USUN Technology
Powerful Energy
Friendly Workplace
USUN Technology Co., Ltd. is committed to building a safe, healthy and fair working environment and is expected to build a fine-quality environment in which all employees can work with pleasure and enjoy their life, and also balance the quality of personal and family life and physical and mental health at the same time, so that the employees may work without worries and develop their work potential.
The Company provides a nursing room, a billiards area, a staff restaurant, free coffee, and lunch/dinner, etc.. 。
The number of employees employed by USUN Technology and its subsidiaries (Foshan and Shanghai) at the end of 2024, according to each position and the gender ratio is as follows:
| Item | Category | Male | Female | ||
| Number of people | proportion | Number of people | proportion | ||
| Position | Vice President above | 3 | 1% | 0 | 0% |
| Director above | 12 | 2% | 1 | 0% | |
| Assistant Manager above | 50 | 9% | 3 | 1% | |
| Section Manager above | 36 | 6% | 6 | 1% | |
| General employees | 358 | 62% | 112 | 19% | |
| Workplace | Taiwan | 261 | 45% | 64 | 11% |
| China | 198 | 34% | 58 | 10% | |
Charity Activities
“Taken from the community, giving back to society” as USUN’s core value, USUN develops the sustainable corporate social responsibility strategy. It not only promotes various charity activities on its own, but also encourages and leads its employees to participate in the activities. Also, it works with other non-profit-seeking organizations to build a partnership to feed resources back to society.
Safety and Health Management
In order to create a safe and sanitary working environment, the Company complies with domestic laws and regulations governing safety, sanitation and fire protection. Meanwhile, with respect to the high-risk operations, machine and environment, the Company provides adequate safety equipment and personal protection gears, and the training to provide employees with necessary knowledge and skills about safety and health. In order to achieve continuous improvement, our mission aims at attaining the target of zero disasters.
Guarantee of human rights
In addition to complying with relevant labor laws and regulations, the company has formulated employee handbooks and management regulations, and also supports the spirit and basic principles of human rights protection revealed in international human rights conventions such as the “United Nations Universal Declaration of Human Rights”, “United Nations Global Covenant” and “International Labor Conventions” , and is committed to integrating the principles and spirit of human rights into the value and culture of the enterprise, as the company’s commitment to human rights protection.
USUN Technology fulfills its corporate social responsibilities to protect the basic human rights of all employees and abide by labor and gender equality in the place where it operates.
Relevant laws and regulations, formulate relevant human rights protection, labor policies and implement relevant measures. The relevant human rights protection measures are as follows:
| Focus on issues | Specific measure |
|---|---|
| Occupational Safety Management | 1.Regularly monitor the workplace environment and maintain facilities and equipment to ensure workplace safety. |
| 2.Regularly inspect and replace drinking water, lighting and fire protection equipment in the workplace. | |
| 3.Regularly implement labor safety and health education and training for employees on the job to improve employees’ safety awareness. | |
| 4.The guardhouse is equipped with an automatic external cardiac defibrillator (AED), and first-aid training courses are regularly held every year, introducing CPR cardiopulmonary resuscitation, fire escape, and AED operation methods. | |
| Maternal protection | 1.Really follow the labor laws and the provisions of gender equality in work. |
| 2.Set up a nursing room to take care of the needs of maternal colleagues. | |
| Employee Health Management | 1.Conduct regular employee health checks. |
| 2.Provides cancer screening items in the health screening program. | |
| 3.Contracted medical personnel come to the company regularly to provide health consultation services for colleagues. | |
| 4.Organize health education lectures from time to time to teach employees to promote physical and mental health and related knowledge. | |
| 5.Various associations have been established to encourage employees to have leisure activities and promote stress relief and exercise. | |
| Prohibition of forced labor | 1.Do follow the labor laws and regulations, and clearly stipulate in the work rules and related personnel regulations. |
| 2.Through the attendance management system, the attendance time and overtime situation of employees are recorded, and employees and their direct supervisors are reminded of the overtime status and legal regulations, and overtime pay is issued according to law. | |
| Eliminate Discrimination and Sexual Harassment | 1.Discrimination and sexual harassment are clearly prohibited in the work rules and personnel regulations, and an equal and safe workplace environment is provided. |
| 2.When new employees report to work, they will be informed of the prohibition of discrimination and sexual harassment courses to enhance employees’ awareness of gender equality. | |
| 3.Provide complaint channels so that employees can express in time, and relevant cases will be handled by special personnel. | |
| Employee Communication Channel | Provide employee complaint channel “I have something to say” mailbox, actively create a positive and transparent communication environment, and ensure that everyone’s voice and suggestion can be responded to and improved in a timely manner. |
Inclusion and Diversity and equality
Provide employees with a gender-equal and diverse working environment, uphold the principles of openness and fairness, regardless of individual gender, race, socioeconomic status, age, marriage, family status, language, religion, party affiliation, nationality, appearance, facial features, physical and mental disabilities etc., any language, attitude and behavior of discriminatory treatment。Ensure that the employment policy is non-discriminatory, implement the fairness and justice of employment, salary benefits, training, evaluation and promotion opportunities, and provide effective and appropriate complaint mechanisms to avoid and respond to situations that endanger the rights and interests of employees, and strive to create equal appointments and avoid discrimination Harassment-free work environment.
Communication with Employees
Labor-Management Negotiation
Prepare the SOP for the direct communication between the employees and management, provide employees with diversified communication channels, promote the Company’s policies, systems, welfare policies and various activities, allow the employees to state their opinions sufficiently, and provide feedback and assistance in a timely manner. In order to achieve sufficient communication and effective solutions, convene the labor-management meeting periodically and set up the “I Want to Say Something” mailbox, in hopes of creating a happy enterprise jointly.
Education & Training
Under the training and development system, we provide the occupation-based courses to improve the basic knowledge, skills and attitudes required from the employees who wish to achieve their career goals to help them continue education, take training and develop, so that employees can do what they are good at, become competent for their duties, continue to achieve the mission assigned by the organization, and keep creating the Company’s core competitiveness.
USUN Technology believes that education and training are the core of promoting ESG. It will implement ESG seed training and education starting in 2024. In the future, it will continue to improve ESG training and promotion to internalize sustainable concepts and help employees grasp sustainable development trends, practical applications and corporate responsibilities.
Implementation of the educational training:
In order to improve the employees’ literacy and skills, the Company would perform the orientation training when the new employees report on for their duty, and implement the general and professional training, if necessary, periodically
The statistic data on the Company’s educational training 2020 are stated as follows:
| Scope of Training | Number of classes | Number of trainees | Total hours | Total Cost (NTD) |
|---|---|---|---|---|
| New employees | 55 | 106 | 546 | 0 |
| Professional function – internal training | 40 | 791 | 2,200 | 438,975 |
| Supervisor competency – external training | 27 | 43 | 652 | 95,099 |
| Total | 122 | 940 | 3,398 | 534,074 |
Welfare Policy
The Company’s welfare policy consists of the welfare measures provided by the Company and those provided by the Worker Welfare Committee. The employees may enjoy the robust welfare policy, which the employees positively recognize.
退休制度與其實施情形
(一)新制退休辦法
本公司依據「勞工退休金條例」之規定，自94年7月1日起，按月為新進員工及選擇適用勞退休新制之原有員工，本公司按其每月薪資提繳6%至其勞工保險局之個人退休金專戶。
自94年7月1日起，選用「勞工退休金條例」者，退休金領取及計算方式：
- 個人退休金專戶
- 月退休金：
- 年滿60歲，且適用「勞工退休金條例」，工作年資滿15年者，得請領月退休金。
- 員工個人之退休金專戶本金及累積收益，依據年金生命表，以平均餘命及利率等基礎計算所得之金額，做為定期發給之退休金。
- 一次退休金：
- 年滿60歲，但適用「勞工退休金條例」工作年資未滿15年者，應請領一次退休金。
- 一次領取員工個人退休金專戶之本金及累積收益。
- 月退休金：
- 年金保險制：領取金額依保險契約約定。
- 選擇適用「勞動基準法」退休制度與保留適用「勞工退休金條例」前工作年資之員工人數、工資、工作年資、流動率等因素精算勞工退休準備金之提撥率，繼續依「勞動基準法」第56 條第1 一項規定，按月足額提撥勞工退休準備金，以作為支付退休金之用。
(二)舊制退休辦法
同時本公司依據「勞動基準法」之規定，繼續為選擇適用舊制退休金辦法之原有員工計算年資，及選擇適用新制退休金辦法之原有員工保留舊制年資，並成立勞工退休準備金監督委員會，每月依勞工薪資總額 7.62% 提撥退休金，並以勞工退休準備金監督委員會名義，專戶儲存於台灣銀行及辦理員工退休事宜。
- 本公司員工有下列情形之一者，得申請自願退休：
- 服務滿15年以上，年滿55歲者。
- 服務滿25年以上者。
- 服務滿10年以上，年滿60歲者。
- 員工退休金之給予規定如下：
- 退休金基數之標準，係指核准退休時一個月平均薪資。
- 依其工作年資，每滿一年給兩個基數；滿十五年後，每超過一年給一個基數，最高總數以四十五個基數為 限。未滿半年者以半年計，滿半年者以一年計。
- 心神喪失或身體殘障係因執行職務所致者，依前款規定加給百分之二十。
- 員工之退休金應自勞工退休之日起三十日內給付之。
(三)本公司2024年共計有3人申請退休。
公司章程有關員工規章政策
本公司年度決算如有獲利，應提撥不低於5%為員工酬勞，且員工酬勞中以不低於40%提撥為分派予基層員工之酬勞，由董事會決議以股票或現金分派發放，其發放對象包含符合一定條件之控制或從屬公司員工；本公司得以上開獲利數額，由董事會決議提撥不高於 3%為董事酬勞。員工酬勞及董事酬勞分派案應提股東會報告。但公司尚有累積虧損時，應預先保留彌補數額，再依前項比例提撥員工酬勞及董監酬勞。