In order to improve the retention rate of talents, FICG provides a series of benefits, including leisure activity subsidies, diversified education and training, welfare systems that exceed legal requirements, diverse clubs, and employee activities. We have a clear assessment, promotion, and salary adjustment evaluation system, and encourage department heads to reintegrate middle-aged and elderly employees who have resigned or retired into the system. At the same time, we have arranged flexible working hours and planned a friendly working environment to reduce personnel training costs and improve employee stability. These are all important measures for us to achieve labor restructuring and sustainable development.
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I. Diverse Communication Channels<\/strong> <\/p>\n\n\n\n <\/p>\n\n\n\n <\/p>\n\n\n\n II. Benefits provided to full-time employees (excluding temporary or part-time employees)<\/strong> Note\uff1aOther benefits are managed according to the welfare policies of each subsidiary.<\/strong> 1. Training and Development Policy<\/p>\n\n\n\n Through both internal and external training resources, FICG strengthens employees\u2019 professional knowledge, management capabilities, and workplace safety awareness. These initiatives aim to support sustainable talent development while fostering a safe, inclusive, and healthy work environment.<\/p>\n\n\n\n <\/p>\n\n\n\n (1) Overall Training Implementation In 2025, FICG continued to invest in employee training resources. Training programs covered professional skills, managerial capabilities, integrity and anti-corruption awareness, and workplace safety, aiming to support employee career development and strengthen the organization\u2019s overall competitiveness. <\/p>\n\n\n\n The Company\u2019s training initiatives in 2025 focused on the following areas: Through diversified training programs and flexible learning mechanisms, the Company supports employees in continuously improving their professional capabilities and career development potential while strengthening the organization\u2019s long-term talent development strategy. Through a systematic talent development framework and continuous improvement mechanisms, the Company aims to cultivate a highly capable workforce and support sustainable corporate growth.<\/p>\n\n\n\n <\/p>\n","protected":false},"excerpt":{"rendered":" In order to improve the retention rate of talents, FICG […]<\/p>\n","protected":false},"author":1,"featured_media":14676,"parent":2604,"menu_order":4,"comment_status":"closed","ping_status":"closed","template":"elementor_theme","meta":{"footnotes":""},"class_list":["post-2612","page","type-page","status-publish","has-post-thumbnail","hentry"],"acf":[],"_links":{"self":[{"href":"https:\/\/www.ficg.com.tw\/en\/wp-json\/wp\/v2\/pages\/2612","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.ficg.com.tw\/en\/wp-json\/wp\/v2\/pages"}],"about":[{"href":"https:\/\/www.ficg.com.tw\/en\/wp-json\/wp\/v2\/types\/page"}],"author":[{"embeddable":true,"href":"https:\/\/www.ficg.com.tw\/en\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/www.ficg.com.tw\/en\/wp-json\/wp\/v2\/comments?post=2612"}],"version-history":[{"count":12,"href":"https:\/\/www.ficg.com.tw\/en\/wp-json\/wp\/v2\/pages\/2612\/revisions"}],"predecessor-version":[{"id":15755,"href":"https:\/\/www.ficg.com.tw\/en\/wp-json\/wp\/v2\/pages\/2612\/revisions\/15755"}],"up":[{"embeddable":true,"href":"https:\/\/www.ficg.com.tw\/en\/wp-json\/wp\/v2\/pages\/2604"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.ficg.com.tw\/en\/wp-json\/wp\/v2\/media\/14676"}],"wp:attachment":[{"href":"https:\/\/www.ficg.com.tw\/en\/wp-json\/wp\/v2\/media?parent=2612"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}
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Taiwan Labor-Management Meeting Implementation Status<\/strong>
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In 2024, the Taiwan sites convened 26 labor-management meetings, with no labor disputes.
<\/p>\n\n\n\n2024 Taiwan Labor-Management Meeting Implementation Status<\/strong><\/td><\/tr> Total number of employer representatives<\/td> 21<\/td><\/tr> Total number of employee representatives<\/td> 21<\/td><\/tr> Total number of alternate employee representatives<\/td> 14<\/td><\/tr> Total number of meetings in 2024<\/td> 26<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n Major resolutions reached in the 2024 labor-management meetings<\/strong><\/td><\/tr> The amendment to FIC\u2019s work regulations was reviewed, approved, and filed with the competent authority for record.<\/td><\/tr> Ubiqconn added a mechanism for collecting opinions for labor-management meetings to help employee representatives provide more comprehensive feedback from employees.<\/td><\/tr> In response to business needs and after thorough discussion and consensus, Ubiqconn approved and implemented proposals for flexible working hours and extended working hours.<\/td><\/tr> Prime Base Inc. Zhongli Plant changed its salary payment date to the 10th of each month starting from March 2024.<\/td><\/tr> Prime Base Inc. Zhongli Plant added a night shift starting from December 2024.<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n
<\/p>\n\n\n\nBenefit Items<\/strong><\/td> Descriptions<\/strong><\/td><\/tr> Insurance<\/strong><\/strong><\/td> Labor\/health insurance and group insurance are effectuated. Benefits scheme of employer-paid group insurance includes accidental injury insurance, work-related accidental injury insurance, accidental medical insurance, specific accidental injury, first-time cancer insurance, and cancer prevention health insurance, and self-paid insurance scheme is provided to employees and their dependents for selection.<\/td><\/tr> Retirement system<\/strong><\/strong><\/td> The\u201c Labor Pension Fund Supervisory Committee\u201d established by companies in Taiwan have\u201c Retirement Regulations\u201d in place, which expressly provide the kind of retirement, conditions of application for retirement, and method of calculation of pensions. For work years to which the pension system (old labor pension system) under the Labor Standards Act is applicable, the pensions shall be paid in accordance with Article 55 of the Labor Standards Act; however, an additional 20% shall be given to workers forced to retire due to disability incurred from the execution of their duties. For employees to which the pension system (new labor pension system) under the Labor Pension Act is applicable, the Company appropriates 6% of their wages as pensions and deposits such amounts in the designated labor pension account on monthly basis. Employees may, according to their personal willingness, also appropriate the amounts nor more than 6% of their wages and deposit such amounts in the designated pension account on monthly basis. The settled amount in the old pension reserve account deposited in Trust Department of Bank of Taiwan opened by companies in Taiwan in Q4 of 2025 was about $78,711,672. Every year, we also hire professional actuaries to submit actuarial reports to ensure sufficient appropriation to protect employee rights and interests. In 2025, there were 5 retired employees in Taiwan.<\/td><\/tr> Other benefit<\/strong><\/strong><\/td> Birth subsidy, marriage subsidy, funeral subsidy, travel subsidy, cultural and artistic activity subsidy, subsidy for epidemic prevention equipment and material, consolation for hospitalization, major injury and illness, holiday activities, public welfare running event, cash gift (coupon) for three festivals, club subsidy and health promotion seminars.<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n
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III. Implementation of Employee Training and Development Programs<\/strong>
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FICG is committed to enhancing employees\u2019 professional capabilities and career development through a structured training system. Annual training programs cover areas such as professional skills, management development, occupational safety and health, legal compliance, and workplace well-being.<\/p>\n\n\n\n
2. Training Investment in 2025
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(2) Training by Category
<\/p>\n\n\n\nTraining Category<\/strong><\/strong><\/td> Participants<\/strong><\/strong><\/td> Training Hours<\/strong><\/strong><\/td><\/tr> Professional Training<\/strong><\/strong><\/td> 512<\/td> 1,379.5<\/td><\/tr> General Competency Courses<\/strong><\/strong><\/td> 1,516<\/td> 1,671.7<\/td><\/tr> New Employee Training<\/strong><\/strong><\/td> 165<\/td> 339.15<\/td><\/tr> Integrity and Anti-Corruption Training<\/strong><\/strong><\/td> 893<\/td> 1,298.99<\/td><\/tr> Management Training<\/strong><\/strong><\/td> 138<\/td> 946<\/td><\/tr> Workplace Safety Training<\/strong><\/strong><\/td> 952<\/td> 2,812.65<\/td><\/tr> Total<\/strong><\/strong><\/td> 4,176<\/td> 8447.99<\/td><\/tr><\/tbody><\/table><\/figure>\n\n\n\n
3. Training Focus and Career Development Support
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4. Training Effectiveness and Continuous Improvement
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The Company regularly evaluates the effectiveness of its training programs through annual training needs assessments, course feedback surveys, and training outcome reviews. Training content and resource allocation are continuously refined based on the Company\u2019s development strategies, regulatory changes, and industry trends.<\/p>\n\n\n\n