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Labor Relations


  • Performance Assessment and Rewards & Punishments

          The purpose of employee appraisal not only focuses on the annual performance assessment of the employees but also on the stimulation of the development of their potentials. 100% of the employees at TSC are subject to annual performance assessment. The direct supervisors conduct initial appraisal of the performance and submitted it to the indirect supervisor of the department for reassessment, and the performance is verified in accordance with their responsibilities. 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.

          The operational performance bonus is divided into “assessment bonus” and “performance bonus” as prescribed in the “Key Points for the Implementation of Performance Bonus Plan of the State-owned Enterprises Affiliated to the Ministry of Economic Affairs”. Assessment bonus has to be granted in accordance with the results of work assessment; performance bonus is distributed when there is surplus in the company. The operational performance bonus of the year in all units is divided into “assessment bonus” and “performance bonus”. The total allocated amount of the bonuses was amended in 2012 by MOEA to the limit of no more than 4.4 months’ salary.


  • 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 response to some changes in part of the labor conditions announced in the Labor Standards Act, TSC and TSC Federation of Labor Unions restarted the negotiation and completed the signing of the collective agreement on August 10, 2020.


  • Maintaining Employee Rights

          TSC has been upholding the concept that the employees are the Company’s most important assets as well as the cornerstone of the Company’s growth, and it also attaches great importance to the employees’ working environment, development and care. We have established diversified communication channels. Continue to promote various employee care measures in an attempt to establish a warm and caring working environment and create an organizational culture of good interaction. The protection of human rights is handled in accordance with government regulations at TSC. During the reporting period of 2020, TSC was not subject to any human rights review or impact assessment.

          In order to strengthen and implement human rights, regular human rights-related courses are held, including the implementation of gender mainstreaming, sexual harassment prevention and control, the Convention on the Elimination of all Forms of Discrimination Against Women (CEDAW) and seminars or courses related to gender equality, labor laws and Labor Standards Act. There were 2,830 participants in 2020, and the total number of training hours was 5,417 hours, accounting for 86.1% of the total number of employees. 

          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 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. In 2020, 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 2020, all units held a total of 72 labor conferences , and no labor dispute or loss was caused by it.


  • Remuneration System

          The overall employee remuneration includes the monthly salary and variable pay (including bonuses). The monthly salary is based on the employee’s professional functions and job title, and the variable pay is distributed in accordance with the company’s operating performance and individual work performance regardless of gender or region. The salary was not adjusted in 2020.The self-employed personnel through independent exams was NTD 26,896. The salary of new recruits is higher than the local (Taiwan) minimum wage.The ratio of basic salary and remuneration of women and men in the same department, seniority, position and rank is 1:1. The ratio of TSC’s highest annual personal income to the median annual income of all employees was 204%. The percentage of the Company's highest annual total salary increase is consistent with the median percentage of other employees' average annual total salary increase.


  • Welfare

          In addition to providing basic protection for employees, TSC has also established the “TSC Employee Welfare Committee” in accordance with the “Employee Welfare Fund Act” and “Organization Regulations on Employee Welfare Committee” in order to strengthen the implementation of employee welfare programs in the affiliated units. Handle the planning and implementation of employee welfare issues. A harmonious working environment is therefore created by the perfect welfare system.


  • Nursery Benefits

          There is no difference regarding parental leave without pay due to gender, job titles and work areas. Both male and female employees can apply for parental leave without pay. In 2020, 8 employees applied for parental leave without pay and 7 were reinstated. In 2020, the retention rate for women reached 100%.


  • A Sound and Complete Retirement System

          TSC handles retirement, compensation and severance in accordance with the “Regulations Governing the Pension, Severance and Survivor Payments for Employees of State-owned Enterprises Administered by the Ministry of Economic Affairs”. The pensions contributed are deposited in the special accounts of the trust department of the Bank of Taiwan. The Employee Pension Management Committee and the Supervisory Committee of Business Entities’ Labor Retirement Reserve are responsible for management and supervision. Pensions were allocated in accordance with the ratio of the total salary paid in 2020 (staff: 4.59%; worker: 0.18%). The pensions contributed are deposited in the special accounts of the trust department of the Bank of Taiwan managed and supervised by the Employee Pension Management Committee and the Supervisory Committee of Business Entities’ Labor Retirement Reserve. For workers choosing new pension system, 6% of their monthly salary is set aside as their retirement pension. In addition, job tenure settlement of the old pension system was conducted in July, 2020, and 830 people participated among the 1,217 qualified candidates.


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