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Labor Relations


       A joint examination is established based on medium and long-term manpower planning and the manpower needs of the respective units to recruit new employees, which distributes new recruits to adequate jobs. The employees are divided into four categories of new recruits: dispatched, employed, contract-based and contracted personnel. The recruitment is based on the “Regulations for the Employment of the Personnel of Business Units Affiliated with the Ministry of Economic Affairs”. The employees should be publicly tested and hired. For the dispatched personnel with rank 6 or above, the Ministry of Economic Affairs shall coordinate or entrust the relevant agencies (constitutions) and legal persons to carry out the tests; for employed personnel with rank 5 or below, TSC will carry out the tests in an open, fair and just manner. In addition, for specialized or technical personnel with special business nature, it is possible to hire them in an open manner. Recruitment of talents complies with legal regulations that require the protection of employee human rights, personal privacy, and the prohibition of improper discrimination. In the recruitment of talents, the Company upholds the principles of fairness, justice and integrity. Recruitment, selection, and hiring of employees are all in compliance with government regulations. There will no discrimination and differential remuneration based on race, class, language, ideology, religion political, party, place of origin, place of birth, gender, sexual orientation, age, marriage, appearance, facial features, physical or mental disabilities, or membership in a union. TSC also commits itself to prevention and control measures for sexual harassment. Apart from advocating in orientation training, it also sets up special hotlines, faxes, special mail boxes or e-mail boxes to handle sexual harassment complaints. If a complaint is received, the privacy of the parties should be protected during the investigation process in order to provide employees with a work environment free from sexual harassment. TSC’s overall salary includes monthly salary and variable salary (including bonuses). The monthly salary is based on the employee's professional functions and job titles. The variable salary is paid according to the Company’s operating performance and individual job performance and it will not differ due to employee gender differences.  
       TSC has been upholding the concept that the employees are the Company’s most important asset as well as the cornerstone of the Company’s growth, and also attaches great importance to the employees’ working environment, development and care. We have established a diversified communication channel internally to continuously promote employee relations projects, hoping to create a working environment where the employees can work and enjoy life happily. TSC puts much emphasis and cares for labor rights and therefore adopts humane management. Apart from strictly observing various labor laws, the appointment, reward, promotion of employees will not be affected due to differences in race, religion, color, political party, age, gender, marriage or physical and mental disabilities. In terms of labor rights, we have established employee opinion mailboxes and held employee seminars which allow the employees to offer open and unimpeded advice and appeals. In 2017, there was no occurrence of violation of human rights and discrimination nor labor complaints. If there is feedback from the employees, TSC will immediately reply and help them solve the problem.

Talent Retention

     In order to retain competitive talents, TSC strives to establish a friendly working environment, pay attention to the balance between work and life, provide employees with training and development opportunities and encourage employees to continuously improve themselves to achieve the development of individual careers. In recent years, new blood has been activated and most new employees recruited are under 30 years old.
2017 Total number of new employees 195人,Employment rate (%) 5.5%,Turnover rate (%) 7.2%.

Assessment and Rewards and Penalties

       The purpose of handling personnel assessments is not only to focus on the assessment of employees' annual work performance, but also to stimulate the development of employees’ potential. The "Employees Normal-Time and Project Evaluation Guidelines" and "Employees Annual Assessment Guidelines" were released. The assessments were divided into "Annual Assessment" and "Normal-Time and Project Evaluation". 100% of the employees are subject to annual performance appraisal. The direct supervisors conduct initial appraisal of performance. The supervisors consider the performance of the subordinate's job performance for the year and conduct the evaluation. After the initial appraisal, the department’s indirect supervisor conducts the reassessment, and then verifies the performance for the year in accordance with the powers. Starting from 2015, the Company formulated the procedures and matters regarding the annual assessment of employees in order to promote the spirit of performance appraisal, awarding superior and eliminating the inferior and encourage performance of the employees. In addition, in order to make the system prudent and careful, we enhanced the audit level and established a review team to enforce the controversial administrative power based on the harmony of the employer-employee relationship.

Collective Agreement

       The TSC Federation of Labor Unions entered the annual agreement with the Company for both parties to abide by in 2010 to protect the rights and interests of both parties, improve work efficiency and respect each other's exercise of rights of operation and labor to create a business development. The ratio of employees being protected by the collective agreement reaches 100%. Since 2011, with the revision of the Labor Union Act, the TSC Federation of Labor Unions and its affiliated unions have been renamed "Corporate Unions". They were all renamed in 2014. In order to promote the unity and harmony of labor, the first consultation meeting of the collective agreement was held on December 6, 2012 with the TSC Federation of Labor Unions and continued on September 12, 2013, December 18, 2014, May 14, 2015, October 28th, 2015 and June 28th, 2016 with a total of six consultation meetings held. Both the employer and the employee reached a consensus on the draft of the collective agreement. However, as Labor Standards Act was amended on December 21, 2016 and January 10, 2018, some changes in labor conditions were announced, they continued to carry out the negotiation regarding related matters.

Labor Conference

       The Labor Conference aims to dissolve differences and seek consensus. It consists of representatives of both employers and employees and discusses and effectively communicates relevant issues such as labor rights and working conditions. The proposals of the labor conference are all documented, tracked and understood at any time. All employees are provided with timely information on the meeting and an interactive mechanism is established. In addition, it also strengthens the relationship between the Company and its employees through multiple practices such as timely communication with labor representatives, issuing company publications and mailboxes to enhance employee satisfaction. Both employers and employees timely exchange opinions or negotiate with each other in terms of the issues of common concern between them. In 2017, all units held a total of 100 labor conferences. There were no labor disputes or losses suffered.

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