Remuneration Policy
As a high-tech chemical company, we are dedicated to improving product quality and services. The Company values compassionate management, offering fair employee benefits and fostering harmonious labor relations.
The Company regularly reviews industry salary levels, ensuring competitiveness while adopting measures exceeding the “Labor Standards Act.” Bonuses and variable pay are tied to individual and organizational performance. To align compensation with sustainability strategies, the Company plans to incorporate ESG targets (e.g., reducing carbon emissions, improving diversity, promoting employee health) into management and reward mechanisms by 2026. Director compensation details can be found in “3. Director Compensation” (including fixed and variable salaries). Senior management compensation follows the same policy, in line with the “Labor Standards Act,” and includes participation in the retirement plan under the Labor Pension Act. The Board of Directors conducts evaluations based on 5 key areas: participation in Company operations, decision-making quality, board composition, director appointment and training, and internal controls. These evaluations include managing the Sustainability Development Committee’s performance to assess the economic, environmental, and social impacts, supporting sustainable governance.
▍Board Governance of Remuneration Management
The Board of Directors is Everlight’s highest governance body, which has legally established a Remuneration Committee.
The responsibilities of this committee include:
- Regular review the Company’s remuneration measures and provide recommendations for amendments.
- Formulate and regularly review the policy, system, standards and structure of performance assessment and remuneration of directors and managers.
- Regularly review the remuneration for directors and managers.
▍Remuneration Decision Process
Article 27 of the Company’s Articles of Incorporation stipulates that 5% of the Company’s annual profits shall be allocated as employee remuneration if the company is profitable for the year. The salaries and bonuses of managers are determined based on the Company’s standards for remuneration, taking into account their roles, contributions, performance outcomes, and responsibilities. Remuneration decisions are reviewed individually by the Remuneration Committee on a regular basis and submitted to the board for approval. Performance evaluation includes criteria such as professional competence, interpersonal skills, philosophical skills and leadership abilities and integrated into the calculation of annual bonuses and employee remuneration. The remuneration of the Board of Directors (including independent directors) shall be reviewed and approved at the second meeting of each session of the board of directors.
▍Board Remuneration
In accordance with the Company’s articles of association, the remuneration for Board of Directors is determined regardless of the Company’s profit or loss. The Board of Directors is authorized to set the remuneration based on the directors’ involvement in the Company’s operations and their contributions, taking into consideration the remuneration n level of industry peers. The reasonableness of the remuneration is approved by the Remuneration Committee and the Board of Directors. The remuneration package for directors includes fixed remuneration and director bonuses but does not include variable pay. Independent directors receive only fixed salaries. The Company’s articles of association stipulate that up to 2% of the annual profits may be allocated as director’s remuneration, which is linked to the company’s annual profitability.
▍Tax Policy
We uphold integrity and legal compliance, honoring contracts and commitments while truthfully disclosing information. We comply with tax laws in all countries of operation and have had no tax-related incidents or penalties in recent years.
From 2021 to 2024, we have paid income taxes as required. As the Company’s consolidated revenue does not exceed NT$27 billion, it is not required to disclose country-by-country reporting.
| Company Entity Name | Everlight Chemical Industrial Corporation, Taiwan |
|---|---|
| Revenue from 2021 to 2024 | NT$34,122,334 thousand【Note 1】 |
| Profit (Loss) Before Tax from 2021 to 2024 | NT$1,476,444 thousand |
| Income Tax Accrued from 2021 to 2024 | NT$253,736 thousand |
| Income Tax Paid from 2021 to 2024 | NT$255,326 thousand |
Note 1: Consolidated amount for the Group