"Employee Care"

Employees
In 2024, Ta Ya Group had a total of 1,479 employeesNote1, including 264 female employees accounting for 17.8%. The headcount reduced by 105 compared to 2023, down by 6.6%, mainly due to the closure of Kunshan Site. The consolidated number of employees excluding that of Kunshan site in 2024 was 1,460, slightly up by 0.48% compared to 2023.






Human Rights Protection
We are committed to respecting and safeguarding workers' rights, striving to create a diverse, equitable, and inclusive workplace where all types of workers receive humane treatment and human rights protection.

TA YA supports and is committed to safeguarding human rights. In 2024, the Business Planning Office and HR Department, incorporating customer feedback on our human rights practices, established the TA YA Human Rights Commitment. This commitment was approved by the Sustainable Development Committee in May 2024 and signed by the Chairman, serving as the Group's highest standard for human rights.


Human Rights Training
New hire orientation covers compliance regarding prohibited forced labor, child labor, anti-discrimination, anti-harassment, working hours, and ethics. In 2024, human rights training reached 678 participants with a total of 3,274 hours. We remain committed to raising awareness and mitigating risks through ongoing education.


Human Rights Due Diligence
Starting in 2025, TA YA conducts human rights risk assessments through the Labor and Ethical Practices Risk Assessment Form, evaluating whether operational activities may give rise to human rights risks related to the prohibition of forced labor, young workers, working hours, wages and benefits, non-discrimination, and freedom of association and collective bargaining.

Risk scores are calculated using quantitative factors, including severity, likelihood of occurrence, and the effectiveness of risk controls. Risks scoring above 60 are classified as high risk and require immediate resource allocation and mitigation actions. Scores between 20 and 59 indicate medium risk and are subject to tracking and improvement plans, while scores between 1 and 20 are considered acceptable and require ongoing monitoring only.

Based on the 2025 assessment results, all assessed items were classified as acceptable risk.

Talent Attraction & Retention

TA YA is committed to building a strong employer brand by implementing strategies such as offering competitive compensation and benefits, supporting employees' career development and growth opportunities, promoting workplace diversity, equity, and inclusion (DEI), and fostering a friendly and healthy work environment to attract and retain top talent.

Strategy

TA YA utilizes diverse channels to identify suitable talent. In addition to providing training resources and comprehensive benefits, the company adjusts salaries based on operational performance to attract high-potential candidates. To enhance employee retention, TA YA offers long-service bonuses and salary adjustments for outstanding employees. Furthermore, the company analyzes the reasons for employee turnover and implements improvements to reduce the attrition rate.

Competitive Salary and Benefits

TA YA offers salaries and bonuses that are highly competitive within the industry. In 2023, with the company's profit growth, bonuses increased accordingly, leading to a 53.1% rise in the average employee salary. Additionally, the median salary for full-time, non-managerial employees increased by 53.6%. Furthermore, TA YA announced a structural salary adjustment at the end of 2023, with monthly salaries increasing by at least NT$1,170 starting in 2024. We believe that competitive compensation provides a significant advantage in attracting top talent.

Welfare and Care

The Group’s employee welfare includes: year-end, profit-sharing, and long-employment bonuses; uniforms and safety shoes; marriage/funeral cash gifts/celebratory curtains/garlands applications; educational training, language, lunch, and employee travel subsidies; Labor Day, Dragon Boat Festival, Mid-Autumn Festival, Spring Festival gifts, parties and dinners (organized by the welfare committee); club activity subsidies; birthday gifts; employee insurance (extended to employee family members, paid by the members at a discounted price); and employee accident condolences. The company also holds physical examinations annually, organized by the Occupational Safety & Health Office. In addition, employees have voluntary marriage/funeral/celebration subsidies and employee mutual assistance funds on the death of the employee, family members, spouse, or children.

Employee welfare committees have been formed at Ta Ya, Cuprime, and Ta Heng. Their main responsibilities are: the examination, implementation, and supervision of employee welfare affairs; the planning, custody, and withdrawal of employee welfare funds; the allocation, auditing, and budgeting of employee welfare funds; and other relevant employee welfare affairs.

All employees of the group are covered by a retirement plan. For those who are covered by the new scheme, the Company contributes 6% of their monthly salary to the retirement fund; for those who converted from the old scheme to the new scheme, the Company contributes 4% ~ 15% of their monthly salary to the retirement fund. Ta Ya assembled and implemented its Labor Pension Fund Supervisory Committee in August 1984 as a means to provide assurance for employees' retirement. Since then, the Company has been contributing 15% of employees' salary into a pension fund account held at Bank of Taiwan. As required by the Labor Standards Act, the Company estimates the balance of its pension fund account before the end of each year and reimburses differences before the end of March the following year. All calculations and actions are reviewed by the Labor Pension Fund Supervisory Committee. For employees who opted for the new pension scheme introduced under the "Labor Pension Act" since July 2005, the Company contributes 6% of their monthly salary into their individual pension fund accounts held with the Bureau of Labor Insurance.

Following the 2015 amendment of the Labor Standards Act, employers are now required to make adequate contributions no later than March each year to the old pension fund for employees who will be qualified to retire in the current year.As a result of this amendment, Ta Ya make adequate contributions into the pension fund account held with Bank of Taiwan annualy.

Ta Ya (Viet Nam) provide their employees with benefits including end-end bonuses, uniforms, safety shoes, transportation allowances, language allowances, launch subsidies, cash gifts for marriage, funerals and joyous events of the employees and their children, consolation money, and so on. The companies arrange physical examination for their employees and provide drivers and the employees who often travel for business with additional personal accident insurance to the amount of VND 50 million. All the employee benefits are dealt with by the Administration Department.

The companies support the labor associations with gifts for the Dragon Boat Festival. They also arrange irregular dinner parties and trips for the employees to help them mitigate work stress, increase their affections, maintain good physical conditions, and create more cultural atmosphere. Many venues are set up for the employees to held recreational activities. The companies organize internal sports tournaments every year and provide prizes as an encouragement and create better recreational living quality for the employees

The law of the Vietnam government requires the employer to share 18% of the social insurance (pension) premium while the employee must share 8% of the premium. This is applicable to all the laborers of Ta Ya (Viet Nam) after the probation period. Premium share of other insurances: Medical insurance: company 3%, employee 1.5%; Unemployment insurance: company 1%, employee 1%.

Retirement age: According to the law, retired workers can receive their pension under the social insurance if the following conditions are satisfied: at the age of 60 (male) or 55 (female) if the social insurance premium has been paid for more than 20 years; at the age of 55 (female) or at the age of 55-60 (male) or 50-55 (female) if the worker who has paid the premium for 20 years and worked in toxic or dangerous environment for 15 years. Retirement wage: For the workers who have paid the social insurance premium for 15 years, the retirement wage is 45% of the average monthly wage during the period when the premium was paid. An additional 3% is counted in if the premium is further paid for one year to an upper limit of 75%.



Occupational Health and Safety
Ta Ya implements the ISO 45001 Occupational Health and Safety Management System, in full compliance with occupational health and safety regulations, protecting workers' health, ensuring full employee participation, eliminating hazards, reducing risks, fulfilling commitments to occupational health and safety management, and pursuing continuous improvement.

OHS Management System
Ta Ya has established its OHS Management System in accordance with the ISO 45001, through which continued compliance with occupational health and safety laws and regulations is ensured and negative OHS impacts reduced. The Health and Safety Department is responsible for the establishment and implementation of the OHS Management System, and the Occupational Health and Safety Committee of representatives appointed by the labor union handles environmental and OHS-related issues. Based on Occupational Health and Safety Roles, Responsibilities, and Authority Management Procedures, the CEO holds ultimate accountability for the oversight of the OHS Management System.

To maintain effective OHS management, the Health and Safety Department plans and conducts internal and external audits annually. The internal audit for 2024 was completed in October 2024, and the external audit was completed by SGS in December 2024. Ta Ya obtained the ISO 45001 certification in 2025.

OHS Policy
The Company’s Occupational Safety and Health (OSH) Policy includes strict compliance with occupational safety and health regulatory requirements, protection of workers’ health, active participation by all employees, elimination of hazards and reduction of risks, fulfillment of OSH management commitments, and continuous improvement. Please refer to the TA YA Occupational Safety and Health Manual, p. 6.


Health and Safety Guideline
To ensure the health and safety of all workers and prevent occupational accidents, Ta Ya has established the Ta Ya Health and Safety Guideline for employees to follow and for public announcements. The Guideline covers the maintenance and inspection of machinery and equipment, OHS standards, health guidance and management measures, training, first aid and rescue, preparation, maintenance and use of protective equipment, and accident reporting. The Guideline is provided in both Chinese and Vietnamese to facilitate easy reading for our Vietnamese employees.


Occupational Injuries
In 2024, Taya Group had a total of 11 occupational incidents, a decrease of 17 from 2023. The main reason was a decrease of 6 traffic accidents at Ta Ya and a decrease of 4 at Ta Heng. There was one major occupational incident in 2024, when an employee of Ta Ya accidentally bumped into another hollow shaft on the left side while pushing a hollow shaft to replace it, resulting in a laceration of the left hand caused by being caught between the two shafts. To prevent similar disasters, the Health and Safety Department has been advocating that the area around the cable tray must be kept clear to ensure sufficient adjustment space for cable spool replacement, to avoid collision with other objects from lost control.


OHS Training
Ta Ya conducts OHS training in accordance with the Occupational Health and Safety Education and Training Procedures. The Health and Safety Department is responsible for formulating, planning, and implementing the training plan for each year, with participants including foreign workers. The health and safety training programs conducted in 2024 covered general safety and health, aerial work platform, stationary crane, and refresher training for first-aid personnel, totaling 498 participants and 2,169 training hours.

Succession Planning
In view of the group's 60-year history, Ta Ya has initiated Succession Planning since 2014 to nurture capable successors for the sustainability of the business. The group's Succession Planning comprises of two main systems, "Job Rotation" and "Learning Passport"

Shift-Rotation System: In line with the company’s long-term plans and reserve personnel requirements, rotation allows for the understanding of work details of each department to be managed in the future. The company’s competitive strength and cultivation of future talent is achieved through systemizing projects, allowing manpower allocation to be more systematic so as to provide a comprehensive horizontal experience and to develop vertically to improve organizational efficiency.

Learning Passport: The Learning Passport is a plan derived through analyzing the requirements of a job, and establishing the learning modules and basics required for evaluations. The content of the plan is discussed with the current job holder and the potential successor and uses the job-related abilities of the employee as the basis to find the direction of learning. Results of the plan’s execution factor in the performance evaluations for discussion and feedback to ensure effective control.

Ta Ya continued its Succession Planning and arranged a series of advance management courses to expand the knowledge and thinking process of its candidates. Through a combination of classroom teachings and mentorship, succession candidates were able to apply their learning in practice and keep up with the program as planned. Affiliated enterprises, on the other hand, adopted the Learning Passport system and utilized training courses to develop the capacity needed to deliver the group's missions, visions and business philosophy.