Human Rights Protection and Health Care

The Chairman of  Compal, Rock Hsu, always says: "People are the foundation of an organization; without the people, an organization would cease to function." Compal has always adopted a "people-oriented" philosophy and believes that employees are the Company’s strategic partner. Only when employees grow on a continuous basis may the Company sustain its business. The structural changes that an organization makes in response to global trends also require the support from all levels of employees in order to succeed.
Recruitment and Human Rights Protection 
Compal abides local laws and regulations in all countries and regions where we operate, also upholds the human rights of all employees of Compal. We respect the human and labor rights of our employees by the Universal Declaration of Human Rights and Ten Principles of The United Nations Global Compact.  We also align our actions with the RBA and its Code of Conduct.
The Headquarters of Compal Taiwan, overseas production centers have committed themselves to recruit employees solely based on personal character, ability, and match with the duties assigned. Under no circumstances would the Company allow different treatment for race, ethnicity, social status, lineage, religion, disability, gender, sexual preference, family attachment, marital status, political association, age, or any other form of discrimination. The Headquarters and the plants in each area have all established the management process document of “Regulation for No Enforcement, Discrimination, and Harassment".
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.
If the employees encounter any threat, abuse, exploitation, or coercive intercourse at work, they can report any illegal matter anonymously through the “Ethical Officer” complaint mailbox. Employees may file complaints in accordance with "Regulations for Prevention, Correction, Complaint, and Punishment of Sexual Harassment at Workplace" for any sexual harassment, whether in the form of body gesture, verbal, or body contact. Compal provides a sexual harassment complaint mailbox and hotline on the intranet to assure employees that all complaints are properly handled. For child labor and underaged workers, none of our plants has violated pertinent regulations on child labor in 2020. In addition, we have also asked all collaborating suppliers to sign the “Commitment of Compliance to RBA’s Code of Conduct”, which explicitly forbids the employment of child labor or forced labor and protects the rights of underaged workers. Any suppliers found to have violated RBA’s Code of Conduct will be reported to senior management for disciplinary actions to be taken.
Compal Human Rights Policy:
Compal Non-Discrimination and Anti-Harassment Policy:
Employee contact
Attendance System and Forbiddance of Forced Labor
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.
Living Wage Commitment
Compal supports United Nations’ Sustainable Development Goals. Compal compensates employees in full compliance with regulations, and supports the concept of paying living wage that can provide decent standards of living for employees and their families. Compal commits to paying living wage to employees by 2030, and continuously explore opportunities to extend the same concept to our contractors and suppliers.

Compal Living Wage Commitment

Salary and Reward
The Company has work rules and HR management regulations that encompass employee compensation, work hours, leave, pension payments, labor and national health insurance payments, and compensation for occupational injuries in accordance with the provisions of the Labor Standards Act. Employee compensation at Compal is based on the principle of equal pay for equal work and job performance. Compensation is also adjusted for education, experience, grade, job title, and the nature of the work. There is also profit sharing for employees based on annual profits. Employee compensation generally includes 12 months of salary, and mid-year bonus. Annual bonuses and salary adjustments of 2 ~ 4% are also issued based on the Company’s operating results and an employee’s personal performance. In accordance with the Compal Articles of Incorporation, the Company is required to allocate no less than 2% of its net profit before tax (prior to the deduction of remuneration for employees and directors) towards employees’ remuneration. The aforementioned bonuses, wage adjustments and employee remunerations are to be reviewed by Compal’s Remuneration Committee before submitting to the Board of Directors for approval. Compal remuneration policy is linked to individual ability, contribution to the Company, performance, and operating results. The “Mean Salary” declared by Compal in 2022 for full-time, non-managerial employees came to NT$ 1,352,000Median salary was NT$1,180,000.
Note: Mean salary is calculated by the total amount of employee remuneration divided by the number of employees in Taiwan.
Ratio of Male / Female Salary to Remuneration
Item Employee   Level 2022
Base Salary Executive   level 1:0.86
Management level 1:0.79
Non- Management level 1:1.00
Annual Salary Executive level 1:0.86
Management level 1:0.80
Note1: Executive level are VP, Director and above.
Welfare and Activities
Compal appreciates the hard work done by our employees. In addition to subsidies for marriage, bereavement, childbirth, emergency assistance, and holiday bonuses (gift vouchers), Taipei operations also contracted with HESS, O.U.R.S., Kojen Preschool, and Taipei Children Welfare Center to provide kindergarten, daycare and after-school care services for employees with children aged between 2 ~ 12. Plant operations not only offer bonuses but also marriage, funeral, and travel, and birthday gift vouchers. To boost employee cohesion, we subsidize departmental gatherings, employee birthday parties, and sporting competitions to help employees relax and unwind outside of work.
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.
Childbirth Incentive and Unpaid Parental Leave 
In response to the government's birth incentive policy and to drive up birth rate in Taiwan, Compal has been offering a subsidy of NT$66,000 for every child that employees of the Taiwan Headquarters have given birth to since 2011. This policy is now in its 11th year. With the support of Chairman Hsu, the Company has paid out NT$21.093 million in subsidies for a total of 3,196 newborn babies between 2011 and 2022. Compal also contracted with child care centers to provide more child care options at discounted prices and reduce the burden on employees.
Flexible working hours and work-life balance
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.
Flexible working hours colleagues could arrange to work flexibly between 8:00 am and 9:00 am
Part-time working options colleagues could apply for partial working hours for a period of time due to family care needs
Paid parental leave for the primary/secondary caregiver In line with the government's policy of parental leave, the allowance for primary and secondary caregivers together with government subsidies is 80% of the average monthly insured salary,
and can be claimed for up to 6 months.
Paid family or care leave beyond parental leave colleagues in management positions are entitled to 7 days of  paid family or care leave per year
Breast-feeding/lactation facilities or benefits before the child is two years old, female colleagues have 60 minutes of breastfeeding time every day
Flexible working hours colleagues in management positions of some factories could arrange flexible working hours by themselves to ensure that the specified working hours of the day are met
Part-time working options colleagues in some factories could apply for part-time working hours for a period of time due to family care needs
Paid parental leave for the primary/secondary caregiver in some factories, primary and secondary caregivers are entitled to 10 days of paid parental leave per year before their children reach the age of 3
Paid family or care leave beyond parental leave in some factories, after the parents reach the age of 60, the only child is entitled to 5 days of family or care leave per year when the parents are sick and hospitalized
Breast-feeding/lactation facilities or benefits female colleagues are entitled to 1 hour of breastfeeding leave per day
Paid parental leave for the primary/secondary caregiver primary and secondary caregivers with children under 1 year old are entitled to 1 hour of paid parental leave per day
Breast-feeding/lactation facilities or benefits female colleagues are entitled to 1 hour of breastfeeding leave per day
Flexible working hours colleagues could arrange flexible working hours by themselves to ensure that the specified working hours of the week are met
Paid parental leave for the primary/secondary caregiver primary and secondary caregivers are entitled to 20 days of paid parental leave per year
Breast-feeding/lactation facilities or benefits female colleagues have breastfeeding (collection) time twice a day during breastfeeding, and the time can be arranged by colleagues
Retirement system
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.
Health Care
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.
EAP (Employee Assistant Plan) coaching in Taiwan
Modern people suffer from both work and family pressure. The pressure of social environment causes psychological, physiological and social problems, which leads to a lot of "pressure", "anxiety" and "uneasiness". Compal has introduced the EAP program to strengthen the physical and mental health care of employees. We also cooperate with external professional consultants to provide physical and mental support and assistance. In 2022, the statistics of use for consultation hotline: 1467 person-times in total, and the annual total hours accumulated for personal consultation were 220. Three EAP seminars were held in 2020 with an attempt to assist employees and supervisors so that they can reduce the barriers of communication and interaction in work and management, helping operation of organization much smoother. However, due to the epidemic outbreak in 2022, the seminar was suspended.
Fitness place – Stampede
Compal built the “Stampede Experience Showroom” in the athletes’ village in Linkou during the 2017 Universiade, providing players from different countries a friendly communicating space for self-training and competing.
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.
2022 Employee Well-Being Survey in Taiwan 

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.
Questionnaire scale
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

Year Party involved Number of
questionnaires issued
Number of
questionnaires returned
Response rate
2022 Indirect employees 7,254 2,832 39%

■ Analysis of 2022 Employee Well-Being

Item Percentage
The degree   of employee well-being 85.25%
Percentage of employees participating in the
     well-being survey (coverage)
Gender Male 85.24%
Female 85.32%
Marriage Unmarried 85.00%
married 85.61%

Employee contact


Updated on July 07, 2023