KYF

Employee-Friendly-Workplace

Employee Care

The company upholds the “People Oriented” spirit and is dedicated to promoting a fair and diversified work environment for employees.

Human Rights Protection

To fulfill corporate social responsibility, the company protects employees’ basic human rights and related rights, supports and complies with basic human rights principles of ETI fundamental requirements, the International Labor Organization Convention (ILO Declaration on Fundamental Principles and Rights at Work), and Universal Declaration of Human Rights, establishes the company’s labor human rights policy, drafts the following management guidelines and discloses these guidelines in the company’s internal announcement platform.

Discrimination of any form is prohibited. Forced labor and employment of child labor are prohibited. Establish a safe, hygienic, and healthy work environment. Respect employee’s rights for assembly and association. Provide fair and reasonable salary and work conditions. Enforce management over supplier’s compliance with Corporate Social Responsibility (CSR) standards. Build up comprehensive employee report mechanisms. Establish official and non-official channels, including a suggestion box and e-mail complaint box that listen to employees’ voices to maintain harmonious labor and management relationships, work atmosphere, and employee rights (for details, please refer to the 5.8 win–win labor –management communication channels). In the meantime, human rights policy is promoted through internal education and training. In 2023, the total hours for the company’s employees as a whole participating in human rights training was 854 hours with a training achievement rate of 100%.

Gender Equality

Respective plans of the company all emphasize the gender equality system and comply with the requirements and spirit of the Labor Standards Act and Act of Gender Equality in Employment.

A breastfeeding room is established, 7 days of “pregnancy check leave and paternity leave,” 8 weeks of maternity leave, as well as parental leave, are established by laws to protect female employee’s rights. Over-time is restricted and work on related tasks with potential danger to the mother or infant is prohibited. Equal pay for equal work applies to employees with reinstatement after maternity leave. Meanwhile, an appropriate work environment is provided to pregnant colleagues to avoid their engagement in tasks that may impact their health. Special seats are installed to mitigate their discomfort during work.

Employee’s application requests for maternity leave without pay can all be processed before their children reach 3 years old. The maximum period for the leave can be 2 years. Therefore, this company has relatively fewer employees giving birth. A total of 5 employees applied for parental leave without pay in 2023. The return-to-work rate for those returning from parental leave in 2023 reached 62.5%. We have comprehensive mechanisms for deputy and family care leave. A friendly environment that takes care of family is established accordingly to enhance balance in family life while allowing employees to take care of family and work at the same time.

Sexual Harassment Prevention Measures

We are dedicated to the prevention of sexual harassment and the improvement of workplace facilities to protect employees from sexual harassment. The promotion of guidelines for sexual harassment prevention and matters regarding employee rights is also conducted regularly. In response to Taiwan’s #MeToo movement in 2023, we also arranged for a speaker to share workplace gender equality regulations.

Win-Win Labor-Management Communication Channels

Designated Caring Little Angel

HR Department has designated personnel across all plants working on caring for local and migrant workers in their respective plants. Workers may explain to responsible personnel their difficulties in work or life. Responsible personnel will also actively offer concern when they learn of employees encountering problems. This helps in solving problems smoothly while achieving the purpose of retention. In addition to raising concerns to supervisors and migrant worker agents when having doubts, migrant workers may also raise their concerns directly to responsible personnel in their respective plants. Responsible personnel will then discuss these concerns with department management or request migrant worker agents to offer assistance accordingly.

Regular Holding of Labor/Management Meetings

The company holds labor and management meetings every 3 months. These meetings are attended by representatives from both labor and management. Management representatives explain the company’s operation’s latest status and significant matters while labor representatives may reflect voices from employees. This renders positive assistance to communications between labor and management. Labor and management meetings offer open discussions on work rules updates, promotion of win-win activities, employee travel as well as issues raised by the benefit and salary committee. This applies to all KYF employees. Currently, no collective bargaining agreement has been entered. However, we’re convinced that continuous communication between labor and management will assist in the company’s harmony and future development.

Migrant Worker Care Meeting

The company takes every employee’s voice very seriously. In addition to native migrant workers, the company also holds migrant worker care meetings each month, with meetings held in the Shulin and Yingge plants once every two months starting from January and in the Dongshan Plant once every two months starting from February. Through these meetings, the company promotes related policies. Additionally, the company also understands more about migrant’s life, work, and physical/mental/spiritual status through these meetings. Furthermore, the company also established text message groups with migrant workers for the sake of two-way communication from time to time.

Employee Opinion Mailbox

The company established management guidelines for employee complaints. If an employee encounters an unreasonable matter and it is inconvenient to report to a supervisor, he or she may express his or her opinion, in verbal words or in writing, directly to the company’s complaint contact window to seek help. After the HR Department receives the complaint, designated related personnel will be assigned to conduct an investigation depending on the severity of the scenario and related individuals will be notified to come up with an explanation accordingly. The process and result of case handling will all be recorded confidentially to protect the whistle-blower’s rights and provide a fair and reasonable work environment.

Employee complaint channel

● Acceptance and Investigation Unit: HR Department

● Report Hot Line: +886 2 86776555 ext. 2321~4

● Employee Opinion Mailbox: Colleagues can submit paper complaints.

● Employee Suggestion Mailbox (email): hr@kyf.com.tw