Labor Relations & Employee Communication
We are committed to transforming employee suggestions into concrete actions. Whether it is improving the work environment or promoting the company’s sustainable development, we strive to achieve a win-win outcome. Guided by our management philosophy of “respecting employees,” we aim to foster a harmonious and transparent labor–management relationship, continuously enhancing employees’ sense of belonging and job satisfaction as we move forward together toward a better future.
▍Labor Union & Labor-Management Meetings
Everlight Chemical Industrial Corporation Labor Union was established in 1987. In accordance with the provisions of the Labor Standards Act, the company has formulated regulations governing labor–management meetings, which are convened quarterly. Union representatives may directly communicate employee concerns to senior management, and the company respects and actively engages in negotiations to strengthen labor relations and safeguard employee rights. Labor–management issues are given due attention and are handled appropriately, with open and effective communication channels in place. With the union’s consent, the company has filed its Work Rules with the Taipei City Government. To date, the union has not requested negotiations for a collective bargaining agreement, and thus no such agreement has been signed.
Note 1: This figure applies to Everlight Chemical. With 964 union members among 1,179 full-time employees (excluding 149 fixed-term contract workers), the coverage rate is 964 / 1,179 = 81.76%.
▍Diverse Communication Mechanisms and Protection of Employee Rights
The Company ensures that employees can effectively express their opinions and participate in decision-making through various channels.
