WT values the welfare and rights of its employees and actively promotes harmonious relations between management and labors‭. ‬Work‭ ‬rules and various management regulations have been formulated in accordance with the Labor Standards Act and relevant laws and‭ ‬regulations‭, ‬and the Code of Practice for Sustainable Development has also been formulated to specify the rights and obligations‭ ‬of both employers and employees in management matters‭, ‬so that employees can fully understand‭, ‬comply with‭, ‬and protect their legitimate rights and interests‭. ‬In the case of any major changes in the operating conditions that may affect employees‭’ ‬rights and interests or work environment‭, ‬WT informs employees within the statutory minimum notification period in order to protect employees‭’ ‬rights and interests‭.‬
People-oriented management philosophy
Human rights risk assessment is implemented to‭  ‬create a suitable work environment
WT follows international human rights conventions and initiatives such as the Universal Declaration of Human Rights‭, ‬the United‭ ‬Nations Global Compact‭ (‬UNGC‭) ‬and the Declaration of Fundamental Principles and Rights at Work issued by the International Labor‭ ‬Organization‭ (‬ILO‭). ‬We have formulated a Social Policy and Code of Conduct‭, ‬which was signed by the Chairman and published on the company’s official website as a standard for all employees‭, ‬clients‭, ‬suppliers and other stakeholders to follow‭.‬
 
In 2022‭, ‬a human rights risk assessment covering 13‭ ‬items in five categories was carried out at WT headquarters in Taiwan and found no high-risk employees‭. ‬In addition‭, ‬WT continues to raise the awareness of human rights issues for all employees through various education and training mechanisms‭, ‬including education in pre-employment orientation for new employees‭, ‬and through the WT‭ ‬e-Learning Academy‭, ‬where employees can browse relevant online courses at any time‭. ‬A total of one human rights education and training was offered to new hires in 2022‭, ‬and 206‭ ‬of the 206‭ ‬employees required to take the training have completed the training‭.‬
 

Multiple channels are put in place for smooth communication
WT provides a good platform for communication so that all relevant parties can access the stakeholders‭’ ‬section on the company’s‭ ‬official website‭. ‬Employees may express their opinions to HR via email‭, ‬telephone calls or in writing to communicate with the company in two-way with regard to problems or concerns they encounter in work systems and environments‭. ‬Each responsible unit will properly handle and provide feedback or improvement solutions to achieve effective communication‭.‬
 
In addition‭, ‬regular executive and departmental meetings are held‭, ‬and employees are kept informed of operational changes that may have a significant impact on them by means of announcements‭. ‬As of now‭, ‬employees‭’ ‬rights and interests are well protected and there have been no major employer-employee disputes or negotiations‭. ‬With good communication and interaction between the two parties‭, ‬it is believed that a harmonious labor relations in the future will sustain‭.‬
Excellent incentive system is in place to maximize value of talents
Gender equality is ensured and gender distribution by function optimized in workplace‭.‬
WT respects gender fairness and equality in pay‭. ‬Nevertheless‭, ‬an analysis of the existing employee makeup found that male employees are mostly in business positions‭, ‬which have a reward system for performance bonuses‭, ‬or in application engineering related‭ ‬positions‭, ‬which also have a higher pay due to the external salary benchmark‭; ‬while female employees are mostly in logistics positions providing support for operations‭. ‬The gender difference in salary is mainly caused thus by different reunification structures for different functions‭. ‬WT will continue to improve the gender ratio of STEM‭ (‬technology‭, ‬engineering and other occupations‭) ‬and optimize the gender makeup of all functions to close the gender pay gap‭.‬

Variable performance bonuses are distributed to share surplus results‭.‬
In addition to providing employees with market-competitive fixed salaries‭, ‬WT designs quarterly‭ (‬or annual‭) ‬variable performance‭ ‬bonuses based on the overall operation profile‭, ‬the achievement of departmental goals‭, ‬individual performance and the nature of‭ ‬duties under consideration‭, ‬so as to share operational achievements with employees and motivate them‭. ‬WT also offers long-term‭ ‬incentives‭, ‬with deferred compensation linked to the company’s long-term performance‭, ‬to senior managers and key personnel‭. ‬In the past four years‭, ‬the average salary of full-time employees who were not in executive positions has increased over the years‭. ‬The average salary was NTD 1.425‭ ‬million in 2022‭, ‬3.79%‭ ‬up compared to 2021‭. ‬The reason for the increase is the normal salary adjustment‭, ‬and there is no special adjustment‭. ‬In addition‭, ‬the ratio of the standard starting salary of entry-level personnel‭ (‬regardless of gender‭) ‬at the Taiwan headquarters to the local minimum salary is 1.15:1‭.‬

Employee Stock Ownership Trust is established with 100%‭ ‬Company Incentive
In September 2020‭, ‬WT established an Employee Stock Ownership Trust‭, ‬with employees‭ (‬members‭) ‬jointly organizing the Employee Stock Ownership Trust Management Committee‭. ‬Employees contribute a fixed amount from their monthly salaries‭, ‬while the company also contributes 100%‭ ‬of the incentive money to the Trust’s dedicated account‭. ‬By allowing employees share operational growth‭, ‬the‭ ‬trust does not only retain talents as intended‭, ‬but also help employees to accumulate wealth through small savings and secure their pension in the future‭.‬
Full contribution is made to the pension fund to fully protect employees‭’ ‬retirement life
People-oriented WT not only values benefits for its employees during their employment but also actively takes care of their lives after retirement‭. ‬The Supervisory Committee of Employee Retirement Reserve Fund was established for employees who choose to stay in the pension scheme of the Labor Standards Act‭. ‬The Committee is composed of nine members‭, ‬of whom three represent the employers and six represent the employees‭, ‬and is re-elected once every four years‭. ‬The Committee reviews and approves the amount of‭ ‬the employee pension fund and its deposits and payments to ensure labor rights and interest‭. ‬The pension reserve is set aside at 2%‭ ‬of monthly wages and deposited in a special account in the Bank of Taiwan‭. ‬An actuary was appointed to issue an actuarial report on the employees‭’ ‬pension fund for 2022‭, ‬which shows that the present value of the defined benefit obligation is NTD219,430,000‭ ‬and the fair value of plan assets is NTD160,589,000‭, ‬which met the requirements of a full provision by government decree‭. ‬In addition‭, ‬for employees who choose to apply for the labor pension plan under the Labor Pension Act‭, ‬a monthly contribution of‭ ‬not less than 6%‭ ‬of salaries and wages is made to the employees‭’ ‬personal accounts at the Bureau of Labor Insurance‭.‬
 
WT believes that only by providing employees with a secure work environment and a fair welfare system can employees fully contribute their talents without any worries and thus create maximum value‭. ‬The benefits provided to‭ ‬the entire Group’s full-time employees in 2022‭ ‬included group insurance‭, ‬wedding gift money‭, ‬maternity allowance‭, ‬consolation money‭, ‬health checkups‭, ‬holiday gifts‭, ‬company outings‭, ‬departmental and club activities‭, ‬seminars‭, ‬and welfare items‭. ‬The spending on these benefits was approximately NTD101.54‭ ‬million‭.‬