Corum strives to abide by local labor and human rights-related regulations. We have stipulated clear remuneration, benefits, leave, and retirement related regulations to protect our employees' remuneration and welfare. Furthermore, we have devised comprehensive education, training, performance evaluation, and promotion systems, and we also held regular employee communication meetings and employee activities, and dinner parties. By listening to the needs and expectations of our employees, we can foster harmonious labor relations and create a happy workplace.
Employee benefits
Corum offers a competitive remuneration and benefits system to attract exceptional talents. The remuneration standards of new employees are formulated according to criteria such as the education and experience of the talents required. The overall remuneration takes into consideration factors such as employees' professional knowledge and skills, performance, work quality and timeliness, innovativeness, and planning ability, formulating a reasonable and competitive remuneration system. Moreover, gifts for the three festivals, wedding, and funeral subsidies are provided, while a breastfeeding room has been created, and activities such as work safety, fire safety training, and health inspection are conducted. Every year, the Company considers the operating goals and performance in various regions in conjunction with the potential impact of the future business environment to adjust remuneration in a bid to provide our employees with adequate remuneration and benefits. A performance review is carried out annually as a basis for remuneration adjustments, promotions, and bonuses to reward employees with excellent performance and major contributions.
The employee performance evaluation results are also provided to the executives of different departments, allowing them to communicate the employees' strengths and weaknesses to them, in turn achieving the benefit of inspiring the employees' potential and improving or elevating their work performance. During the probation period, the employees' probational performance evaluations are conducted in two separate stages, 30 days and 90 days after they first started working for the Company.
In addition to the statutory labor/health insurance and leave system, Corum's Welfare Committee also plans diverse welfare measures every year, ranging from subsidies for employee recreational activities, various bonuses, and subsidies, as well as employee shopping discounts from affiliated businesses. In 2020, the biennial company trip coincided with uncertainties created by the COVID-19 pandemic, hence gift vouchers were distributed instead.
Good work environment
To improve employee work performance, the Company provides them with a bright, comfortable work environment, rest area, and employee cafeteria. Furthermore, independent, discreet breastfeeding rooms are available in various business locations for our female employees and mothers in need.
Free employee health examination
Corum cares about our employees' physical health, thus the Chiayi factory provides all the employees with free employee health examinations every year. The Factory Affairs Office is responsible for planning and arranging for employees to undergo health examinations at the designated medical care organizations. The outcome of the health examination will be monitored closely by the EHS Office, and the Factory Affairs Office will make arrangements for occupational nurses to conduct health consultations and care to look after the physical and mental health of our employees. Health examinations for employees in the rest of the Company are planned and arranged by the Administration Department, where employees are sent to our partner hospitals for health examinations depending on the employees' age.
In 2021, 92% of our employees underwent health examinations. A total of 112 people participated in the health examination plan, of which 103 people completed the health examination. Out of 90 people, 81 completed their health examinations, and all 22 people in the other regions completed their health examinations.
Domestic and overseas company trips or gift vouchers and subsidies
The Welfare Committee frequently organizes diverse employee activities such as the family day or company trips. However, these activities were suspended in 2021 due to the pandemic, and travel subsidies were handed out instead. The activities will be resumed after the pandemic is over.
Spring dinner party and year-end banquet lottery draw
Corum appreciates the hard work put in by our employees, so to let them understand the benefits of working for the Company, a budget is allocated annually to host spring dinner parties and year-end banquet lottery draws to let everyone enjoy a fantastic time. Due to the pandemic in the reporting year, the Welfare Committee organized an open lottery in the restaurant, allowing our colleagues to spend time together and enjoy a great time away from their busy work schedules.。Employee shopping discount
Our employees are entitled to discounts for Fee's products from AMUN CORPORATION, an affiliated business of Corum. During the employee shopping month, each employee will receive NT$5,000 worth of employee discount for products contained in the list (at original prices).
Maternity and infant care and partner agencies
To let our employees with small children work with peace of mind, Corum has chosen two partner childcare institutions Tianxin Kindergarten in Chiayi County and Meidun Kindergarten in Taipei to provide them with discounted childcare services.
Statutory retirement system
According to the regulations of "Labor Standards Act" and "Labor Pension Act", the Company allocates 2% of our colleagues' monthly salary to the old pension fund plan, which is handed over to the Labor Pension Fund Oversight Committee and deposited into a special account of the Bank of Taiwan. For those opting for the new retirement system, the Company will allocate 6% of the employee's monthly salary to the Individual Labor Pension Account of the Ministry of Labor, while our employees are also free to voluntarily allocate 0%~6% of their monthly salary to ensure they can enjoy life after retirement with peace of mind.
Labor-management communication and employee rights protection
In order to listen to our employees' feedback, Corum offers a wide range of communication channels including regular labor-management meetings or an effective grievance mechanism to protect the rights of our employees. Furthermore, we provide different types of communication channels to let our employees express their opinions. On the other hand, the Company can also offer them constructive responses in a bid to facilitate interactive, harmonious labor relations.
Corum is committed to preventing discrimination or unfair treatment because of employees' gender, age, religious belief, place of ancestry, birthplace, language, thinking, class, physical and mental disability, race, political party, sexual orientation, marital status, appearance, facial features, astrological sign, blood type, and previous trade union membership. Furthermore, regarding ILO Conventions, Labor Standards Act, and the UN Convention on the Rights of the Child and Convention on the Elimination of All Forms of Discrimination against Women, the Company issued a "Code of Conduct Statement" in 2018 as our human rights policy. We strive to comply with human rights-related laws and regulations as well as the prohibition of discrimination and payment of legal remuneration.
To protect the employees' human rights, Corum has established the following grievance channels for workplace abuse and sexual harassment prevention: hotline and email, both are manned by the Administration Department. We strive to achieve the annual goal of "zero complaints" and create a friendly workplace. From 2019 to 2021, one complaint concerning workplace abuse and sexual harassment was received. The incidents were resolved effectively after the Administration Department contacted relevant units based on the problems and reported them to senior management. The outcome was also communicated to employees.
To cultivate Corum's core talents, various departments are required to formulate their annual training programs at the end of each year, focusing on the job functions and talent development direction of various positions to propose the '"Education and Training Requirement Form for the Following Year". If special needs arise during the year, applications can be made through the "Provisional Education and Training Application Form". The training course content encompasses occupational safety, environmental management, and industry-related regulations. Furthermore, the training courses are coordinated by the Factory Affairs Office and HR Department to ensure the course is properly executed for the sake of reinforcing the employees' job skills and inspiring their potential.
In 2021, we proposed 100% internal training completion rate (achieved 131%) and 95% external training completion rate (achieved 79%). The external training target was not achieved because the classes could not be opened due to the COVID-19 pandemic.
As of 2020, Corum has vigorously applied and participated in various talent cultivation projects launched by the government, including the long-standing "Youth's Employment Ultimate Program", which trains talents to meet the Company's specific needs. In 2021, we applied for the "Corporate Human Resources Upliftment Program (Da Ren Ti) for the first time to offer comprehensive on-the-job training opportunities and resources through the creation of a sophisticated employee training mechanism. Besides strengthening the employees' vocational skills, the program also serves to enhance the Company's competitiveness.
When recruiting talents, Corum upholds the principle of equal opportunities to recruit talents that meet the Company's beliefs and needs through a fair, open recruitment channel and selection method. After the employees are interviewed and hired, they must sign a labor contract that specifies the duration of the probation period. After passing the probation period, orientation training, and performance evaluation, they will be officially hired.
Having an adaptive learning and development system is the only way to realizing corporate sustainability, hence Corum has always valued our employ- ees' growth and training. Corum continues to provide a comprehensive training structure including three major themes such as orientation training, profession- al training, and leadership and management skill training. We offer employees diverse learning and development resources during different stages of their careers. In addition to job-related professional requirements, we hope to let our employees cultivate cross disciplinary thinking and learning capability. Faced with the fast-changing digital era, talent cultivation must respond quickly to trends, bridge the gap between talent demand and supply, and maintain innovative thinking at all times in an effort to respond to the diverse needs associated with the changing industry in the future.
Listening and Caring
Corum strives to abide by local labor and human rights-related regulations. We have stipulated clear remuneration, benefits, leave, and retirement related regulations to protect our employees' remuneration and welfare. Furthermore, we have devised comprehensive education, training, performance evaluation, and promotion systems, and we also held regular employee communication meetings and employee activities, and dinner parties. By listening to the needs and expectations of our employees, we can foster harmonious labor relations and create a happy workplace.
Employee benefits
Corum offers a competitive remuneration and benefits system to attract exceptional talents. The remuneration standards of new employees are formulated according to criteria such as the education and experience of the talents required. The overall remuneration takes into consideration factors such as employees' professional knowledge and skills, performance, work quality and timeliness, innovativeness, and planning ability, formulating a reasonable and competitive remuneration system. Moreover, gifts for the three festivals, wedding, and funeral subsidies are provided, while a breastfeeding room has been created, and activities such as work safety, fire safety training, and health inspection are conducted. Every year, the Company considers the operating goals and performance in various regions in conjunction with the potential impact of the future business environment to adjust remuneration in a bid to provide our employees with adequate remuneration and benefits. A performance review is carried out annually as a basis for remuneration adjustments, promotions, and bonuses to reward employees with excellent performance and major contributions.
The employee performance evaluation results are also provided to the executives of different departments, allowing them to communicate the employees' strengths and weaknesses to them, in turn achieving the benefit of inspiring the employees' potential and improving or elevating their work performance. During the probation period, the employees' probational performance evaluations are conducted in two separate stages, 30 days and 90 days after they first started working for the Company.
In addition to the statutory labor/health insurance and leave system, Corum's Welfare Committee also plans diverse welfare measures every year, ranging from subsidies for employee recreational activities, various bonuses, and subsidies, as well as employee shopping discounts from affiliated businesses. In 2020, the biennial company trip coincided with uncertainties created by the COVID-19 pandemic, hence gift vouchers were distributed instead.
Good work environment
To improve employee work performance, the Company provides them with a bright, comfortable work environment, rest area, and employee cafeteria. Furthermore, independent, discreet breastfeeding rooms are available in various business locations for our female employees and mothers in need.
Free employee health examination
Corum cares about our employees' physical health, thus the Chiayi factory provides all the employees with free employee health examinations every year. The Factory Affairs Office is responsible for planning and arranging for employees to undergo health examinations at the designated medical care organizations. The outcome of the health examination will be monitored closely by the EHS Office, and the Factory Affairs Office will make arrangements for occupational nurses to conduct health consultations and care to look after the physical and mental health of our employees. Health examinations for employees in the rest of the Company are planned and arranged by the Administration Department, where employees are sent to our partner hospitals for health examinations depending on the employees' age.
In 2021, 92% of our employees underwent health examinations. A total of 112 people participated in the health examination plan, of which 103 people completed the health examination. Out of 90 people, 81 completed their health examinations, and all 22 people in the other regions completed their health examinations.
Domestic and overseas company trips or gift vouchers and subsidies
The Welfare Committee frequently organizes diverse employee activities such as the family day or company trips. However, these activities were suspended in 2021 due to the pandemic, and travel subsidies were handed out instead. The activities will be resumed after the pandemic is over.
Spring dinner party and year-end banquet lottery draw
Corum appreciates the hard work put in by our employees, so to let them understand the benefits of working for the Company, a budget is allocated annually to host spring dinner parties and year-end banquet lottery draws to let everyone enjoy a fantastic time. Due to the pandemic in the reporting year, the Welfare Committee organized an open lottery in the restaurant, allowing our colleagues to spend time together and enjoy a great time away from their busy work schedules.
Employee shopping discount
Our employees are entitled to discounts for Fee's products from AMUN CORPORATION, an affiliated business of Corum. During the employee shopping month, each employee will receive NT$5,000 worth of employee discount for products contained in the list (at original prices).
Maternity and infant care and partner agencies
To let our employees with small children work with peace of mind, Corum has chosen two partner childcare institutions Tianxin Kindergarten in Chiayi County and Meidun Kindergarten in Taipei to provide them with discounted childcare services.
Statutory retirement system
According to the regulations of "Labor Standards Act" and "Labor Pension Act", the Company allocates 2% of our colleagues' monthly salary to the old pension fund plan, which is handed over to the Labor Pension Fund Oversight Committee and deposited into a special account of the Bank of Taiwan. For those opting for the new retirement system, the Company will allocate 6% of the employee's monthly salary to the Individual Labor Pension Account of the Ministry of Labor, while our employees are also free to voluntarily allocate 0%~6% of their monthly salary to ensure they can enjoy life after retirement with peace of mind.
Labor-management communication and employee rights protection
In order to listen to our employees' feedback, Corum offers a wide range of communication channels including regular labor-management meetings or an effective grievance mechanism to protect the rights of our employees. Furthermore, we provide different types of communication channels to let our employees express their opinions. On the other hand, the Company can also offer them constructive responses in a bid to facilitate interactive, harmonious labor relations.
Corum is committed to preventing discrimination or unfair treatment because of employees' gender, age, religious belief, place of ancestry, birthplace, language, thinking, class, physical and mental disability, race, political party, sexual orientation, marital status, appearance, facial features, astrological sign, blood type, and previous trade union membership. Furthermore, regarding ILO Conventions, Labor Standards Act, and the UN Convention on the Rights of the Child and Convention on the Elimination of All Forms of Discrimination against Women, the Company issued a "Code of Conduct Statement" in 2018 as our human rights policy. We strive to comply with human rights-related laws and regulations as well as the prohibition of discrimination and payment of legal remuneration.
To protect the employees' human rights, Corum has established the following grievance channels for workplace abuse and sexual harassment prevention: hotline and email, both are manned by the Administration Department. We strive to achieve the annual goal of "zero complaints" and create a friendly workplace. From 2019 to 2021, one complaint concerning workplace abuse and sexual harassment was received. The incidents were resolved effectively after the Administration Department contacted relevant units based on the problems and reported them to senior management. The outcome was also communicated to employees.
Experience and Heritage
To cultivate Corum's core talents, various departments are required to formulate their annual training programs at the end of each year, focusing on the job functions and talent development direction of various positions to propose the '"Education and Training Requirement Form for the Following Year". If special needs arise during the year, applications can be made through the "Provisional Education and Training Application Form". The training course content encompasses occupational safety, environmental management, and industry-related regulations. Furthermore, the training courses are coordinated by the Factory Affairs Office and HR Department to ensure the course is properly executed for the sake of reinforcing the employees' job skills and inspiring their potential.
In 2021, we proposed 100% internal training completion rate (achieved 131%) and 95% external training completion rate (achieved 79%). The external training target was not achieved because the classes could not be opened due to the COVID-19 pandemic.
As of 2020, Corum has vigorously applied and participated in various talent cultivation projects launched by the government, including the long-standing "Youth's Employment Ultimate Program", which trains talents to meet the Company's specific needs. In 2021, we applied for the "Corporate Human Resources Upliftment Program (Da Ren Ti) for the first time to offer comprehensive on-the-job training opportunities and resources through the creation of a sophisticated employee training mechanism. Besides strengthening the employees' vocational skills, the program also serves to enhance the Company's competitiveness.
When recruiting talents, Corum upholds the principle of equal opportunities to recruit talents that meet the Company's beliefs and needs through a fair, open recruitment channel and selection method. After the employees are interviewed and hired, they must sign a labor contract that specifies the duration of the probation period. After passing the probation period, orientation training, and performance evaluation, they will be officially hired.。
Having an adaptive learning and development system is the only way to realizing corporate sustainability, hence Corum has always valued our employees' growth and training. Corum continues to provide a comprehensive training structure including three major themes such as orientation training, profession- al training, and leadership and management skill training. We offer employees diverse learning and development resources during different stages of their careers. In addition to job-related professional requirements, we hope to let our employees cultivate cross disciplinary thinking and learning capability. Faced with the fast-changing digital era, talent cultivation must respond quickly to trends, bridge the gap between talent demand and supply, and maintain innovative thinking at all times in an effort to respond to the diverse needs associated with the changing industry in the future.
