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Labor Relations

Talent Acquisition

      The recruitment is based on the Employment Services Act, Labor Standards Act and “Regulations for the Employment of the Personnel of Business Units Affiliated with the Ministry of Economic Affairs”. The employees are divided into four categories of new recruits: dispatched, employed, contract-based and contracted personnel. In addition, for specialized or technical personnel with special business nature, it is possible to hire them in an open manner as contract employees. 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 be 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.


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. The number of new employees is 256 people, and employment rate is 7.2%;the number of retired/resigned employees is 250 people, and turnover rate is 7.0%.


Assessment and Rewards and Punishments

      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. In accordance with the "Employees Normal-Time and Project Evaluation Guidelines" and "Employees Annual Assessment Guidelines", 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%. In order to promote the unity and harmony of labor and capital, a total of six consultation meetings were held in 2018. Both the employers and the employees 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, therefore, the negotiation regarding related matters are still going on.


Maintaining Employee Rights

      In terms of labor rights, TSC strictly abides by various labor laws. We have established employee opinion mailboxes and held employee seminars which allow the employees to offer open and unimpeded advice and appeals. 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. Education and training programs such as gender mainstreaming, sexual harassment prevention and gender impact assessment are continuously arranged from time to time to enhance employees' awareness of gender sensitivity and gender mainstreaming. The programs will continue to be organized in the future. In 2018, 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.


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 setting up 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 2018, all units held a total of 103 labor conferences and proposals were all immediately responded to, enabling the labor-management communication channels to stay smooth.

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