To establish a partnership with employees and create a mutually beneficial and happy enterprise. On October 24, 2023, Taiwan Sugar Corporation officially signed a collective agreement with the Taiwan Sugar Labor Union, which is valid for 3 years. Both parties are currently abiding by the agreement. The contents of this agreement include employees’ working hours, leave, appraisal, retirement and pension, etc. It also includes many rights and benefits superior to the current labor laws. Moreover, we also provide diverse communication channels.It is hoped that the labor and management can move forward towards the Company’s vision of sustainable development based on existing integrity and harmonious communication.

    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 adjusted in 2025. The employed personnel through TSC ′ s independent exams was NTD 37,121. The salary of new recruits is higher than the local (Taiwan) minimum wage, and the ratio of standard salary of female and male entry-level employees to the local minimum salary (the minimum salary in 2025 is NTD 28,590) was 1.3. The ratio of basic salary and remuneration of women and men in the same department, seniority, position and rank is 1:1. The median ratio of TSC’s highest annual personal income to the annual income of all employees (excluding the highest-paid individual) was 2.19. 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.

      In addition to providing the numeration 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 iNmplementation 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.

To strengthen the connection between employee performance and rewards, various business-related measures and standards have been formulated to issue bonuses, such as the Principles for awarding key performance bonuses to each unit, TSC quality business evaluation plan, The standard table of principles for awarding bonuses for external evaluation of each unit, The key points of foreign language training subsidies and rewards for employees, Key points for implementing knowledge sharing activities, etc. Bonuses are then allocated based on the level of contribution of the units and personnel to reward talents and improve the overall operating performance.

    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 2025, all units held a total of 69 labor conferences. The proposals are all immediately responded, and the communication channel between labor and management is smooth, and no labor dispute or loss was caused by it.