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Employee Compensation and Benefits
Diverse Communication Channels

Through Yuanta’s internal website, the Group’s staff can keep up-to-date with the new regulations and the benefits available to staff. In addition, we have a unit dedicated to taking clippings from major news stories regarding the industry every day and uploading them to our web platform, providing our employees with convenient access to timely news and helping them stay abreast of the latest developments in the industry and any major news about the Company. Where there is a significant change in the operations of the Company, such as a corporate merger, changes in senior management, the establishment or abolition of branches, office moves, new regulations, or changes to internal controls, employees are also promptly notified via e-mail or the corporate webpage. To cite another example, when the government launched the “One fixed day off and one flexible rest day” labor policy in 2016, Yuanta contracted an external legal expert to come to the Company to explain the changes to the law to employees, and to help the Company make the necessary systematic changes to ensure proper adherence.

Yuanta’s human resource management measures are designed to protect our employees' legal rights through clearly laid-out regulations and adherence to labor laws; we also have a formal consultation mechanism for labor-management meetings and meetings with unions in order to facilitate labor-management communications. Beyond this, the Group’s management genuinely cares for employees, and encourages employees to communicate either with them or human resources staff when questions or problems arise, so as to bring about a satisfying response and resolution at the earliest possible time.

Among Yuanta’s subsidiaries, only Yuanta Life and Ta Chong Bank, which it acquired in 2016, have formally established employee unions. Yuanta currently has a strong working relationship with both unions. In terms of its other subsidiaries, Yuanta holds labor-management meetings on a quarterly basis, allowing representatives of both sides to come together to communicate their respective positions and reach a consensus on issues, creating a win-win situation for both sides involved.

Reasonable Remuneration Policies

The goal of the Company’s remuneration policy is to attract outstanding talent and encourage the retention and development of that talent. By fostering teams of outstanding people, the Company is able to create greater performance for both itself and its shareholders, and by paying bonuses based on the Company's performance to employees, we are able to keep employees' personal work goals closely aligned with the Company's operating goals and the interests of our shareholders. Our overall incentives strategy is performance-oriented and designed to be competitive in the human resource market, and by incorporating corporate operations outcomes and individual performance into the rewards structure, we create benefits for individual employees, the Company, and our shareholders.

Our remuneration standards are built on the aforementioned ideas, aiming to be competitive and incentivizing, encouraging our teams to give their best and create outstanding results. Our remuneration system is a combination of several methods, with basic salary, allowances, and bonuses, complemented with benefits such as leave and insurance. Through this combination, we have constructed a robust remuneration structure, with equal pay standards regardless of gender.

In June 2015, the Company became a constituent stock of the Taiwan High Compensation 100 Index, highlighting the exchange’s recognition of Yuanta’s remuneration policies, employee feedback, and corporate social responsibility.

Protecting Staff Welfare
Non-Managerial Staff Benefits
Expenses for the Group
(Unit: NTD mn)
Annual Non-Managerial Staff
Benefits Per Employee
(Unit: NTD mn)
Yuanta Employee Stock
Ownership Performance
(Unit: mn shares)
Note 1: Calculated according to the standards of the Taiwan High Compensation 100 Index, excluding contracted sales employees. 
Note 2: Staff benefits expenses include salaries, labor and health insurance, pensions, and other costs associated with employee benefits. 
Note 3: “Non-managerial staff” excludes the chairman and deputy chairman of the board and other appointed managers.
Employee Benefits Committee

In March 2003, Yuanta Financial Holdings set up its Employee Benefits Committee, which oversees the monthly appropriation of funds for employee benefits, and meets at least once every quarter. The employee benefit funds are independently managed and employed by the Committee, including providing grants to social clubs that encourage employees to share experiences and pursue mentally and physically healthy lifestyles. Additionally, the Employee Benefits Committee arranges discounts and benefits for employees with partner companies in dining, accommodation, clothing, travel, and entertainment, along with keeping employees updated on discounts through the Company’s internal website. By doing so, we are able to help our employees enjoy more convenient, happier lives.

Employee Pensions

In order to secure the well-being of our employees upon retirement, in March 2003 the Company set up an Employee Pension Reserves Supervision Committee, reporting regularly to management and focusing on managing labor retirement matters, including making monthly legally mandated contributions to retirement funds. With the implementation of the Labor Pension Act on July 1, 2005, we make monthly contributions of 6% for each employee to individual retirement accounts, in an effort to provide further well-being security for our employees upon retirement.

Employee Stock Ownership Plan (ESOP) Committee

To encourage long-term savings among our employees, in September, 2003, the Company set up an employee stock ownership plan (ESOP), whereby employees deposit a fixed amount each month and the Company issues corporate stocks of the same value to them, making them also shareholders in the Company. Not only does such a plan help protect employees' post-retirement or post-departure lifestyles, it also helps them feel a greater sense of solidarity with the Company, enhancing cohesion and sense of self-worth while also sharing in the Company's results.

Benefits for Company Full-Time Staff

Social Insurance Leave Pensions Maternity Gifts
Group Insurance ESOP trust Compassionate compensation Gifts for weddings bereavements and celebrations
Health checks Employee training grants Emergency relief Scholarships for employees’ children


Group Annuity Plan

To provide for comfortable post-retirement lifestyles for our employees, Yuanta became one of the first companies in the industry to cooperate with its insurance subsidiary Yuanta Life in establishing a group annuity plan for employees, giving them an opportunity to buy into policies at lower prices. The Company organized a series of explanatory meetings in February, 2016, held in northern, central, and southern Taiwan, to help employees better understand the content of these policies and emphasize the importance of early retirement planning as a means of guaranteeing post-retirement quality of life.