Employee benefits are our focus, and every USI employee are entitled to the following benefits:

Upholding the belief to share profits with employees, we attract, retain, cultivate, and encourage all kinds of outstanding talents and have established a comprehensive and competitive employee remuneration plan. All new employees are paid better than the statutory minimum wage. Allowances vary according to the position and educational attainment of employees. The year-end bonus is distributed according to the employees’ performance. Most importantly, the base salary is equal regardless of gender. Due to the characteristics of the petrochemical industry, the proportion of wage for female and male employees is slightly different. To stabilize the workforce and retain outstanding talents, apart from adjusting the pay for employees according to the consumer price index and personal performance of the employees every year, we participate in a compensation survey of the petrochemical industry to estimate pay standards in the market to make appropriate adjustments and planning. We also give a special raise to employees with outstanding performance to ensure that our pay is competitive with the market.

Every year we arrange periodic health checkups for employees. Our Taipei Office is equipped with a gym and the Kaohsiung Plant has qualified nurses who offer lifestyle advice and medical assistance to the employees there. We provide menstruation leave and individual breastfeeding space for female employees and have cooperation with kindergartens and educational organizations to provide daycare services for employees. In addition, we periodically organize outdoor activities for employees to maintain a balance between work and life.

In 2021 a total of 20 employees applied for the childbirth subsidy. Employees in need of parental leave can apply for the leave when their children are under 3 years of age. In 2021 a total of 54 employees were qualified for the leave, and only one applied for the parental leave of absence for six months (September 2021-February 2022). We have designed perfect plans for employees to return to work after parental leave. When an employee returns after the unpaid parental leave, we will arrange reinstatement education/training for the employee to protect their right to work and ensure their smooth return to work.

We have established a set of retirement regulations for all full-time employees and contribute every month the employee pension reserves to the personal pension account at the Labor Insurance Bureau for each employee in accordance with the Labor Standards Act. See the information on the retirement benefit plan disclosed in Note 21 of the 2021 individual financial statement for details.
https://www.usife.com/USIWebFiles/Meeting/Finance4I_110.pdf#page=44

We have a labor union and protect the right to collective bargaining and freedom of association of the employees. This fully demonstrates our determination to maintain labor rights and benefits. Every year, representatives elected by the employees attend the “labor-management-meeting” held periodically by the management to negotiate and discuss matters relating to labor conditions and employee welfare. In addition, relevant officers from management attend the “board meeting” and the “member representatives’ annual congress” held by the union to listen to the voices and appeals of employees and engage in face-to-face communication with the member representatives in order to arrive at a consensus, promote labor-management cooperation and create a win-win situation for both parties through this process.

By the end of 2021, the labor union had a total of 355 members, including 13 female members and 342 male members. Except for employees of the Taipei Office who are unable to join the union for the geographic reason, and the unit chiefs and personnel staff of Kaohsiung Plant who are not allowed to join the union by law, all employees of Kaohsiung Plant are union members, with a 100% participation rate. In addition, representatives of labor and management have formed the “Pension Reserve Supervisory Committee”, the “Employee Welfare Committee”, and the “Occupational Safety and Health Committee”. These committees hold meetings at planned intervals to provide a channel for labor and management to communicate and thereby maintain labor rights and benefits.

To enhance employee care and fulfill the employee’s demands, we conduct the employee engagement surveys (EES) from time to time to measure their satisfaction and work faithfulness and gather their opinions regarding USI’s policies, performance management, employee relationships, and salary and benefits for the reference of future improvement.

The 2021 EES was performed with a six-point scale. The score of all items fall above the industry’s average, suggesting our policies for promoting employee development and employee care have earned employee recognition. Additionally, we also plan and male rolling improvement with reference to employee feedback.

We keep promoting various policies for employee benefits, employee rewards, employee development, and employee communication.

➤ Performance evaluation

With respect to the “Employee Performance Evaluation Regulations” and “Employee Performance Supervision and Guidance Regulations”, officers and employees establish the annual performance evaluation targets together for the periodic performance evaluation. We also supervise and guide employees failing to meet the company’s performance requirements and maintain persistent observation to maintain organizational competitiveness.

To distinguish employees with excellent performance from those requiring guidance, we implement the “Employee Performance Supervision/Guidance” program for employees graded C and below in the annual performance evaluation. We will also terminate the employment contract with those who fail the program.

➤ Reward for improvement proposals

We constantly combine USIG’s proposal reward scheme and the real-time reward scheme to establish the “Regulations for Rewarding Outstanding Performance and Improvement Proposals”.

➤ Year-end bonus differentiation

We integrate USIG’s year-end bonus distribution to combine the year-end bonus with reward and punishment to reward the merits and punish the demerits.

The year-end bonus is distributed according to the “Employee Performance Evaluation Regulations”. For employees with poor performance, unwilling to take orders from their supervisors, or with other gross negligence, we will cancel or cut their year-end bonus with the president’s approval.