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 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. Through the management strategy of selecting, employing, cultivating, retaining, and protecting talents, SiRUBA enables every employee to work with peace of mind, continue to develop their talents, and effectively retain outstanding talents to progress with the organization. This approach ensures the long-term development of both employees and the company, fostering a win-win situation for 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.

Note 1: Based on the total number of employees at the end of the year (12/31).
Note 2: Labor contracts are categorized into non-fixed-term employees (regular employees) and fixed-term employees. (including Short-term, seasonal, project-specific, maternity/parental leave for former employees.)
Note 3: Labor types are classified as full-time workers (whose weekly working hours reach the maximum number of statutory working hours) and part-time workers (whose weekly working hours do not reach the maximum number of statutory working hours and who work only a portion of the working hours, such as work-study students and hourly-rated workers).
Note 4: Employees without guaranteed hours: Workers who are not assured a minimum or fixed number of working hours by the company. They may be asked to work based on the company’s needs, but the company is not contractual obligated to provide a minimum or fixed number of hours of work per day, week, or month for such employees. Temporary staff are not required to be disclosed if the company doesn’t hire any.

Note: The formula for calculating the New Employee Ratio is as follows: (Total number of new employees in the specific category for the year / Total number of employees in that particular category at the end of the year) *100%.
For instance, the new female employees ratio is calculated using the formula: (Total number of new female employees / Total number of female employees at the end of year) *100% The formula for calculating Employee turnover is as follows: (Total number of employees who left the company in that particular category during the year / Total number of employees in that particular category at the end of the year) *100%.
If the ratio of employee turnover for those under 30 years old is calculated as follows: (Total number of employee who left and are under 30 years old / Total number of employees who are under 30 years

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 employees 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 2023, the salary of junior staff of the company’s Taiwan headquarter for both men and women is 1.81 times higher than the local basic wage. The salary of junior staff of Gao-Yin Company is 2.22 times higher than the local basic wage for both men and women. 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.

Note 1: Basic payment refers to the minimum wage for employees’ regular duties and does not include additional payments such as overtime pay, bonuses, or other allowances.
Note 2: Salary encompasses the basic payment along with additional compensation for the workers. “Additional payment for the workers” includes years of service allowances, bonus (both cash and equity), benefits, overtime pay, time-off hours, and other allowances (such as transportation, housing, and childcare
allowances).
Note 3: There is a distinction between the seniority levels of men in managerial roles and those of women in non-managerial positions.

High-order Localized Employment

Note: Senior supervisors hold the position of assistant manager (or higher). Employment Ratio: (Employment of Taiwan Residents Number of Senior Managers / Total Number of Senior Managers *100%)

SiRUBA provides welfare policies such as labor insurance, health insurance, childcare, retirement reserves, and leave and attendance systems in accordance with the Labor Standards Law and other relevant laws and regulations. All employees of the company are required to apply for labor insurance and national health insurance in accordance with the laws and regulations, and enjoy the right to insurance benefits, allowing everyone to Every employee can feel cared for and taken care of. Additionally, the company established an “Employee Welfare Committee” in accordance with the law, consisting of a total of 8 members, and formulated the “Welfare Committee Welfare Matters” and allocated employee welfare funds in accordance with the law. In accordance with the “Labour Standards Law”, SiRUBA provides employees with retirement reserves, and in accordance with the law, pays 6% of their wages to the employees’ personal pension account on a monthly basis. The company also estimates and prepays pensions in the following year each year to ensure protection. Colleagues come to claim pension rights. 100% of the employees of the company’s head office and Taoyuan factory participate in this retirement plan.

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.

Note 1: The number of employees eligible for parental leave is determined based on the number of male and female employees who have applied for maternity and paternity leave within the past three years.
Note 2: Reinstatement rate = (Total number of staff actually reinstated in the year / Total number of staff expected to be reinstated in the year) *100% •
Note 3: Retention rate = (Total number of employees still in service 12 months after reinstatement in the previous year / Actual number of individuals reinstated in the previous year) *100% •
Note 4: Gao Yin Plant does not have a parental leave system and thus does not disclose related data.

Benefit system

Photo Record

Talent Training

SiRUBA values the development of employees’ competencies and designs training programs based on the challenges faced by each job level and the skills required by various departments. To ensure employees can fully utilize their abilities at different stages of their careers, the company offers opportunities for internal rotations for both staff and managers. Additionally, we encourage employees to improve themselves by providing rewards for further education and obtaining foreign language certifications. SiRUBA has established an education and training management system, with the core focus on talent utilization, ensuring that employees are placed in roles that match their skills to maximize their effectiveness.

The educational and training procedures at SiRUBA involve each department submitting training plans based on their needs, which are then approved by the responsible managers before implementation. After the training sessions, evaluations are conducted based on the type of training. SiRUBA offers various training courses, such as “Quality Inspection Courses,” “Product Development Courses,” and “Machine Operation Courses,” to enhance employees’ skills and qualifications, enabling them to be competent in multiple roles and tapping into their potential for talent reserves, which helps maintain the company’s competitive advantage. Moreover, SiRUBA provides external training activities, such as “Digital Development Courses” and “Management Skills Courses,” offering employees opportunities for comprehensive growth.

2023 Training Performance

Training Performance Statistics

Note 1: Average training hours per employee: The total number of training hours for all employees in the current year /The total number of employees at the end of the year.
Note 2: Average training hours per female employee : The total number of training hours of all female employees in the current year / The total number of female employees at the end of the year.
Note 3: Average training hours per category of employee: The total number of training hours of every category of employees in the current year / The total number of employees in the category at the end of the year.
In 2023, due to the online digital platform courses and incentive system, the training hours will increase significantly.

Note 1: Taipei and Taoyuan will introduce digital development courses in 2023, making the training more timely.
Note 2: Due to the decrease in the total number of employees at the Ｇao-Yin Factory compared with 2022, the average training hours of employees have decreased.

Education and training highlights

Performance Evaluation

To reward those who perform well, we assess every employee’s 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.

Note: Employees in categories such as babysitting, XX, etc. are not included in the performance Evaluation

Energy Consumption

• SiRUBA has an emergency plan in place and has established emergency response command centers at each operating base. We maintain an emergency team that is prepared to handle any emergency that may arise. We conduct regular emergency education training and hold fire drills every six months. During these drills, the emergency team simulated practical scenarios toenhance employees’ emergency response and self-safety management skills. These measures enable employees to take appropriate actions before a disaster escalates, thus minimizing the impact and damage caused by crises. Cooperating with firefighters, we receive training in fire escape procedures, first aid, and other related skills.
• In 2022, in accordance with the emergency response plan, we successfully conducted an emergency response drill. This ensures that our colleagues are well- prepared to effectively handle emergencies, minimizing both personal injuries and environmental impacts.