Upholding the philosophy of "people-centered and employees as core corporate assets," HLC continuously optimizes its benefit system and retirement protection mechanisms. The Company provides diverse and flexible support measures, covering everything from living allowances, childcare, health insurance, to retirement fund contributions. This aims to create an attractive and sustainable work environment that helps employees achieve work-life balance. The Company has a Employee Welfare Committee that centrally plans and manages various benefit and care measures for all employees. Through cash subsidies and tangible support, it addresses employees' diverse needs at different life stages, such as marriage, childbirth, hospitalization, and funerals, thereby enhancing employees’ sense of belonging and loyalty. Between 2021 and 2024, the total amount of various benefit subsidies generally showed a stable or increasing trend, rising from NT$51,062 in 2021 to NT$61,961 in 2024, an increase of over 20% in four years. Key benefit items include marriage, childbirth, and hospitalization allowances, as well as funeral condolences, birthday cash gifts, scholarships, holiday bonuses, and club activity fees. This fully demonstrates the Company's emphasis on and commitment to employees’ well-being and its continuous effort to strengthen the overall benefit system to improve employee satisfaction and retention. The following table outlines benefits that surpass legal requirements. In addition to financial subsidies for marriage, funeral, and celebratory events, HLC offers leave policies superior to the Labor Standards Act. For example, it grants three days of paid bereavement leave for the death of an uncle or aunt.
Comprehensive Group Insurance System In addition to legally mandated Labor Insurance and National Health Insurance, HLC provides a group insurance system, including term life insurance and accidental injury insurance. Coverage amounts and premiums are differentiated based on the employee's job risk profile, to ensure that the benefits align with actual needs. Even temporary and contract personnel are included in the coverage to reflect fair treatment for all workers. Administrative staff: NT$1 million in term life insurance and NT$2 million in accidental injury insurance. Technical and sales staff: NT$1 million in term life insurance and NT$5 million in accidental injury insurance. Education Subsidies and Scholarships To encourage continuous learning and education for employees and their children, annually provides scholarships, foreign language study subsidies, and professional certification subsidies, to actively support on-the-job training and continuous learning. In 2024, full-time employees received NT$25,500 per person in scholarships (NT$9,000 in points+NT$16,500 in cash).
Diverse Benefits and Leave Measures HLC offers various non-cash benefits to enhance employees' work-life balance:
Unpaid Parental Leave HLC continues to focus on employees' work-life balance and offers a comprehensive unpaid parental leave system.In the future, the Company will continue to strengthen flexible work arrangements and provide workplace support resources to help employees with childcare responsibilities smoothly transition back to their careers, to fulfill its sustainable commitment to gender equality and employee well-being.
Human Rights Protection HLC is committed to respecting and protecting human rights and strives to create a safe, dignified, and friendly work environment. The Company has formulated and announced a "Workplace Illegal Harm Prevention Plan" and "Sexual Harassment Prevention Measures, Complaint, and Disciplinary Regulations" in accordance with relevant regulations, such as the Occupational Safety and Health Act and the Act of Gender Equality in Employment. Through prevention, reporting, handling, education, training, and follow-up mechanisms, the Company comprehensively ensures its employees’ physical and mental health and work rights. HLC is dedicated to establishing an organizational culture of safety, dignity, work ethics, non-discrimination, and gender equality. It explicitly lists "discrimination" as one of the prohibited behaviors to demonstrate its commitment to and practice of diversity and equality through institutionalized norms and behavioral guidelines. In 2024, HLC received no complaints regarding unequal treatment due to discrimination. HLC has established a comprehensive prevention system for workplace illegal harm. This system includes hazard identification and risk assessment, environmental design inspection, job suitability and adjustment, behavioral code development, and a complaint handling process. Meanwhile, the Company posts a written statement explicitly declaring its "zero-tolerance" policy toward any form of illegal harm. In terms of sexual harassment prevention, the Company has developed specific handling procedures in accordance with the Act of Gender Equality in Employment and the Sexual Harassment Prevention Act. We have also set up a complaint email and a handling committee to ensure that cases are fairly investigated and responded to within the stipulated timeframe. For victimized employees, the Company provides support measures, such as psychological counseling, medical assistance, and work adjustments to guarantee that complainants and those who provide assistance are protected from retaliation. To listen to employees’ opinions, HLC provides diverse communication channels, such as labor-management communication meetings, suggestion boxes, and the "HLC Paradise" platform. Through various communication channels and dialogues, the Company and its employees jointly establish the fundamental value of "mutual trust and shared responsibility." Furthermore, the Company adheres to the management principle of respecting employees and creating harmonious labor-management relations to ensure that opinions can be fully expressed and reasonably resolved through quarterly labor-management meetings and various feedback channels. Additionally, HLC regularly offers education and training courses to enhance all employees, supervisors, and complaint handling personnel's correct understanding and response capabilities regarding illegal harm and sexual harassment prevention, to continuously build a culture of respect and trust in the workplace.