Human Rights Protection and Health Care
Also, Compal's Taiwan Headquarters, overseas production centers all assure employees the right to work free of retaliation, threat, and indebted labor. Employees are entitled to freedom of resigning from their current employment, provided that advance notice and all necessary procedures are completed in accordance with local regulations.
All employees are protected by a collective barging agreement at the time they sign their contracts of employment. The company plans its attendance system according to local laws and regulations. Employees are offered unpaid leave, illness leave, family care leave, menstrual leave, wedding/funeral leave, maternity leave, paternity leave, parental leave, special leave, and compensatory leave. Employees are given the flexibility to take leaves of absence as needed without worries. Compal asks each plant to follow the Responsible Business Alliance (RBA) to establish the labor policy. The “Document of Working Hours and Remuneration Management Procedure” and “Regulation for No Enforcement, Discrimination, and Harassment” were established regarding the working hours, and forced labor is strictly forbidden. Compal also pays constant attention to employees' physical and mental state, work performance and family life, and strives to create a healthy, safe, comfortable, and fully equipped work environment.
Each plant also organizes its own activities depending on the situation. Activities organized in 2022 are detailed below:
|Electronic coupons for birthdays, Labor day, Mid-Autumn Festival, and Dragonboat Festival; gift coupons for special holidays including Mother’s Day, Father’s Day, and Christmas; subsidies for holiday, arts and culture, marriage, childbirth, funeral, emergency assistance, scholarships (employee continuing education bonus/dependents education scholarship), end of year party, family day, corporate child care, Employee Assistance Plan (EAP)|
* Dinner or lunch gatherings/reunion events, model employee award presentation, New Year tickets, year-end parties, spring tourism trip, sports contest, birthday parties etc.
* Bonus activities at some plants:
Christmas, Family Day, Mid-Autumn Festival, May 1, Dragonboat Festival etc.
|Brazil||Holiday activities: Children’s Day - Drawing competition, Women’s Day, Mother’s Day, Father’s Day, Christmas, Employee Picnic. Employee of the Month, Attendance bonus.|
|Vietnam||Gifts on Women’s Day and International Labor’s Day, free-milk activities, Mid-autumn festival.|
In order to support colleagues to achieve work and life balancing and improve work quality, Compal's worldwide sites provide suitable flexible working hours and childcare/family care leave options according to local conditions; moreover, worldwide sites provide suitable breastfeeding places and breastfeeding time, so that women Colleagues can balance work and childcare.
Besides, during the COVID-19 epidemic, depending on the local epidemic situation, worldwide sites provided options such as shunting, remote work, and home office, so that employees could still work contentedly during the epidemic.
To arrange retirement for employees, the Company has issued regulations of labor retirement, which stipulate the conditions and standards for retirement, application, as well as operation of labor Pension Preparation Fund based on law. A supervisory committee for the workers’ retirement preparation fund has also been established. According to the Regulations for the Allocation and Management for the Pension Preparation Fund, we contribute and deposit labor pension preparation funds into the dedicated account of the Bank of Taiwan per month to protect employees’ rights. In accordance with the Labor pension Act, we have contributed 6% pension into personal account for befitted employees. Also, for those who volunteered to contribute pension, voluntary withholding rate is deducted from the employees’ monthly wage to the individual retirement account of the Labor Insurance Bureau since 1st July in 2005.
To take care of the health of the employees, the infirmary in the Headquarters of Compal has sphygmomanometers, weight scales, body fat monitors, and beds. We also have medical professionals for urgent illness/injuries handling and healthcare counseling. In addition, we have a doctor in the plant offering healthcare counseling for employees and giving healthcare suggestions to employees with high health risks every week. Health promotion activities include health seminars, blood donation events, weight control class, first-aid training, and health checkups. To enable employees to manage their own health status, the “Compal Healthcare” cellphone app, which was developed internally, is available for employees. Through daily health management, we provide our employees with a health consciousness to build a healthy working environment.
The intelligent exercise mat is a professional, technological, digitalized, and efficient training equipment. It can help users to gradually achieve set goals and further understand their bodies. At the end of 2017, we imported the whole set of intelligent mats into the recreation center of Compal. We hope that through the record and analysis of the data, our employees can examine their own differences and stability of movement during exercise on the mat to adjust their training, strengthen their weakness, train the muscles of their body, and find the most suitable exercise type for themselves after work. Besides providing the mat, we also open training courses and hire professionals to guide the employees, making the best use of the mat.
In order to promote a positive and healthy development of employees' careers, understand their needs and perception in terms of work, physical and mental well-being, further effectively enhance employee well-being in the workplace through management and planning, Compal has conducted an annual census since 2022 to survey the opinions and feedback of all indirect employees in Taiwan's factories/units and publicly disclose the goals and results of the relevant survey analysis. Meanwhile, to ensure that the survey and analysis results can be compared horizontally (between plants/departments) and vertically (between years), the structure, questions and analysis methods of the survey shall be consistent for all plants in Taiwan. The questions designed for the survey are based on reviewed and publicly published academic papers/journals. We also compare the differences between different groups to improve the effectiveness of the survey.
In 2022, 7,254 indirect employees in Taiwan participated in the well-being survey and 2,832 employees provided a response. The response rate was 39.04% and the degree of well-being with strongly agree, agree, slightly agree was 85.25% (the target rate in 2022 was 85%). Based on 63,134 employees worldwide, the response rate is 4.49%. The survey area will be expanded in 2023.
2830 responses were effective. The effective survey response rate was 99%. The target for the effective response rate is set to above 85% for the annual survey to ensure the level of reliability and the reference value of the statistical analysis results.With this survey and analysis plan, Compal could find out the current condition of employee well-being and set an improvement rate for next year (the improvement rate in 2023 is 86%) and implement improvement measures accordingly. Regarding the employee well-being improvement solutions, Compal conducts further analysis on the three questionnaire items with the lowest scores selected from the annual survey results to find out which groups have low satisfaction levels (Married or unmarried, female or male). Also, we develop an improvement plan for the groups to conduct review and follow-ups to demonstrate that Compal values the opinions of the employees and being commitment in creating a quality work environment.
■ Survey content
The survey includes three perception aspects of well-being, including health, psychology and career. We conducted the survey with question sets related to "health and burnout ", "organizational satisfaction," and the dimensions of competence, autonomy, and relatedness of self-determination theory. These questionnaire items include job satisfaction, satisfaction with the organization, assessment of stress and mental health, the degree of well-being, connection between work and personal motivation to encompass the meanings and characteristics of well-being as much as possible.
The questionnaire scales include strongly disagree, disagree, slightly agree, agree, and strongly agree. Those who answer “slightly agree“, “agree” and “strongly agree” are deemed as agreeing with the description of the questionnaire item. If 80 people out of 100 answers “slightly agree“, “agree” or “strongly agree”, it means 80% of people agree with the description of the questionnaire item.
■ Survey year
■ Analysis of 2022 Employee Well-Being
Employee contact window：email@example.com
Updated on July 07, 2023