The Company hopes to provide mutual support and trust to new employees and existing employees by communicating with each other, in order to establish a successful organization and team. Therefore, we pay special attention to new employees who have been with us for less than three months. In addition, team-building activities are incorporated in substitute service programs and internship programs to provide these employees with a better understanding of the Company’s core values. The Company respects the human rights of all of its employees, providing fair job opportunities for applicants and employees with the right skills. The Company does not discriminate against potential candidates based on race, beliefs, religion, political affiliations, gender, marital status, disabilities, or other entities protected under governmental regulations. Such principles apply to recruitment, employment, training, job promotion, remuneration, and welfare systems.
Selected into the GEI Index For two consecutive years
NT$182,690 thousand The amount of childcare subsidies as of the end of 2023
A Happy Workplace
WIN organizes regular events and encourages employees to participate in club activities to provide them with diverse channels for relaxing their bodies and minds, balance work and life, and lead healthier lives. They can also form better relations with colleagues, family members, and local communities through participation in events.
Plentiful Compensation
More Benefit Measures for Full-Time Employees
- Flexible hours and locations: To provide work-life balance, WIN gives employees a flexible 15-minute window for start and stop times. If necessary due to factors such as work or family, employees can apply for shift adjustments or apply to work from home. We provide employees with work flexibility.
- Leave policies superior to statutory requirements: Once new employees pass a review after three months' service, they may enjoy 4 days of new hire leave (superior to provisions in the Labor Standards Act) + 3 days of statuary special leave.
- The Company provides free regular health examinations for employees, clinic services provided by professional doctors in the Company, and various employee health promotion knowledge promotion and events.
- Employee meal subsidies, dormitory, and shuttle bus.
- Distribution of birthday gift money, Labor Day gift money, and Dragon Boat Festival/Mid-Autumn Festival/Chinese New Year shopping gift money, year-end party lucky draw, and employee party funding subsidies.
- Employee marriage, funeral, hospitalization, and childbirth subsidies as well as relief funds based on employees' urgent needs.
- Childcare subsidies: With the goal of encouraging more employees to build families and have children with the support of the Company's benefits policy, and in response to the government's policy to encourage childbirth, WIN provides monthly subsidies of up to NT$5,000 for each child under the age of 7. In 2023, WIN provided over NT$44.44 million in childcare subsidies to 716 employees. Since we began providing childcare subsidies, the amount of subsidies reached NT$182.69 million.
- Complete insurance system and retirement plan: In addition to providing statutory Labor Insurance and National Health Insurance coverage and setting up the labor pension account, WIN appropriates the equivalent of 6% of employees' monthly salary as pension. The years of service of employees before July 1, 2005 are retained and they are provided with full and high-premium comprehensive group insurance including life insurance, accident insurance, medical insurance, and cancer insurance to improve employees' overall life and security.
A Caring Workplace for Woman
To build a friendly workplace for mothers, each fab has designated independent and private breastfeeding rooms which were used 5,795 times in 2023. WIN also provides health education programs, medical consultation services, occupational risk investigation and management, classrooms for parents and baby health information, parking space for pregnant employees, birth subsidies, group insurance subsidies, 8 weeks of "maternity leave", and 1 week of "pregnancy checkup accompaniment and paternity leaves " in accordance with the law. Day care centers and postpartum nursing centers were added in 2018. These provisions are aimed at creating a workplace environment that encourages a better work-life balance for female employees.
Pension Fund Appropriation Status
Human Right Promotion
To protect the rights of all workers, WIN abides by all regulations of the Labor Standards Act as well as benchmark international human rights standards such as the “International Bill of Human Rights”, “UN Guiding Principles on Business and Human Rights”, “Declaration on Fundamental Principles and Rights at Work” of the International Labour Organization, and the UN Universal Declaration of Human Rights. In addition, we also established the Code of Conduct base on the regulation of the Responsible Business Alliance (RBA) as the basis of internal management to protect the human rights of WIN’s employees.
Our human rights management standards are established in the following regulations:
Human Rights Risks Identification Process (two-track system)
Human Rights Risks Identified by WIN and Mitigation Measures
WIN referenced the RBA and health conditions of the workplace environment to assess human rights risks. Related departments periodically assess the effect of risk items on employees. The scope covered all workplaces of WIN (including three fabs) and all production related activities. We identified 13 human rights risks in 2023. Besides implementing mitigation measures for all risks, we also formulated compensation measures.
WIN regularly review internal regulations, procedures, and related risks and actively improve the work environment. Domestic and foreign customers also adopt international standards to review WIN's human rights risks and related measures. There were no major deficiencies in customer audits of human rights issues in 2023.
Human Rights Risk Matrix
Human Rights Policy Training
WIN references international human rights standards and trends to regularly update and review the internal Corporate Social Responsibility Announcement. We implement training and awareness campaigns each year to meet international human rights standards and continue to protect employees' rights. We implement training and awareness campaigns for new and current employees each year. In 2023, the number of course enrollments for orientation training and RBA training totaled 6,182 and total training hours amounted to 3,153 person-hours. The training ratio was 99.97%.
Human rights policy training hours
Percentage of human rights policy training coverage
Talent Cultivation
In response to the rapid advancements in semiconductor technology, and to ensure that the career development of our employees and managerial officers is in line with the Company's business goals, WIN has included employees' development in its human resource management strategy. A training roadmap for professional and managerial competencies is designed on the basis of mid-to-long-term business strategy and WIN's core values, using multiple training methods to promote various training and development programs. In addition, we also comply with the government's regulatory requirements and regularly organize related courses for environmental safety, information security, and quality assurance to enhance a safe workplace environment.
WIN strives to create a diverse learning environment that offers rich and interesting content. By establishing the "Education and Training Procedures," the Company has systematically integrated both internal and external resources, thus providing a complete talent development strategy as well as cultivating and improving employees' skills and capabilities so that they can grow with the Company and together create a mutually beneficial relationship.
To build an effective talent training system and achieve the Company's short, medium, and long-term objectives, WIN's "Training & Development" unit in the Human Resources Division specializes in planning and implementing various educational activities and talent development projects. We adopt competitive business strategies based on our core values and form a training roadmap for professional and managerial competencies. We adopt diverse training methods, such as: classroom courses, hybrid courses, on-the-job training, coaching instructions, and online English courses. They are used as blueprints for employees' future development.
WIN's talent cultivation is divided into three contexts, formulating professional training roadmaps based on the
department in which employees belong, title, and the expertise and familiarity required of a job.
HR plans and organizes all types of professional training courses to help employees adapt and learn the skills they need at work.
• Specialized roles: Cultivate employees who wish to refine their knowledge and skills to become an expert in certain fields.
• Managerial roles: Cultivate leadership in management of different levels, including entry level, midlevel, and top-level managers.
• Project-based roles: They generally involve project managers or customer project managers with a background in technological R&D.
Talent Development Action Plans
In 2023, 20,463 people participated in 256 training sessions with a total of 29,158.59 person-hours, and on average each employee received 9.62 hours of training. Total training cost totaled NT$3,970,000, with $2,855,000 for internal training and $1,115,000 for external training, and the average training expenses per person was NT$1,310.23.
In 2023, the main focus of training continued from the previous year with the goal of improving supervisors' management capabilities. The total training hours remained at more than 5,000 hours, and the total number of participants increased by 1,940. This was mainly because all section/group-level supervisors participated in performance management courses this year. The average training hours for supervisors also increased by 1.08 hours compared to the previous year. Other training did not change much compared to the previous year, fully showing the importance WIN attaches to the development of management talents.
Number of training hours by personnel category
Number of training hours by gender
Training course type
Performance Management
The main purpose of performance management and the development system is to link the Company's goals with personal goals. Through positive performance feedback and communication, we review and measure employees' skill development and create the optimal organization and personal performance. WIN's performance appraisal system integrates the company's strategic goals and launches the annual goals and plans of each department, which are introduced to all employees for implementation. Supervisors and employees work together to configure their KPI and training and development plans based on the department's annual work goals. Subsequently, mid-year assessments and year-end evaluations are conducted to measure the achievements of individual's KPIs. The results provide a basis for determining job assignments, promotions, salary adjustments, and training and development. Sustainable development is an important strategic goal of the Company. The performance evaluation of managers assesses financial and sustainability performance indicators, as well as core competencies. We then expand it to all employees to work together for the sustainable development of the Company. All WIN employees, including management, indirect employees, and direct employees, must comply with this system and complete the performance assessment.
Performance Assessment Procedures
Percentage of Employees Receiving Regular Performance Reviews by Gender
Percentage of Employees Receiving Regular Performance Reviews by Category
Safe and Healthy Workplace
WIN takes the safety and health of workers very seriously. To keep our employees healthy and prevent occupational diseases from occurring, we established sound consultation, communication, and participation channels. In accordance with the Enforcement Rules of the Occupational Safety and Health Act, and through continuously improving the occupational safety and health management system, we prevent accidents and promote employee safety and health, as well as a human-centric culture. WIN first passed the occupational safety and health management system certification in 2002 and has upheld the P-D-C-A approach for continuous improvement to ensure the effectiveness of the system. We continue to identify and improve potential risks. We also appointed EHS contact window in each department who participates in regular management and the Occupational Safety and Health Committee to promote various safety and health operations, and continue to review and improve operations. All fabs have successfully upgraded to ISO45001 Occupational Safety and Health Management System in 2020 and obtained CNS 45001 Taiwan Occupational Safety and Health Management System certification to build an intrinsically safe working environment.
Safety and Health Tasks
To drive the implementation of safety and health tasks, WIN follows the environmental safety and health policy and tracks the results with EHS performance indicators. We periodically conduct internal audits and internal inspections of safety and health management system. The Occupational Safety and Health Committee explains the safety and health implementation status to the labor representatives of various organizations within the Company in each quarterly meeting.
Key results of EHS management measures in 2023
| Objective | Description | Result |
|---|---|---|
| Drinking water testing | To maintain the quality of drinking water and employee health, we conduct sampling inspections of e-coli bacterial colony in water dispensers every three months in accordance with the Regulations for the Use, Maintenance, and Management of Stationary Continuous Drinking Water Supply Equipment. |
Number of water dispensers tested: 82. Pass rate: 100%. |
| Workplace environmental monitoring | We test workplaces for CO2, noise and chemical substances every six months in accordance with the Regulations for Workplace Environmental Monitoring. For machines, equipments, operations, or environments that use or store chemicals, we sample and analyze the concentration of chemical substances in the environment to protect employees from physical and chemical harm. Tested a total of 1,436 items. |
Number of items tested: 1,362 Pass rate: 100%. |
| Health examination |
Employees receive general and special health examination every year: General health examination: 2,917 employees Special health examination: 1.Arsenide (As) and its compounds: 1,631 employees 2.Ionizing radiation: 345 employees 3.Nickel and its compounds: 136 employees 4.Mercury: 34 employees 5.Indium and its compounds: 248 employees. |
Work related abnormal results in health examination: 10 (There were class 3 and class 4 management abnormalities). |
| Environmental protection and labor safety training |
In accordance with the Occupational Safety and Health Education and Training Rules,
total 8,092 hours of participation in safety and health education training in 2022 to protect employee safety and health: 1. Occupational safety and health training for new employees: Establish employees’ safety and health awareness. 2. Liberal hazardous chemicals Training for new employees: Establish employees’ hazards of chemical substances awareness and how to use personal protection equipment. 3. Occupational safety and health training for occupational safety and health committee: Establish and continuously remind the safety and health awareness for Occupational Safety and Health Committee. 4. Supervisor occupational safety and health training: Establish and continuously remind the safety and health awareness for supervisors. 5. On-the-job labor health and safety / fire safety / fire extinguisher / emergency evacuation training, at the same time, hold 58 emergency response drills. Contractor participated in safety and health education training for total 5,358 hours. |
Enhanced protection of employee safety and health. |
| On-site inspections, safety inspections, and internal audits |
1. Daily EHS related on-site inspections. 2. Implementation of high-risk machinery safety inspections. 3. EHS Management System internal audits. |
Active and systematic problem finding to reduce the potential risks. |
| GHG emission control management | Besides conducting inventories for GHG emission and commissioning a certifying body recognized by the Environmental Protection Administration in accordance with regulations each year, we also evaluate the economic and technical feasibility of reducing GHG emissions. | The inventories are reported in accordance with the law and serve as the basis for reducing GHG emissions. |
Safety, Health and Emergency Response Training
Through continuous training and promotion, we improve workers’ safety and health awareness and prevent disasters, instilling them with greater understanding and reducing accidents caused by dangerous behaviors. WIN periodically provides occupational safety and health related training for different subjects each year, including, including new employees, current employees, the Emergency Response Team, managers at each level, and contractors, ensuring that every worker is familiar with environmental hazard factors, regulations that they are required to comply with, and raise their safety awareness. In 2023, there were a total of 5,445 person-hours of EHS training; 5,358 persons were received EHS training for contractors; and we held 58 emergency response drills.
Among them, the Emergency Response Team (ERT) regularly trains their emergency response abilities with emergency response capabilities with wearing SCBA and emergency response drills. All fab employees participate in evacuation drills and fire drills every year to cultivate safety awareness and response abilities. We also regularly provide occupational health and safety training for employees to strengthen their safety and health knowledge so that they can better protect themselves. For traffic injury prevention, we broadcast a caring message everyday to remind employees to drive safely when commuting to and from work. Employees who get into traffic accidents are required to take a defensive driving course to strengthen their concept of safety and reduce the occurrence of accidents.
Furthermore, the managers, occupational safety and health personnel, and first aid personnel in each plant have all obtained certifications in accordance with the law, and also receive on-the-job training within the prescribed time limit to gain the latest safety and health knowledge.
Occupational Accidents Management
Statistical indicators of disabling injuries are calculated in accordance with the Occupational Safety and Health Act, with the disabling injury frequency rate (FR) and disabling injury severity rate (SR) as the primary data, excluding off-site traffic accidents.
There were no deaths, major occupational accidents, or occupational diseases among WIN employees caused by work in 2023, but there were 5 non-traffic occupational accidents, 3 of which were caused by falls due to failure to step on the ground, and 2 of which were minor crush injuries or cuts. The disabling injury frequency rate (FR) was 0.81 and the disabling injury severity rate (SR) was 6. WIN seeks to prevent the same types of occupational accidents from occurring and conducts special investigations on occupational accidents. We take measures to improve the work environment and enhance personnel safety education and training to actively enhance safety awareness. We also conduct reviews and improvements for accidents in quarterly meetings of the Occupational Safety and Health Committee to move towards a zero-accidents objective. Moreover, there were no accidents involving other workers that are not employees in WIN plants from 2019 to 2023.
Occupational Injury Statistics
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