Labor-Management Communication
Everlight has established an “Employee Welfare Committee,” which is operated and managed by employees on various matters which related to employee welfare, and provides multiple communication channels to encourage employees to express their opinions and participate together. Employees can enhance smooth labor-management communication through work reports and proposals. Additionally, monthly meetings are held to keep employees fully informed about the Company’s operational status and future development. An annual year-end employee forum is also held every year, and quarterly newsletter of Everlight Chemical is published to ensure employees are well-informed about major company policies and development directions. This allows employees to express their opinions timely and establishes clear communication channels, embodying Everlight’s operating principle of “respecting employees” through practical actions.
▍Labor Union
The Company’s labor union was established in 1987, and labor-management meeting procedures were formulated in accordance with the Labor Standards Act. Quarterly laboremployer management meetings are held to discuss laboremployer issues, strengthen labor relations, and protect workers’ rights. With labor union’s consent, the Company has filed the “Work Rules” with the Taipei City Government. In 2023, there were no labor disputes. Although the Company has established a labor union, it has not signed a group agreement because it has not been negotiated and evaluated.
Note 1: The labor union members include employees from Everlight Chemical (including Headquarter and Plant I, II, III, IV). The total number of employees is 1,325, excluding 135 fixed-term contract employees (foreign migrant workers + interns). Therefore, 1,325 – 135 = 1,190 (total number of Everlight Chemical employees), and 961/1,190 = 81%.
▍Email Inbox
Every employee has a personal “email inbox,” which they can use to convey their opinions to the relevant department supervisors. “Respecting employees” is one of our twelve operating principles, and we listen to and respect the opinions provided by employees.
▍Proposal System
The Company has established a “Proposal System,” where employees can submit issues or observations they encounter in their daily work. Guided and assisted by their direct supervisors, employees can report specific improvement suggestions to the “Proposal Review Committee” for evaluation. Based on the review results, proposal grades and rewards are given. Three months after the proposal is implemented, a “Proposal Effectiveness Award” is re-evaluated. Adopting employee opinions through the “Proposal System” is a win-win approach.
In 2023, a total of 620 proposals were submitted, with 536 being implemented, resulting in an implementation rate of approximately 86.5%.
▍Annual Year-End Employee Forum
At the end of each year, an Annual Year-End Employee Forum is held, chaired by the Top supervisor of the respective plant or department. Employees can bring up issues that have yet to be resolved or take this opportunity to express their personal opinions. Through collective brainstorming, solutions are discussed collaboratively. Subsequently, specific responses to the matters raised during the forum are provided and announced to all employees.
▍Severance notice period
The Company holds “labor-employer meetings” quarterly in accordance with the law. If the employment relationship with some employees needs to be suspended due to major operational changes, advance notice will be given according to the regulations of each operating site. We place great importance on understanding the reasons for employee resignation. Therefore, supervisors or relevant personnel conduct resignation interviews for each case and summarize the reasons, and make necessary improvements to provide a better workplace environment and system, thereby enhancing employee stability.