Employee Welfare
The company upholds the “People Oriented” spirit and is dedicated to promoting a fair and diversified work environment for employees.
Employee Welfare
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 5.6 Win–Win Labor–Management Communication Channels). In the meantime, human rights policy is promoted through internal education and training. In 2024, the total hours for the company’s employees as a whole participating in human rights training was 882 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.
- Since 2023, the company has established all gender restrooms to provide all employees, regardless of gender identity, with an inclusive and respectful environment, demonstrating its commitment to diversity and inclusion.
- 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 2 employees applied for parental leave without pay in 2024. The return–to–work rate for those returning from parental leave in 2024 reached 50%. We have comprehensive mechanisms for deputy and family care leave. A friendly environmentthat 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.
Win-Win Labor-Management Communication Channels
Workplace Rights and Protection Measures
- The company has always been open to employee’s voices. In addition to actively caring for employees from time to time, it also holds labor and management meetings regularly as required by laws. Meanwhile, the company has already established employee complaint channels for years. If employees are treated unfairly or unreasonably during work, when their rights are infringed, or when they report other’s inappropriate infringement of the company’s interest, employees are capable of filing a complaint accordingly.
- In 2024, one internal workplace bullying grievance was filed workplace misconduct unlawful infringement reporting procedure. The result was discussed and decided by the personnel evaluation committee, the complainant was notified, and the disciplinary result was publicly announced and the case was closed.
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 has established workplace sexual harassment prevention, complaint, and disciplinary measures, which are clearly included in the work rules. If employees encounter unreasonable situations or suffer unlawful infringement (including physical, psychological, verbal violence, or sexual harassment) while performing their duties, they can submit a complaint through oral, written, or e–mail channels, and complete the event report form to seek assistance. The HR Department will assign relevant personnel to investigate based on the severity of the case and handle the process and reports confidentially to protect the rights of complainants and provide a fair and reasonable working 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
KING YUAN FU PACKAGING CO.,LTD
