 45001, for workers who are not employees but whose work and/or workplaces are controlled by the organization, Wafer Works follows relevant management procedures to ensure that relevant contractors, suppliers, and other workers of each plant have a safe and healthy work environment. In addition, all process related management and operation of outsourced services are also included in OSHMS in order to ensure the safety and health of all personnel, achieving a comprehensive safety and health management, and striving to create a zero-accident working environment.
Risk and Hazard Identification
Wafer Works has formulated the "Regulations Governing Hazard Identification and Risk Assessment" and related procedures in accordance with the Technical Guidelines of Risk Assessment of Occupational Safety and Health Administration (OSHA) to execute the identification, assessment, and control of environmental hazards in the workplace and operational hazards. Under the control of the plant area, we identify risks and hazards that exist around the workplace due to operational activities and review the OSHMS. We will include the unacceptable medium and high-level risks in the management plan for improvement based on the identification and assessment results to reduce the risk level and implement risk control and ensure the effectiveness of the management system.
Health Management
Employees are an important asset of Wafer Works. We attach great importance to the health of employees and provide all employees with general physical checkups and special physical checkups for those involved in special health hazard works every year. We regularly conduct relevant work environment monitoring for the units engaged in special health hazards works in the plant area in accordance with the requirements of the Occupational Safety and Health Act, as a basis for ensuring the health of employees. The inspection results will be consolidated and managed at different levels after conducting the health inspection of the relevant special health hazard works based on the monitoring results.
The special physical checkups result for those involved in special health hazard works in 2022 showed that no work-related disorders were observed. The medical unit continues to arrange medical staff to interview employees who are classified for level II management and provide individual health education and relevant recommendations to them. The following table is the statistics of general physical checkup and special physical checkup in 2022.