Employee Information
Human Rights Policies and Management
Taiwan Secom is committed to complying with Taiwan's laws and regulations regarding labor and workplace gender equality and formulating relevant human rights protection and labor policies while implementing related measures. We will continue to improve our working conditions and employee benefits for all employees, in order to protect and safeguard them and fulfill our social responsibility.
To ensure sustainable development and social responsibility, we are committed to employee health, work safety and all other work-related human rights policies and systems, as well as being compliant to national labor laws and regulations. All Human Resources (HR) management policies and HR regulations are formulated in accordance with the above spirit, upholding the principle of fairness, and not allowing any discrimination or sexual harassment.
With extensive advocacy, there were no instances of sexual harassment, human rights violations, or discrimination in 2021, and no violations of minimum wage and other legal requirements for employee life and safety, meaning that we fully realized employee rights and human rights issues.
Implementation of Human Rights Risk Mitigation Measures
(I) Focused Issues and Practices
(II) Human Rights Protection Training Practices
1.Compliance training for new hires
Including the prohibition of forced labor, the prohibition of child labor, anti-discrimination, anti-harassment, and providing a healthy and safe work environment.
2. Sexual harassment prevention courses
Understanding sexual harassment, sexual harassment prevention, and complaint handling.
3. Workplace anti-bullying campaign
Using campaigns and announcements to define what workplace bullying is and how to prevent it, and a complaint hotline to create a friendly work environment with zero workplace bullying.
4. Complete occupational safety training courses
Including health promotion, firefighting training, labor, health and fire safety training, and first aid personnel training.
5. Effective employee career development training
Through "internal education and training, external training courses", we offer diverse learning methods and establish effective career development training programs for employees, in order to appropriately reflect the Company's performance and results in the employee remuneration policy in ensuring the recruitment, retention, and encouragement of human resources and achieving the goal of sustainable management.
(III) Prohibition of Child Labor
Taiwan Secom's human resources policy strictly prohibits the employment of child laborers under the legal minimum age of employment. New hires are required to provide proof of identity to the Company for verification to ensure that nothing is overlooked. Internal and external audits in 2021 found no child labor.
(IV) Human Rights Policy Management Indicators
Taiwan Secom's Communication and Response Concerning the Human Rights of Its Employees
Human Rights Management Projects and Procedures
Creating a Diverse and Inclusive Workplace
A total of 13% of Taiwan Secom's employees are under the age of 30, while 69% are between the ages of 30 and 50, and 18% are between the ages of 50 and 60, with 1% retirement rate in the past three years. In recent years, the Company has maintained its manpower stability by hiring and retaining talent, and implementing training programs for talent cultivation.
Newly hired employees receive orientation training and internal work assistance to acquire the essential skills for their positions. In addition, the Company has established a fair, transparent, and impartial selection process to recruit exceptional and qualified personnel, without any form of discrimination based on race, language, skin color, age, disability, pregnancy, religious belief, political affiliation, marital status, or physical and mental disabilities.
A Stable Work Environment
As guiding principles for our human resource policies, Taiwan Secom upholds the fundamental beliefs of "be thankful" and "be responsible", as well as the spirit of “respecting human nature, serving the public, and creating value”.
We are committed to building a secure employment environment, where our exceptional personnel can thrive and our business operations continue to grow, so as to ensure a smooth transition from the security service industry to the IoT-based life service industry. As of the end of 2021, Taiwan Secom had a total of 2,441 employees in Taiwan.
Taiwan Secom has a consistent policy of employing full quotas of people with disabilities as required by law, except for dispatch staff, and providing employment chances to disadvantaged groups.
In response to operational requirements, we utilize various manpower recruitment approaches, such as campus recruitment, job-matching through employment service centers, regional job fairs, online job banks, and recruitment advertisements in printed media, in order to maintain a steady growth in newly hired. To attract talents to join our big family, we offer employees incentives for recruitment referrals and implement measures for the return of resigned employees.
In accordance with the Taiwan SECOM Group Regulation on Routine Employee Promotion, we implement routine promotion procedures based on the criteria of performance, character, and integrity.
In response to the corporation's operating needs, we transfer our employees to different positions and locations in an effort to broaden their experiences. We assign senior staff with exceptional performance to various business posts to strengthen their operational management skills. In 2021, a total of 296 employees were promoted while 365 employees were transferred.
The design of our employee remuneration system aims to reflect disparities in regional living circumstances, work descriptions, and professional duties, but it does not impose any age or gender-based discrepancy treatment. In addition to the monthly salary, the Company offers bonuses on the Lunar New Year, Dragon Boat Festival, and Mid-Autumn Festival, as well as distributes annual earnings for employee compensation.
To promote employee creativity, we continue to adopt a variety of award systems, such as "Patents Reward Regulations," "Contests Reward Regulations," and "Professional Certification Allowance Regulations," to recognize and motivate employees with exceptional performance.
Talent Attraction and Retention
Quality manpower assets are one of the keys to corporate success, and thus the principles our excellent human resource management are based on merit and placing the right person in the right place. The Company seeks to achieve sustainability by allowing its personnel to concentrate on their job, utilize their professional talents, and develop their full potential.
Therefore, the Company has dedicated itself to fostering a harmonious and secure environment and offering a variety of benefits for our employees to thrive with the Company without worry. The Company's operation will be affected if its employees fail to concentrate on their work, resulting in high turnover rates and adverse impacts on the Company's overall performance. Therefore, we are committed to providing our employees with comprehensive benefits, such as employee bonuses, leaves, insurance, transportation, and social clubs.
Through the following goals, we intend to create a pleasant and harmonious workplace, increase employee stability, and minimize the employee turnover rate:
Recruitment Policy
Taiwan Secom is dedicated to fostering a friendly workplace in order to attract talent and does not engage in any form of discrimination based on individual characteristics, in accordance with the Company's employment policy. We hold regular meetings to ensure that our systems and procedures comply with the law.
Furthermore, we have created an exclusive aptitude test that embodies the culture of Taiwan Secom and established a talent database in an effort to attract and nurture talent.
Personnel Turnover and Harmonious Workplace
All employees of Taiwan Secom have the legal right to terminate their employment at any time. The working conditions of its employees comply with government rules and regulations on minimum wage, work hours, overtime pay, health insurance, and pensions, as well as group insurance and other employee benefits. The number of Taiwan Secom’s resigned employees in 2021 was 565, with a turnover rate of 23.15%.
We are committed to fostering a happy enterprise workplace by offering comprehensive benefits and remuneration systems in order to reduce the turnover rate, which was 23.15% as of the end of 2021. The average turnover rate for most businesses is about 12%.
Many companies in the manufacturing sector have a turnover rate between 20 and 30%, and a considerable number of companies in the service industry have a turnover rate between 50% and 60%. However, the turnover rate in the property management industry, including security and maintenance staff, ranges from 80% to 300%, which is much greater than in other service industries.
We strive to develop lifelong employable competence for our employees and achieve corporate sustainability by encouraging our employees to participate in continuous education in their spare time, while also providing tuition subsidies based on course content and levels.
Workplace Safety and Labor Standards are Taken Seriously
We have established work rules, labor-management meetings, and the Employee Welfare Committee, and proposed improving systems to jointly build up a safe and healthy working environment.
In terms of a safe working environment, we have established work rules, implemented various safety and health management measures, and created a comfortable and safe working environment. We also encourage employees to continue their studies and help them develop their careers.
Complaint Channels / Voice of Employee
The Company has established a system for “Voice of Employee”, which specifies clearly the internal and external reporting channels and handling measures in the Taiwan SECOM Group so as to implement the ethical conduct code and ethical corporate management best practice principles promulgated by the Company, and to ensure the legitimate rights and interests of the complainant and related personnel.
In addition to the channel of “Voice of Employee”, we've also expressly stipulated the “Rules for Prevention, Complaint and Discipline of Sexual Harassment” and conducted relevant publicity activities from time to time to strictly prohibit any sexual harassment, sex discrimination or verbal intimidation.
For reports made orally, such as personal reports or telephone reports, the responsible person of the receiving units shall make a written record according to the statement made by the complainant and shall mark it as “confidential”.
As for the information of the complainant, people and contents involved in the investigation, Taiwan Secom is committed to ensure the confidentiality and protection from retaliation or unfair treatment.
We value and respect the voice of our employees and have established various communication channels for them to know the real-time status of the Company, and to express any opinions or concerns about workplace-related matters. The Human Resource Department has provided several two-way channels, such as:
• Intranet: Posting the latest news of the Company
• Email notifications: Announcing events of the Group and delivering letters from senior management to employees
• Bulletin Board: Providing labor-related policies, and information on health, safety and hygiene, as well as company activities
• Labor-management meeting: Held quarterly on a regular basis for HR to communicate with representatives of employees
Employment, employee rights and benefits
Taiwan Secom Company Ltd. complies with relevant labor laws and acts in Taiwan, formulating and implementing the relevant human resources policies and internal regulations for the Company accordingly. All employees are subject to, and protected by, the Labor Standards Act.
Based on the labor principle of equal employment opportunity, we provide equal opportunities to all job seekers, and fully comply with regulations in relation to the “Labor Standards Act”, the “Employment Service Act”, the “Gender Equality in Employment Act”, and the “Regulations of the Maternity Health Protection at the Workplace”, and rules regarding wages, performance review, job promotion and bonus for all employees are included in the compiled regulations of the Company.
Through a system equipped with diversified and smooth consultative channels, we create a positive labor relation. We also incorporate suggestions from internal partners, actively protect the rights and interests of employees and prevent them from deprivations. In formulating various policies, we not only comply with relevant acts and regulations, but also take employees' rights and interests into account.
Furthermore, for employees to balance work and personal life, we provide a variety of benefits and stipulate leave of absence policy in accordance with the Labor Standards Act, taking care of and supporting employees and their families, as well as retaining outstanding young people.
Retired employees will be given pensions in accordance with the “Employee Pension Payment Regulations” and laid off employees will be given severance pay and wages for the advance notice period in accordance with the work rules, so they can support themselves after retirement or before getting a new job.
Excellent Childcare Measures
Due to Taiwan Secom's special business structure, the ratio of male employees to female employees in the Company has remained higher than other businesses for years.
In response to the trend of entering an aging society with a low birth-rate in Taiwan, we provide a comprehensive benefit system that not only ensures the promotion, performance appraisal and welfare of employees who are on leave without pay, but also comes with a benefit scheme that offers menstruation leave, pregnancy disability leave, maternity leave, parental leave, paternity leave, family care leave and daycare subsidies to ensure the rights and interests of employees.
To take care of female employees with nursing needs, we set up a private lactation room at Taiwan Secom.
The Company and the Employee Welfare Committee have also signed a contract with the renowned daycare institution nearby to provide nursing service to employees at a discounted price. Based on the government's unpaid parental leave policy, employees may apply for unpaid parental leave in accordance with the “Gender Equality in Employment Act” and the “Regulations for Implementing Unpaid Parental leave for Raising Children” and extend it for personal reasons. Employees may also apply for early reinstatement and still receive the Labor Insurance and National Health Insurance with the Company during the period of unpaid parental leave.
Twelve employees, in total, applied for unpaid parental leave in 2021 (all applications were approved). The average reinstatement rate for unpaid parental leave was 60%; in total, 7 employees applied for maternity leave, and 49 employees applied for paternity leave. Besides, there was no sexual harassment complaints in 2021.
Remuneration and Welfare
Taiwan Secom upholds the concept of sharing profit with employees, and attracts, retains, and cultivates talent in all fields with a comprehensive and competitive salary system. We focus on an environment of honest operation, customer satisfaction, quality awareness, teamwork, self-management, and experience inheritance, where employees and the Company may grow and develop together.
New employees are all paid with a salary higher than the statutory minimum wage. Other perks may vary with job positions, education degrees and experiences; however, bonuses will be distributed yearly based on the performance of the employee and the operation condition of the Company, without any gender discrimination.
To stabilize human resources and retain talent, in addition to salary adjustments made according to the price index and individual performance, the Company has also participated in the annual salary surveys conducted by the security industry so as to evaluate the salary levels in the market, make appropriate adjustments and plans to the salary of employees, and ultimately stay competitive.
Reliable Employment
1. The Company formulates retirement regulations in accordance with the “Labor Standards Act” and the “Labor Pension Act”, appropriates employee pension reserve funds accordingly, and makes special retirement plans in a timely manner. The payment of employee pension is calculated based on the length of service and the 6-month average monthly wage before his or her approved retirement day.
2. The defined distribution plan (new labor retirement system) was rolled out in July 2005. Based on the defined distribution provision of “Labor Retirement Fund Regulations”, for those who have opted for the“New Labor Retirement System”, the Company has been transferring the labor retirement fund contribution, which is 6% of the employee's salary to their own account monthly. When employees turn 60, they can choose to withdraw the principal and the accumulated interest from their retirement account in lump sum or request a monthly pension.
Employee Retirement
The retirement policy for all employees in Taiwan Secom is based on the Labor Standards Act, helping the employees to contribute the required retirement reserve fund to their personal retirement fund account every month.
In 2021, a total of 34 employees retired and withdrew their respective retirement funds from the Company's "Labor Retirement Fund Regulations". The participation rate of employees in the old and new labor retirement systems is 100%.
By caring for employees like they are family members, the Company plans various benefits for all employees in the hope of helping them achieve a good work-life balance.
In order to work towards the goal of becoming a blissful enterprise, while creating an excellent work environment, maintaining the physiological health of employees, and building team cohesiveness, Taiwan Secom provides various employee health management systems and benefits.
Employee welfare
Taiwan Secom Company Ltd. is dedicated to creating a safe, harmonious, and joyful workplace, therefore, an Employee Welfare Committee was established based on the “Employee Welfare Fund Act.”
It provides various subsidies for all employees and has invited colleagues from different departments to discuss topics related to employee welfare. With the continuous improvement via various measures, it is hoped to maintain long-term harmonious labor relations.
Taiwan Secom set aside 0.15% of revenue as the activity funds for the “Employee Welfare Committee.” Some examples of welfare include employee birthday, birth, marriage, and funeral subsidies, scholarship and bursary for children, as well as festival bonuses to reward employees for their hard work.
There are also occasional trips, which help employees to relieve work pressure, and promote mental health and interpersonal interactions, thereby improving team cohesiveness.
Is this a new paragraph? Double space the COVID-19 pandemic, most of the activities planned by the Employee Welfare Committee were postponed in an attempt to minimize the spread of the pandemic.
Number of applications filed in 2021
Complete Training Resources
“Employees are the most valuable asset of the Company and the foundation for a company’s success.” Taiwan Secom places a strong emphasis on talent development and reserve planning in the human resource development process.
With the idea of “lifelong learning” in mind, the Company continues to move toward creating the Taiwan Secom Elite Institute that is professional, tech-focused, and innovative. It created the e-learning platform in the hope of achieving mobilized and digitalized learning management.
The colleagues can access the information for important courses and their learning progress/records at their fingertips with the platform. They can go to the “Knowledge Management Center” anytime and anywhere to improve themselves.
The training framework for Taiwan Secom is fully based on the demand for the skillset, and there are two training types: “Concentrated Training” and ”Regional Training.”
The former is based at the Headquarters, providing skill training that would take a longer time, while the latter is region-based, enhancing the newly acquired skills as well as various skill enhancement excercises after the concentrated training, cultivating team consensus, as well as providing job skills. Finally, along with the legacy of "Self-development Training" and "Group Philosophy" it helps to improve professionalism and enhance skills.
In addition, based on the requirements for different roles, the Company has planned seven major training programs: the “Business Operations Training Program” for Salespersons, “Customer Service Training Program” for Service Personnel, “Administrative Training Program” for Administrative Personnel, “Management Training Program” for Management Leaders, “Technical and Job Role-sSpecific Training Program” for the Cultivation of Specialized Product-Related Skills, “Innovation Training Program” for the Cultivation of New Concepts and “Elite Training Program" for Future Leaders.
The Company has nurtured about 130 excellent internal speakers and seed instructors.
