Human Rights Management
PANJIT is committed to protecting the basic human rights of its employees and strictly adheres to the labor laws and regulations of the countries where it operates. We pledge to follow internationally recognized standards, including the Universal Declaration of Human Rights (UDHR), the United Nations Global Compact, and the International Labour Organization (ILO) Conventions. PANJIT treats every employee with fairness, respect, and dignity, and is dedicated to providing a safe, healthy, and non-discriminatory work environment.
Human Rights Management Measures
There were no incidents of discrimination, employment of child labor or underage workers, forced or compulsory labor, prohibition of freedom of association, infringement of the rights of indigenous people, there were no human rights-related penalties. Specific measures concerning the promotion of human rights of the company are as follows.
Equality and Diversity in the Workplace
PANJIT is devoted to creating a friendly working environment with equality, diversity, and inclusiveness. All the employees enjoy equal remuneration and promotion opportunities regardless of gender. In addition to employees with Taiwan nationality, there are also employees from Thailand, the Philippines, Vietnam, Malaysia, Indonesia, Germany, and South Korean, forming a workplace with diversity. The company is dedicated to the implementation of equality in employment and a friendly working environment with diversity and inclusiveness. All employees enjoy equal pay for equal work as well as equal promotion opportunities regardless of gender. In 2024, among the non-managerial positions, female employees accounted for 55.5% and those in managerial positions accounted for 7.6%. The workplace we provide allow employees to have the same opportunities to give full play to their talents regardless of gender restrictions.
The company employs people with disabilities and indigenous people in accordance with People with Disabilities Rights Protection Act. For the insufficient number of people with disabilities hired, the company not only pays the difference subsidies to the competent authority but has established improvement measures.The number of employees with disabilities hired in 2024 was 12 (0.8%) and that of indigenous ones was 1 (0.1%).
Compensation System
Considering the external competition, internal fairness and legality, PANJIT provides reasonable and market-competitive salaries and link them with the company’s business performance, providing a diverse and competitive salary system (performance bonus, year-end bonus, employee compensation bonus) to attract, retain, develop, and motivate employees with the concept of sharing profits with employees. In addition, it is stipulated in Article 19 of the Articles of Association that when the company makes profits during the year, no less than 6% of pre-tax income of the current year shall be distributable as employees’ compensation. However, the company’s accumulated losses shall have been covered.
PANJIT employs new employees with the salary better than the minimum wages prescribed in the Labor Standards Act, and the compensation criteria of all employees does not differ due to gender or race. Moreover, we also conduct a survey on the salary levels regularly, prepare budgets to make salary increase on a regular basis, and provide special budget for salary increase for critical positions, critical talents, and talents with great performance, continuing to provide market competitive salaries. The average salary of grassroots employees in 2024 complied with the
legal minimum wage of NTD 27,470 of the year. The difference in salaries between male and female employees was mainly due to the different nature of the workstations the employees belong to. For details on the average and median salaries of full-time employees in the non-managerial positions, as well as their changes compared with the previous year, please refer to the Market Observation Post System (MOPS). Search criteria: Market - Listed; Industry - Semiconductor; 2024 information will be released by the end of June 2025.
Employee Benefits
In terms of employee care and welfare, in addition to the labor insurance, health insurance, labor pension, parental leave, and other related leaves stipulated in the Labor Standards Act, PANJIT has also established an Employee Welfare Committee to provide diverse employee welfare measures that are better than regulations, including employee travel, scholarships, life insurance and critical illness insurance, injury and illness condolences, gif ts on three festivals, allowances and bonuses, paid birthday leave, and established the employee share ownership trust(ESOT), striving to establish a comprehensive welfare system and care for our employees so that their work and life can be more secure. In 2024, the employee welfare expenses totaled approximately NTD 31,370,000 (excluding
salary), and the average employee welfare expenses was NTD 21,226 / per employee.
Talent Development
PANJIT is highly supportive and committed to talent development. Senior supervisors review the critical talent development on a regularly basis and are dedicated to the promotion of sharing global learning resources. In addition to the comprehensive education and training system, we also provide lectures on general topics set based on the level of positions to allow our employees to learn and grow. We hope that all employees can enjoy work, learn and grow, and work together to build empowerment at work, and further become the inheritors to pass on the professional technologies and spirit of management from generation to generation.
Employee Health and Safety
Retirement Benefits
To ensure the economic security of our employees after retirement so that they can make proper arrangements before retirement and adapt to future changes in life, PANJIT strictly complies with legal regulations and contributes to labor pension for every employee on a monthly basis. As of the end of 2024, 1.01% of employees used the old pension system while 98.99% used the new pension system.
Those applicable to new labor pension system of the Labor Pension Act
Starting from July 1, 2005, the company has contributed 6% of the employees’ wages to their individual pension accounts on a monthly basis for those applicable to the provisions of the Labor Pension Act.
The employees can also choose to allocate an additional 0~6% to their pension accounts.
Those applicable to new labor pension system of the Labor Pension Act
The company appropriates 2% of the total monthly wages of the employees as the labor pension reserve funds and deposits the amount in the designated account. The calculation of pension is
based on the employees’ average salary (full salary plus overtime pay) in the recent six months. Before the end of each year, the balance of the labor pension reserve account is estimated. If the balance is not sufficient to pay the estimated amount of labor pension meeting the retirement conditions in the following year, it will be fully replenished before March of the following year to protect the employees’ interests and rights. As of 2024, the balance in the labor retirement
reserve account held sufficient funds to fully cover the labor pensions for employees under the old pension system, ensuring the protection of employee rights and interests.