Employee Care
Employee Relations
Employee rights
- Human rights management
Winmate follows the Responsible Business Alliance (RBA), which has human resources policies, work rules, and related personnel management regulations. The company promises to treat all employees with fairness, reasonableness, friendliness, dignity, and respect. In addition, Winmate protects the human and work rights of the employees, strictly prohibits child labor or any form of forced labor, illegal discrimination, or unequal acts. The relevant labor laws and basic human rights principles shall be observed to protect the legitimate rights and interests of the employees, including:
Legal protection: the labor-management agreement, which regulates the rights and responsibilities for both parties, employee behavior and ethics codes, working hours, salary policies, and benefits according to legal standards.
Prohibition of child labor: no workers under 16 will be employed, and applicants will be identified and verified accordingly.
Non-discrimination: no deviation in employment and work due to race, skin color, age, sex, sexual orientation, disability, pregnancy, belief, political affiliation, social, or marital status.
Prevention of Workplace Misconduct: protecting gender equality in work and human dignity, prohibiting any coercive, violent, and sexual harassment behaviors, formulating Sexual Harassment Prevention and Punishment Measures, also Prevent Workplace Violence and Appeal Operating Standards, whereby set up complaint mailboxes and hotlines to provide employees with communication channels when their legal rights were violated. In 2023, there were no violations related to human rights, discrimination, forced labor or sexual harassment.
Free association: All employees have the right of association and collective negotiation freedom. Through collective negotiation, a harmonious relationship between management and the workforce can be established, thus increase work efficiency.
- Salary management
Salary principles follow the local's laws and regulations. The starting salary is never less than the basic salary stipulated by the law. The company provides a fair and reasonable salary based on employee position, academic experience, professional knowledge, and reference to the market salary level, regardless of gender, race, color, religion, or nationality. Regular performance appraisals and market salary surveys are conducted to adjust the salary, to give back to employees and attract the promotion and retention of outstanding talents while promoting employment opportunities. In addition, the men and women employees have equal salary plans, promotion opportunities, and fair competition in an equal workplace environment. In 2024, the ratio of female supervisors was 22.06%.
- Retirement protection
After retirement, the Labor Retirement Measures and the Labor Retirement Reserve Supervision Committee were established by law to support the employees. By the Labor Standards Law provisions, retirement reserves were regularly allocated and stored in a dedicated bank account in Taiwan to protect labor rights.
Employees who began before July 1, 2005: a monthly labor retirement reserve of 2% of the total monthly salary is allocated, supervised by the Labor Retirement Reserve Supervision Committee. The balance of the pension reserve account at the end of 2023 was 16.93 million TWD.
Employees with applicable labor pension regulations: a monthly labor pension of 6% of the monthly salary is allocated and stored in the employee's labor pension account.
| Human Rights Issues | Stakeholders | Human Rights Policy | Implementation of Mitigation Measures for Human Rights Risks | International Human Rights Conventions |
|---|---|---|---|---|
| Freedom of Association | Employees | We ensure employees have freedom to form associations for various purposes, and to participate or refrain from participating in association composition and related affairs. |
|
|
| Care for Disadvantaged Groups | Employees/Job Candidates/ Disadvantaged Groups | We secure employment opportunities for people with disabilities,and concentrate on public policy and numerous charities and participate in philanthropic organizations. |
| Article 3 of the Convention on the Rights of Persons with Disabilities: General principles. |
| Prohibition of Child Labor | Community Residents | We do not employ any child laborers younger than 16 years of age. | To protect children's right to education, we filter out child laborers under 16 years of age when assessing job candidates. The Corporation does not currently employ any child laborers. |
|
| Eradication of Forced Labor | Employees | We prohibit use of any form of forced labor through abuse, intimidation, detainment, or other illegal means. |
|
|
| Eradication of Hiring and Employment Discrimination | Employees/Job Candidates | We avoid discrimination and differential treatment in all forms to realize diversity and enhance equality in the workplace. |
|
|
| Abolish Violations of Human Rights | Employees | We ensure that individual employees have appropriate channels for clarification and grievance reporting when their legitimate rights and interests are infringed upon, and make sure that they are not subject to any form of adverse treatment. |
| Article 2 of the International Covenant on Civil and Political Rights. |
| Friendly Workplace | Employees/Employee Family Members | We help our employees to find a balance between work-life conflicts so as to build a friendly workplace and enhance employee loyalty. |
| Article 11 of the International Covenant on Economic, Social and Cultural Rights. |
| Safe Work Environment | Employees | We protect employee safety and strive to prevent workplace hazards from occurring. |
|
|
| Promotion of Employee Health | Employees | Enhance employee health. |
| Article 25 of the Universal Declaration of Human Rights. |
| Supply Chain Management | Suppliers | To achieve our target for sustainable operations, we continue to communicate with different partners in our supply chain regarding establishment of comprehensive management measures for human rights issues (such as prohibited use of child labor, compliance with legal work hours, equality in hiring procedures, and freedom of association). | The primary conditions used to select qualified suppliers will take into account whether the supplier has been involved in major industrial safety accidents or illegal environmental protection issues, etc. The cooperation will be terminated when necessary. The labor, society, environment, and compliance of the supplier with local laws and regulations will directly or indirectly impact the quality and reputation of Winmate operations. Therefore, they will be audited from time to time through factory visits and annual evaluations. Existing suppliers are managed through regular audits, and new suppliers are strictly selected according to standards. |
Employee Benefits
Winmate has set up an Employee Welfare Committee (referred to as the Welfare Committee) following the "Employee Welfare Regulations" and uses welfare funds to promote various welfare measures, protect employees' quality of life, and enhance labor-management harmony. Welfare comes from the monthly allocation of 0.05% of the company's total operating income and 0.5% of the employee's monthly salary.
Group insurance has been planned for employees to obtain complete coverage and provide employees with the best care and protection. In addition, after work, employees are encouraged to convene and organize clubs for a better work-life balance.
Healthy Workplace
Workplace Safety Management
Winmate places high impor tance on the safety and health of workers, adhering to the principles of preventive measures, zero accidents, and zero disasters. This applies not only to the company's internal operations but also to other personnel (such as contractors and visitors) active in the company's work sites.
The company holds regular safety and health-related meetings and reviews the applicability of hazard identification and risk assessment through internal and external audits, making timely discussions and adjustments as needed. All operational activities comply with local regulations and cer tification standards such as ISO 45001, implementing risk assessment processes to achieve the goal of zero accidents and zero disasters.
The company has also established emergency response management procedures and various operational standard documents, ensuring equipment self-inspections are carried out. It implements employee safety and health, firefighting, and hazard communication training, manages chemicals within the plant, and prevents occupational disaster incidents. Additionally, the company actively promotes and executes various occupational safety measures, increases material handling equipment to reduce human-factor injuries, and conducts regular inspections of firefighting equipment and self-defense firefighting drills, including hands-on operation of firefighting equipment, to create a safeand low-risk working environment.
In 2024, our company had zero fatal occupational accidents, with only one minor injur y case repor ted— an employee sustained a slight eye cut. We have intensified advocacy for adhering to 6S management in the work environment to reduce hazard risk factors.
| Year | Total working hours | Recordable occupational injuries count | Fatality rate caused by occupational injuries | Severe occupational injury rate (excluding fatalities) | Recordable occupational injury rate | ||
|---|---|---|---|---|---|---|---|
| Number of severe injuries rate occupational injuries | Number of Deaths | Recordable occupational injuries | |||||
| 2022 | 720,821.5 | 0 | 0 | 7 | 0 | 0 | 9.71 |
| 2023 | 774,177.5 | 0 | 0 | 3 | 0 | 0 | 3.88 |
| 2024 | 839,777.5 | 0 | 0 | 1 | 0 | 0 | 1.19 |
note:
- Recordable Occupational Injur y Rate = (Number of Occupational Injuries / Total Working Hours) × 1,000,000 working hours.
- Severe Occupational Injur y Rate = (Number of Severe Occupational Injuries / Total Working Hours) × 1,000,000 working hours.
- Severe occupational injuries are defined as irreversible injuries (e.g., amputation) or injuries that cannot / are difficult to recover to the pre-injur y health condition within six months (e.g., complicated fractures).
Safety and health field
- Health Management
Employees are the company’s most valuable asset. Winmate hopes all employees can maintain healthy physical and mental well-being. The company provides comprehensive care for employees, including annual health checkups with items that exceed regulatory requirements, proactively safeguarding each employee’s health. Nurses implement health tiered management, offering care and follow-ups for employees with potential health risks. Employees are also arranged to participate in on-site physician health consultations and hygiene education to help them understand their physical conditions, with subsequent medical consultation services provided. Additionally, the company has established “Human Factor Hazard Prevention Management Procedures,” “Abnormal Workload-Induced Disease Prevention Management Procedures,” and “Prevention of Workplace Illegitimate Infringement and Complaint Management Procedures” to prevent employee overwork or excessive workload, creating a safe working environment. Hardware improvements include engineering upgrades, provision of protective equipment, and personal protective gear to reduce employees’ exposure to hazards and lower the risk of occupational diseases. Electronic bulletin boards and mailboxes are used to timely disseminate the latest health education information.
- Health promotion
Cancer Screening:
Malignant tumors (cancer) are the leading cause of death among the top ten causes in the country. To detect potential health risks early, Winmate has incorporated digestive system cancer screening into the basic health check-up items this year, along with abdominal ultrasound examinations. This allows employees to undergo screening before symptoms appear, helping to improve their overall health status.Healthy meals:
For employee lunches, the option to order boiled healthy meals is also provided, reducing oil and salt intake without burden, which helps lower the risk of high blood pressure, high cholesterol, and high blood sugar diseases. Such choices make it easier for employees to maintain a healthy lifestyle, thereby improving the balance between work and life.Weight loss competition:
Winmate actively encourages employees to participate in weight loss competitions, aiming to invigorate employees' vitality and competitive spirit while enhancing health awareness, collectively moving towards a healthier lifestyle. In 2024, the success rate of weight loss reached 61.3%, with employees losing a total of 112.3 kilograms.
- Friendly Breastfeeding (Collection) Room
Promoting breastfeeding has become one of the globally recognized health issues, and Winmate provides a supportive environment to alleviate concerns for nursing mothers. Nearly half of our employees are women, many of whom are of childbearing age. Recognizing that mothers need to balance childcare responsibilities when returning to work after maternity leave, additional effort is required to achieve this equilibrium. Beyond legally mandated breastfeeding breaks, we offer comfortable and undisturbed breastfeeding rooms. Additionally, we have established maternal health protection management procedures, integrating the expertise of on-site physicians, HR, occupational safety personnel, and supervisors to ensure the physical and mental well-being of pregnant, postpartum, and breastfeeding colleagues.
- Healthy Workplace Certification
For most people, the workplace occupies approximately one-third or even more of their working lives, making it a crucial setting for promoting health initiatives. Winmate actively fulfills its social responsibility by providing a smoke-free environment and fostering healthy working conditions for employees. Winmate has been certified as a Healthy Workplace by the Health Promotion Administration of the Ministry of Health and Welfare, creating a work environment that benefits both physical and mental health.
- AED Installation
Provide protective measures for workplace safety in emergency situations. Conduct emergency rescue education and training, including CPR, AED operation standard procedures, and emergency rescue courses.
- Contractor Management
The scope of corporate social responsibility is not limited to employees, shareholders, investors, suppliers, customers, and consumers. Outsourcing contractors and subcontractors are also important stakeholders for Wincomm. With their assistance and cooperation, our company can provide employees with a safe and comfortable working environment while creating corporate profits and high-quality products.
When outsourcing or contracting companies perform operations within the factory premises, they are managed according to the “Contractor Management Operation Standards.” For special hazardous operations such as hot work, elevated work, special electrical work, lifting, and oxygen-deficient environments, an application must be submitted, and the “Hazardous Work Permit Operation Regulations” are followed to regulate contractor safety and protection, reducing personnel or proper ty damage due to construction accidents. During contract signing, the company’s operational regulations are explained in writing, and contractors are required to sign the “Contractor Safety and Health Management Commitment Letter.” Contractors’ personnel must possess valid certifications and wear appropriate personal protective equipment. Additionally, appropriate safety measures are implemented at the construction site. Beyond daily inspections, self-maintenance, and audits, regular maintenance and repairs are also conducted by external legal agencies.
In 2024, there were no violations of operational regulations by outsourcing or contracting vendors, and no incidents resulting in occupational hazards or commercial losses occurred.