HomeLabor Rights
KUEN LING is committed to fulfilling its social responsibilities. We have integrated labor laws and regulations and internationally recognized basic labor human rights principles into our business strategies to formulate and implement employee management systems and procedures. This ensures that employees' legitimate rights and interests are protected, employment policies are fair and equal, and we comply with labor laws in all operating regions to ensure a safe working environment and that all employees are treated with respect and dignity.
Human Rights Policy
Our company fulfills its corporate social responsibility by protecting the fundamental human rights of all employees. We recognize and adhere to international human rights conventions, including the United Nations Universal Declaration of Human Rights, the United Nations Global Compact, the United Nations Guiding Principles on Business and Human Rights, and the United Nations International Labor Organization. We eliminate any infringement or violation of human rights and clearly demonstrate our commitment to treating all employees with fairness and respect. We comply with labor and gender equality laws and regulations in our locations of operation and formulate and implement relevant human rights protection and labor policies. We have established procedures for open and direct communication between employees and management and provide employees with diverse communication channels to promote company policies, welfare measures, and various activities. We also allow employees to fully express their opinions and provide timely responses and assistance.
Our company strives for corporate sustainability, protects the basic human rights of our employees, and implements relevant policies in accordance with the law. Our human rights policy is explained as follows:
| Human Rights Management Policy | Specific plan |
|---|---|
| I. Protecting Labor Human Rights 1. Provide a safe and healthy working environment and provide regular safety and health education to employees 2. Help employees maintain physical and mental health and work-life balance 3. Prohibition of child labor 4. Diversity, Inclusion and Equal Opportunity 5. Prohibit forced labor and strictly abide by local government labor laws |
1. See pp. 51-52 of the 2024 Annual Report. 2. Free lunch and a one-hour break are provided at noon, giving colleagues ample lunch break time. 3. KUEN LING Frozen Foods respects human rights in the workplace and strictly prohibits the employment of child labor. We also check the original identification documents and academic certificates of new employees to ensure a double check to eliminate child labor. 4. The Company provides a gender-equal and diverse work environment for its employees, upholding the principles of openness and fairness. We do not discriminate based on gender, race, or disability. We ensure fairness and impartiality in hiring, compensation and benefits, training, evaluation, and promotions, and provide an effective and appropriate grievance mechanism. 5. Implement a vacation system to encourage colleagues to focus on work-life balance. 6. In 2024, there were no complaints of forced labor, infringement of employee rights, or human rights violations at KUEN LING. 7. To address employees' family and health needs: We provide family care leave and a flexible work schedule with multiple hours. We offer a parental leave system that goes beyond legal requirements, with a return-to-work rate of 85%. We also provide postpartum assistance for employees returning to work, offering appropriate work arrangements and flexible work locations based on their needs. |
| II. Environment Encourage the development and promotion of environmentally friendly technologies |
KUEN LING has fully transitioned to high-efficiency, energy-saving units and is pursuing energy-saving label certification. The company is also gradually completing product energy consumption, benchmarking, and energy efficiency grading. KUEN LING 's magnetic levitation variable-frequency centrifugal chillers significantly improve energy efficiency and utilize environmentally friendly refrigerants like R-134a/R-513a, which are non-ozone depleting and contribute to greenhouse gas emissions. |
| III. Anti-corruption Firmly oppose any form of corruption, including extortion and bribery |
KUEN LING has established a "Code of Conduct for Integrity Management," "Integrity Management Operating Procedures and Behavioral Guidelines," "Code of Ethical Conduct," and "Integrity Management Procedure Registration and Reporting System," requiring employees to adhere to the principles of integrity management and oppose all forms of corruption, including bribery, illegal political donations, extortion, and other illegal activities. The company also encourages internal and external personnel to report dishonest or inappropriate behavior. |
Gender equality and diversity
The company is committed to providing a dignified and safe work environment for its employees. We implement diverse hiring practices, fair compensation, and fair promotion opportunities to ensure that employees are not subject to discrimination, harassment, or unequal treatment based on race, gender, religious beliefs, age, political affiliation, or any other status protected by applicable laws and regulations. We also respect the cultural customs of our 19 foreign employees and two Indigenous employees employed in 2024, and have never violated their employment or human rights.
To promote a women-friendly workplace environment, the company provides legally mandated miscarriage leave, paternity leave, family care leave, and a nursing room equipped with desks, chairs, refrigerators, and other amenities. This allows female employees to feel at ease at every stage of pregnancy, childbirth, and childcare, maintaining a work-family balance and supporting the government's gender equality policies to promote healthy social and economic development.
In addition, the company has established "Sexual Harassment Prevention Measures, Complaints, and Disciplinary Management Regulations" and a Workplace Sexual Harassment Complaint Handling Committee to protect employees from the threat of sexual harassment, create a friendly work environment, and enhance the concept of gender equality among supervisors and employees.
Remuneration Policy
The company's overall compensation policy is based on market compensation trends and operational performance, developing a compensation and benefits package that is both internally motivating and externally competitive. Compensation includes performance bonuses, year-end bonuses, and employee remuneration. Employee remuneration is calculated based on a minimum of 3% of the company's annual profits, as stipulated in the company's Articles of Association.
1. Develop and establish external fairness, internal fairness and personal fairness in compensation and benefits.
2. Plan appropriate salary and benefits packages based on the supply and demand situation in the labor market.
3. Utilize talent based on performance, leverage talent’s professional expertise to achieve work goals, and improve gender pay disparity.
4. Establish a bonus system to provide timely rewards to colleagues with outstanding performance, encourage employees to contribute, and create good operational results for the company.
Insurance measures
In addition to providing labor insurance and national health insurance to every employee in accordance with the law, KUEN LING also provides group accident insurance. Employees are automatically enrolled from the day they start work, providing comprehensive job security. This comprehensive insurance benefit plan extends care to every employee.
retirement system
KUEN LING provides retirement funds for employees in accordance with the statutory retirement system, and the employee participation rate in the retirement system is 100%. According to the Labor Standards Act and the Pension Regulations, employees who enjoyed the old system pension years before July 1, 2005, will be eligible for the new system pension years and the old system pension years according to each employee with the old system pension years.
Comparison table of the new and old retirement systems
| project | old system | New system | |
|---|---|---|---|
| Eligibility | 1. Those who have worked for more than 15 years and are 55 years old or older 2. Those who have worked for more than 25 years 3. Those who have worked for more than 10 years and are 60 years old or older |
Monthly pension: Aged 60 or above, with less than 15 years of working experience |
Lump sum pension: 1. Aged 60 or above, with less than 15 years of working experience 2. Can be selected if you have more than 15 years of working experience |
| Legal Source/System | Labor Standards Act/Defined Benefit System | Labor Pension Regulations/Defined Contribution System | |
| Seniority calculation | Years of work experience must be in the same public institution | The length of work experience does not need to be in the same public institution | |
| Method of allocation | 2-15% of the total monthly wages of workers | Employer: no less than 6% of the worker's monthly salary Labor: Can withdraw 1-6% of monthly salary |
|
| Payment Standards | 1. (1-15 years of experience) x 2 base points + (16th year of experience and above) x 1 base point 2. Pension: average salary x base |
Monthly salary x 6% x years of service x 12 (actual monthly pension contribution + accumulated utilization income) | |
| Collection method | One-time collection | Monthly or one-time payment | |
Employee Stock Ownership Trust
In addition to regularly allocating reserves to statutory retirement accounts in accordance with the Labor Standards Act and the Labor Pension Act, the company also commissioned CTBC Bank to establish an employee stock ownership trust in 2023. Full-time employees who have completed one year of service may choose to participate and purchase company stock at a fixed fixed rate. This initiative fosters employee loyalty to the company, allows them to share in the company's success, and provides a secure retirement lifestyle for their employees.
Welfare Committee
The company has established an "Employee Welfare Committee" with representatives from various departments and units of the company. The committee members are elected through the process of holding meetings from time to time to plan and organize various employee activities and decide on the relevant employee welfare policies formulated by the Welfare Committee.
The company regularly allocates monthly benefits to its welfare committee members, who plan and provide high-quality benefits to employees. This aims to maintain harmonious relations between management and employees, enhance employee relationships and physical and mental health, and encourage legitimate recreational activities. Examples include employee travel subsidies, educational awards, cultural and recreational activities, birthday gift certificates, wedding allowances, childbirth allowances, funeral allowances, and other benefits. We also provide free health checkups, on-the-job nursing care, and regular on-site physician visits to ensure employee health.
