Sustainability Development
Download ESG Report
Friendly Workplace
An enterprise, composed by people, has the potential to promote sustainable development. SiRUBA embodies the concept of “caring for people,” establishing a system that prioritizes employee management and strives to create a nurturing workplace. This ensures that every employee can grow alongside the company.
SiRUBA complies with the labor-related laws，establishing a legally secure code of practice to safeguard employees’ rights. It provides a safe and conducive working environment, diverse labor-management communication channels, fair compensation and raise, a Compete training system, substantial benefits and a transparent profit-sharing system. This environment enables employees to work harmoniously, dedicate their abilities and performance, and grow alongside the company. This approach enhances positive labor relations, cultivates a safe and harmonious working atmosphere, and lays a solid foundation for sustainable operations.
Human Rights Protection
SiRUBA adheres to the laws and regulations of the countries in which it operates. It voluntarily supports and complies with international human rights treaties, includeingthe Universal Declaration of Human Rights, the United Nations Global Compact, the United Nations Guiding Principles on Business and Human Rights, the International Labor Organization, and the norms of international human rights treaties as well as Taiwan’s labor standards laws. Guided by the framework of human rights and spirit of these conventions, SiRUBA treats everyone with respect and follows the guidelines outlined in these documents. The company establishes a human rights policy and encourages its supply chain partner to comply with the same principles.
Furthermore, SiRUBA provides a confidential reporting system for staff, allowing them to submit reports that will be professionally investigated, and their personal information will be kept confidential. If the report is substantiated, SiRUBA promises not to treat the whistleblowers unfavorably. In 2022, SiRUBA had no records of human rights violations. We prioritize human rights and therefore plan to have employees occasionally participate in courses organized externally and by local authorities, occasionally aligned with their job roles. This initiative aims to enhance our employees understanding of human rights knowledge and development, fostering their growth alongside the company. The newcomer training in 2022 includes the code of practice, occupational safety, and information security. The
participation rate for this training was 100%. Additionally, the headquarters periodically assesses the impact of plant operations and internal management on human rights and establishes procedures to address any identified impacts. Employees can submit complaints through the company’s complaint channel and the head office will respond appropriately.
Human Resources Management
SiRUBA treats every employee fairly, taking affirmative action to eliminate any conditions that could lead to workplace inequality and safeguard labor rights. Human resource development plays a crucial role in achieving sustainable development. SiRUBA ensures that employees work harmoniously, utilizing their abilities in conjunction with talent selected, recruitment, and training to nurture outstanding individuals who can grow alongside the organization. This approach creates a win-win scenario for employees’ long-term development and the company’s sustainable growth.
Employee Statistics
Due to the industry’ s characteristic of design and high professionalism, the number of male and female worker is nearly equal. All employees at SiRUBA have indefinite contracts (as full-time employees) and are not hire as child labor. We offer a long-term and stable employment arrangement, allowing employees to fully focus on their work without concerns about their future, thus safeguarding their financial well-being. Our company does not have any unemployed workers; all workers are employed.
Right Person in the Right Place
A robust human resources strategy is the cornerstone of SiRUBA’s sustainable development. To attract talented individuals, we offer competitive salary packages to reward employees who consistently deliver outstanding performance and exhibit long-term dedication. We prioritize equitable treatment for all employee by implementing a transparent performance evaluation, reward, and disciplinary system. This fosters a healthy environment of fair competition, motivating colleagues to invest greater effort in their work performance. Moreover, our company culture encourages the engagement of talented individuals, creating a sense of unity among workers and alignment with company values. In terms of promotion, the company ensures transparency by publicly sharing promotion-related information. This approach promotes healthy competition, enabling colleagues to learn from role models and allowing the company to continuously cultivate exceptional talent. Additionally, we provide educational training opportunities for employees, empowering them to continually enhance their skills and realize their self-worth. Lastly, SiRUBA establishes diverse communication channels to facilitate interaction with colleagues. This encourages colleagues to share their feedback, fostering a trustworthy and reciprocal exchange of information.
Salary and Benefits
SiRUBA follows a salary policy that ensures the average salary is positioned above the industry’s median level. We are committed to offering a robust and competitive salary package to attract top talent. The company conducts annual salary surveys to gauge the market conditions and implements necessary adjustments to sustain our salary competitiveness.In 2022, the salaries of junior staff of the Company’s Taiwan head office are set to be 1.81 times higher than the local baseline salary for both male and female employees.
Following the principles of gender equality, the company rewards employees based on their performance, regardless of gender. The overall salary scale considers factors such as position,grade,experience and years of service. When comparing salaries within the same grade, a slight difference in the average salary ratio between men and women is observed, mainly because men tend to go on business trips more frequently.
High-order Localized Employment
Parental Leave
SiRUBA’s parental leave policy, as outlined in Article 16 of the Gender Equality in Employment Act allows employees with at least six months of service to apply for unpaid childcare leave until their child turns three years old, for a maximum duration of two years.
Benefit System
SiRUBA relies on the Labor Standards Act to establish welfare policies encompassing labor rights, health insurance, childcare, retirement benefits, and leave Systems among others. We implement labor and health insurance in accordance with the Labor Standards Act, ensuring that every employee possesses insurance Coverage and feels supported. Moreover, our company has established the “Labor Benefit Committee” in accordance with legal provisions. This committee comprises 8 members who oversee welfare affairs, ensuring the Welfare Services Commission operates within legal boundaries and provides staff welfare benefits as required by law. Both the Headquarter and Taoyuan Plant ensure full employee participation, at a rate of 100%, in this retirement plan.
Talent Training
We are committed to fostering the professional growth of our employees, and thus, we categorize educational training programs according to the potential challenges and skill requirements corresponding to each rank. Simultaneously, with the aim of optimizing employees performance, we offer internal staff and supervisors opportunities for rotational roles. Additionally, we incentivize employees to enhance their capabilities through rewards for pursuing advanced studies and obtaining foreign language certifications. SiRUBA also boasts an education and training management system tailored for our top-tier talents. This system is designed to yield optimal results when the right individual is matched with the right position.
SiRUBA’s education and training procedure is initiated after each department proposes the training plan, which subsequently gains approval from the responsible officer. Upon completion, is evaluated based on categories. We offer employees courses such as “Quality Inspection Courses,” “Product Development Courses,” and “Machine Operation Courses” to enhance their abilities and proficiency. This approach empowers our employees to undertake various roles and encourages our top talents to remain, thus sustaining our competitive advantage. Additionally, we extend external training opportunities to foster well-rounded growth. Courses such as “Digital Development Course” and “Management Functions Course” provide employees with avenues for comprehensive development.
Training Performance
Performance Evaluation
To reward those who perform well, we assess every employees performance and consider the results when planning career advancements. This approach cultivates professionalism through individual efforts. Employees demonstrating management ability and leadership capabilities are promoted to managerial positions, thereby offering comprehensive career development opportunities for their colleagues.
Human Resources Management
SiRUBA treats every employee fairly, taking affirmative action to eliminate any conditions that could lead to workplace inequality and safeguard labor rights. Human resource development plays a crucial role in achieving sustainable development. SiRUBA ensures that employees work harmoniously, utilizing their abilities in conjunction with talent selected, recruitment, and training to nurture outstanding individuals who can grow alongside the organization. This approach creates a win-win scenario for employees’ long-term development and the company’s sustainable growth.
Employee Statistics
Due to the industry’ s characteristic of design and high professionalism, the number of male and female worker is nearly equal. All employees at SiRUBA have indefinite contracts (as full-time employees) and are not hire as child labor. We offer a long-term and stable employment arrangement, allowing employees to fully focus on their work without concerns about their future, thus safeguarding their financial well-being. Our company does not have any unemployed workers; all workers are employed.
Right Person in the Right Place
A robust human resources strategy is the cornerstone of SiRUBA’s sustainable development. To attract talented individuals, we offer competitive salary packages to reward employees who consistently deliver outstanding performance and exhibit long-term dedication. We prioritize equitable treatment for all employee by implementing a transparent performance evaluation, reward, and disciplinary system. This fosters a healthy environment of fair competition, motivating colleagues to invest greater effort in their work performance. Moreover, our company culture encourages the engagement of talented individuals, creating a sense of unity among workers and alignment with company values. In terms of promotion, the company ensures transparency by publicly sharing promotion-related information. This approach promotes healthy competition, enabling colleagues to learn from role models and allowing the company to continuously cultivate exceptional talent. Additionally, we provide educational training opportunities for employees, empowering them to continually enhance their skills and realize their self-worth. Lastly, SiRUBA establishes diverse communication channels to facilitate interaction with colleagues. This encourages colleagues to share their feedback, fostering a trustworthy and reciprocal exchange of information.
Salary and Benefits
SiRUBA follows a salary policy that ensures the average salary is positioned above the industry’s median level. We are committed to offering a robust and competitive salary package to attract top talent. The company conducts annual salary surveys to gauge the market conditions and implements necessary adjustments to sustain our salary competitiveness.In 2022, the salaries of junior staff of the Company’s Taiwan head office are set to be 1.81 times higher than the local baseline salary for both male and female employees.
Following the principles of gender equality, the company rewards employees based on their performance, regardless of gender. The overall salary scale considers factors such as position,grade,experience and years of service. When comparing salaries within the same grade, a slight difference in the average salary ratio between men and women is observed, mainly because men tend to go on business trips more frequently.
High-order Localized Employment
Parental Leave
SiRUBA’s parental leave policy, as outlined in Article 16 of the Gender Equality in Employment Act allows employees with at least six months of service to apply for unpaid childcare leave until their child turns three years old, for a maximum duration of two years.
Benefit System
SiRUBA relies on the Labor Standards Act to establish welfare policies encompassing labor rights, health insurance, childcare, retirement benefits, and leave Systems among others. We implement labor and health insurance in accordance with the Labor Standards Act, ensuring that every employee possesses insurance Coverage and feels supported. Moreover, our company has established the “Labor Benefit Committee” in accordance with legal provisions. This committee comprises 8 members who oversee welfare affairs, ensuring the Welfare Services Commission operates within legal boundaries and provides staff welfare benefits as required by law. Both the Headquarter and Taoyuan Plant ensure full employee participation, at a rate of 100%, in this retirement plan.
Talent Training
We are committed to fostering the professional growth of our employees, and thus, we categorize educational training programs according to the potential challenges and skill requirements corresponding to each rank. Simultaneously, with the aim of optimizing employees performance, we offer internal staff and supervisors opportunities for rotational roles. Additionally, we incentivize employees to enhance their capabilities through rewards for pursuing advanced studies and obtaining foreign language certifications. SiRUBA also boasts an education and training management system tailored for our top-tier talents. This system is designed to yield optimal results when the right individual is matched with the right position.
SiRUBA’s education and training procedure is initiated after each department proposes the training plan, which subsequently gains approval from the responsible officer. Upon completion, is evaluated based on categories. We offer employees courses such as “Quality Inspection Courses,” “Product Development Courses,” and “Machine Operation Courses” to enhance their abilities and proficiency. This approach empowers our employees to undertake various roles and encourages our top talents to remain, thus sustaining our competitive advantage. Additionally, we extend external training opportunities to foster well-rounded growth. Courses such as “Digital Development Course” and “Management Functions Course” provide employees with avenues for comprehensive development.
Training Performance
Performance Evaluation
To reward those who perform well, we assess every employees performance and consider the results when planning career advancements. This approach cultivates professionalism through individual efforts. Employees demonstrating management ability and leadership capabilities are promoted to managerial positions, thereby offering comprehensive career development opportunities for their colleagues.
Commitment and Policy of Occupational Safety and Health
SiRUBA has implemented International Standards ISO 45001 for Occupational health and safety management systems in Gao yin Plant but also at the headquarters and Taoyuan Plant. Every operating site has established occupational health and safety management systems. Our company health policy is rooted in “respect for the value of life,”a commitment to uphold the “safety discipline,” and a dedication to prevention of “industrial safety accidents”. Our primary objective is to adhere to governmental environmental protection and occupational safety and health laws. This commitment underscores our fulfillment of corporate social responsibilities. We assure our clients that our products comply with the relevant laws and standards, offering both high quality and safety. Furthermore, we
are deeply committed to preventing occupational accidents by promoting health and cultivating a workplace conducive to well-being, thereby fulfilling our corporate social responsibilities.
SiRUBA is committed to promoting occupational health and safety while minimizing occupational accidents. We adhere to with occupational safety and health regulations as well as international norms of social responsibility. Our continuous efforts aim to enhance the safety and well-being of employees within their work environment, preventing occupational injuries and illnesses, and mitigating risk factors. We strive to fully comply with occupational safety and health laws and regulations, striving to establish a corporate workplace that is not only high-quality but also safe and conducive to health. Our dedication lies in creating a workspace that adheres to occupational safety and health laws and regulations, ensuring it is of high-quality, safe, and fosters a healthy environment. For a significant duration, we have been committed to looking after our employees health and safety. This commitment stems from our responsibility to society and our pursuit of sustainable development. We firmly believe that the well-being of our employee is invaluable to us.
Hazard Identification, Risk Assessment and Accident Investigation
In accordance with the operating standards outlined in the Occupational Safety and Health Act the Company systematically identifies hazards and assesses associated risks on a regular basis. It establishes diverse operating procedures based on the degree of risk. Moreover the Company plans annual safety and health-related education and training activities. These initiatives include organizing fire extinguishing drills and emergency evacuation drills, aimed at familiarizing employees with the Company﹁s safety and health facilities their proper usage. The intention is to enable employees to instinctively and intuitively assess potential disaster impacts beforehand. By providing knowledge on using fire extinguishers and guiding employees in advance evacuation, the company aims to preclude significant accidents and injuries. This approach ensures the timely use of fire extinguishers and guides employees
to evacuate proactively, thereby preventing the occurrence of major accidents.
SiRUBA operates in the machinery and equipment manufacturing and repair industry, which falls under the highest risk category due to significant potential hazards. As such, we have established an occupational safety and health management system tailored to our size and nature. Through functions like planning, implementation, inspection, and improvement, we have successfully achieved safety and health management goals and elevated our safety and health standards. Our dedicated safety and health office plays a vital role in preparing, overseeing, and promoting safety and health management matters. This office guides relevant departments in executing necessary measures. To avert emergencies, we have devised “Disaster Emergency Response Guidelines” to swiftly identify potential disaster triggers. By adhering to these guidelines, we undertake essential measures to minimize injuries, mitigate losses, and prevent secondary environmental pollution﹒ Our company primarily addresses two common hazards: traffic accidents during commutes and finger cuts resulting from unintentional sewing machines operations. We effectively counter these risks through administrative directives and related actions. In cases of occupational accidents, the unit where the incident occurred notifies the labor safety responsible unit. Subsequently, an investigation is launched, delving into the incident’ s details, analyzes direct, indirect, and root causes, offering post-incident support, and devising countermeasures to prevent recurrence. Upon the investigation completion, both the unit supervisor where the accident occurred and the relevant unit endorse the findings.
Occupational Health Services
SiRUBA places significant emphasis on the well-being of its employees and has established employee health guidance and management measures in alignment with the “Code of Practice on Safety and Health.Additionally, SiRUBA proactively advances health care promotion programs,engaging with employees to enhance their overall health.
- SiRUBA arranges pre-arrival health checkups for new employees and mandates the submission of medical checkup forms on their first day of work.This process is designed to monitor the health status of new employees.
- SiRUBA carries out complimentary employee health checkups every three years,in compliance with legal requirements.The results of these health checkups are thoroughly analyzed to reinforce employee health management and promotion.Moreover,we uphold the confidentiality of the employees’personal health information.
- SiRUBA organizes employee health-related education and training as well as hygiene promotion initiatives.We enhance health communication among colleagues by utilizing questionnaires,interviews,suggestions from labor representatives,and staff mailboxes. These measures aim to gather feedback from colleagues after such activities.
- Highwood employs medical professionals,including Labor Health Services nurse practitioners and OSHA staff,to offer guidance on health management related to maternal protection,overwork,and abnormal health screening results.In 2022,we provided a total of 144 hours of on-site medical services,including 12 hours by physicians and 72 hours by nurse practitioner.
Occupational Safety and Health Training
Concerning occupational safety and health education and training, SiRUBA adheres to an education and training plan. In addition to the obligatory regular statutory safety and health retraining courses (designed for technicians, business supervisors, fire prevention administrators, and first-aid providers) and newcomer training, we conduct biannual fire drills. These in-house training and awareness campaigns are provided without charge. To ensure the efficacy of our training,evaluations and tests are implemented upon the conclusion of specific programs, such as newcomer training. Below is a summary of the 2022 training outcomes.
Improves Worker Health
SiRUBA places the utmost importance on our employees, recognizing them as our most aluable asset. Our commitment lies in cultivating a welcoming work environment that prioritizes employee well-being and nurtures a healthy work-life balance. For colleagues engaged in office-based, sedentary, or repetitive tasks, we conduct musculoskeletal and cardiac assessments. Our professional nurse practitioners carry out interviews to evaluate overload prevention and human factors. They provide suitable ergonomic advice and recommend adjustments work posture. In cases of mental concerns, nurses or doctors may recommend appropriate medical professionals and services, alongside facilitating access to psychological counseling for employees in need. Our human resources unit diligently monitors employees with irregular attendance, offering timely support and companionship. Furthermore, we provide comprehensive employee group insurance coverage, ensuring that employees facing health challenges can seek medical care without apprehension about hospitalization, surgery, and related expenses. Additional health promotion programs and services encompass the following :
- Promote healthy eating and exercise through the Occupational Safety and Health e-newsletter.
- Provide information on leisure exhibitions from time to time and encourage colleagues to participate in leisure activities.
- Regularly surveys the needs of employees, purchases books, and provides books for loan. This program includes not only professional design books but also healthcare and mental-emotional books to enrich the physical, mental, and spiritual health of employees.
Preventing and Mitigating Business-Related Occupational Safety and Health Impacts
In 2022, the primary focus of our occupational safety and health objectives was on COVID-19 epidemic prevention. These encompassed activities such as epidemic prevention discussion meetings and significant announcements regarding epidemic prevention and alerts. Additional measures included daily self-reporting of employees’ temperature and health status, the implementation of a plant area triage mechanism, conducting colleague vaccination surveys, enforcing visitor control measures,and executing environmental cleanup and decontamination. These operations were facilitated through the following mechanisms:
- During the epidemic period,all factory staff were required to wear face masks.Alcohol for disinfection was provided in all elevators, work areas on all floors,and restaurants.
- Meals arrangements were segregated,with administrative units dining in their designated areas and production units in the cafeteria. Tables were separated by dividers.
- At the Taoyuan Plant,all employees underwent temperature checks twice a day during workdays throughout the epidemic period.
- Swift screening of all plant personnel was implemented during outbreaks, particularly colleagues who had contact with diagnosed individuals or who returned from vacations.
- Weekly decontamination of the factory area was carried out during outbreaks,and those with confirmed cases received full work area decontamination.
- Migrant workers had their body temperatures measured at entrance and exit gates.
- Visitors and those at the headquarters were required to wear face masks and have their body temperatures measured.
- A campaign was launched to enhance the dissemination of outbreak precautions and to encourage colleagues to get vaccinated against COVID-19.
- Factory Health Talk-Understanding New Coronavirus.
