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Corporate Governance

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Employee Benefits and Retirement
Labor-Management Relations
  • Employee Benefits, Training, Retirement System, and Implementation Status; Major Labor Agreements and Execution Status :

      • (1)Employee Welfare Measures：
        To promote harmonious labor relations and enhance employees' work, life, and health, the Company has implemented a wide range of welfare programs in line with the spirit of "Respect Heaven, Love People." The major initiatives include:
        1. Distribution of annual year-end bonuses and regular salary adjustments based on performance and market benchmarks.
        2. Provision of regular health checkups for employees to ensure their well-being.
        3. Comprehensive insurance coverage, including labor insurance, National Health Insurance, and group insurance plans. Coverage also extends to employees’ spouses and children, providing full protection for employees and their families.
        4. Financial assistance for employees in the event of marriage, bereavement, or other significant life events, along with birthday celebrations and gatherings.
        5. On-site cafeteria services, where diverse and nutritious meals are offered with company subsidies, allowing employees to enjoy meals at minimal cost.
        6. Provision of employee dormitories with comfortable living environments for employees from outside the county, solving accommodation needs conveniently.
        7. Organization of regular employee outings, family day events, and year-end parties to foster camaraderie, enhance corporate cohesion, and boost employee morale.
        8. Employee stock ownership plans and participation in the Company's profit-sharing programs, enabling employees to share in the Company's growth and success.
        (2)Measures for Safeguarding Employee Rights and Interests:
        1. Establishment and strict implementation of the "Code of Ethical Conduct and Corporate Social Responsibility", which sets guidelines to safeguard employees’ labor environment, working conditions, workplace safety, labor rights, and fair compensation.
        2. To prevent occupational hazards and protect the health and safety of employees, the Company has formed an Environment, Health, and Safety (EHS) Committee, responsible for implementing safety management protocols and conducting regular self-inspections.
        3. To foster effective communication and collaboration between labor and management, the Company holds Labor-Management Meetings on a quarterly basis to coordinate labor relations and enhance workplace efficiency.
      • (3)Implementation of Pension Schemes:：
        The Company’s pension system consists of two plans: a Defined Benefit Plan (legacy system) and a Defined Contribution Plan (current system).
        1. Defined Benefit Plan (Legacy System):
          The Company’s retirement policy fully complies with the provisions of the Labor Standards Act. Employees are eligible for voluntary retirement if they have either completed 15 years of service and are at least 55 years of age, or have completed 25 years of service regardless of age. Retirement benefits are calculated based on years of service: two units for each year of service up to 15 years, and one unit for each additional year thereafter, with a maximum cap of 45 units. A supervisory committee has been established, and a dedicated pension fund account has been set up. As of December 31, 2024, the fund balance stood at NT$42,241 thousand.
        2. Defined Contribution Plan (Current System):
          Since July 1, 2005, the Company has been complying with the Labor Pension Act by contributing no less than 6% of each employee’s monthly salary to their individual pension accounts. For the fiscal year 2024, the total contribution to these accounts amounted to NT$26,399 thousand.
          • (4) Employee Development Program:
            The Company is committed to fostering a diverse and inclusive workplace. Through a comprehensive career development framework that supports employees from onboarding to succession planning, we strive to build a learning organization that balances business performance with human capital value. This Employee Development Program ensures the sustainable growth of both business operations and talent resources. It offers diverse career development opportunities, enabling employees to leverage their strengths and potential, achieve professional advancement, and enhance overall corporate value.
            Training Category Number of Participants Total Training Hours
            New Employee Orientation 121 1,137
            Occupational Safety and Health 1,199 2,671
            Professional Skills Development 945 4,891
            I. Common Training: A Comprehensive and Diverse Career Development System
            Training Program Name Description
            Round Table Program ▪︎ Objective: To build a senior leadership team with forward-looking strategic vision, exceptional decision-making capability, and succession awareness, guiding the organization toward stable growth and sustainable operations.
            ▪︎ Participants: Department heads (Level-1 managers) or managers approved for promotion after passing the MA evaluation; newly promoted Level-1 managers must first meet MA qualification requirements.
            ▪︎ Total Training Hours for 2025: 24 hours
            ▪︎ Development Focus: Designed to cultivate senior executives with organizational development and governance capabilities. The one-year program centers on long-term strategic development and integrates lectures, case studies, and other diverse learning methods to strengthen key executive competencies and drive sustainable excellence.
            Management Associate Program ▪︎ Objective: To enhance mid-level managers’ ability to implement strategies, integrate teams, and exert managerial influence, ensuring effective execution of organizational goals.
            ▪︎ Participants: Candidates recommended by Level-1 managers and approved by directors or above, or managers promoted after passing the AP evaluation.
            ▪︎ Total Training Hours for 2025: 24 hours
            ▪︎ Development Focus: To cultivate mid-level managers capable of executing corporate strategies, integrating resources, and leading teams to achieve targets, serving as key drivers of organizational stability and talent development.
            Advanced Program ▪︎ Objective: To strengthen frontline supervisors’ leadership, task management, and performance delivery capabilities, ensuring stable team operations and effective implementation of organizational systems.
            ▪︎ Participants: Section-level supervisors or high-potential employees nominated by department heads and approved by Level-1 managers.
            ▪︎ Total Training Hours for 2025: 24 hours
            ▪︎ Development Focus: To establish fundamental managerial competencies for frontline supervisors, ensuring stable team performance, efficient task execution, and effective implementation of organizational culture and systems.
            II. Professional Training: Strategic Talent Development for Future Challenges
            Program Description
            Program Name Ministry of Economic Affairs AI Value-Added Intelligent Service Integration Program
            Program Description In 2025, the Company conducted three AI-related training sessions, benefiting approximately 116 employee participations. The curriculum covered AI fundamentals, programming applications, and document productivity tools, enhancing employees’ AI capabilities and practical application skills. Training details for 2025 are as follows:
            ▪︎ AI Fundamentals Course: Covered AI application trends, core functions, tools, and foundational generative AI applications. A total of 58 employees participated; total training time: 6 hours.
            ▪︎ AI Programming Application Course: Included the use of AI tools for coding, supporting system development, equipment testing, and automated code generation tools with hands-on practice. A total of 30 employees participated; total training time: 7 hours.
            ▪︎ AI Office Application Course: Introduced AI productivity tools, including practical Office applications supported by ChatGPT and Copilot. A total of 28 employees were trained; total training time: 7 hours.
            Employee Participation Rate Reached 96% in 2025.
    • (5)Workplace Environment and Employee Safety Measures：
      Category Details
      Access Control and Security Signed a contract with a professional security company to maintain facility security, with a comprehensive access control and surveillance system operating around the clock.
      Equipment Maintenance and Inspections Conducts public safety inspections of buildings every two years in accordance with building safety regulations.
      Carries out annual fire safety inspections through qualified external providers as mandated by fire regulations.
      Performs regular annual maintenance and inspections of high- and low-voltage electrical systems, elevators, HVAC equipment, water dispensers, company vehicles, and fire-fighting equipment.
      Health and Hygiene health checkup : New hires are required to undergo pre-employment medical examinations.
      Annual health checkups are provided for all employees.
      Insurance and Medical Support Employees are covered by labor insurance (including occupational accident insurance) and national health insurance as required by law.
      Additional accident insurance and accidental medical insurance are provided to offer enhanced protection.
      Workplace Safety Employees must complete comprehensive safety training before operating machinery and equipment to prevent workplace injuries.
    • (6)Gender Equality and Workforce Diversity
      The Company upholds the principles of equal employment opportunity and human rights, providing fair job opportunities to all applicants. We strictly comply with the Labor Standards Act, the Employment Service Act, and the Act of Gender Equality in Employment. Internal regulations governing compensation, performance evaluations, promotions, and bonuses are clearly established to safeguard employee rights.
      The Company is committed to offering a respectful and safe workplace. We implement fair and equitable policies for recruitment, compensation, and promotion, with hiring decisions based solely on professional competence, academic and work experience, and functional capabilities. No discrimination based on race, ideology, religion, political affiliation, nationality, place of birth, gender, sexual orientation, marital status, or disability is permitted.
      We place strong emphasis on workforce diversity by employing individuals with disabilities and indigenous employees, fully respecting their cultural practices. To date, there have been no incidents involving violations of employee work rights or human rights.
      Employee Rights Protection Measures Implemented Description
      Provision of a Reasonable Grievance Mechanism "Grievance and Disciplinary Measures Policy" Establishes reasonable grievance channels for employees whose legal rights have been harmed or who have been subject to improper treatment.
      Prevention of Workplace Sexual Harassment "Workplace Sexual Harassment Prevention Policy" Ensures a harassment-free workplace for both employees and job applicants.
    • (7)Compensation Equality
      The Company has established a "Compensation Committee" to ensure a competitive, transparent, and equitable remuneration system. Through a fair compensation policy, we align employee rewards with the Company’s operational performance. For entry-level specialists within the same job category, initial compensation is standardized. For candidates with relevant professional qualifications and work experience, remuneration is determined based on their academic background, professional expertise, and certifications, without any discrimination based on gender or ethnicity.
      The Company is committed to fostering a diverse and inclusive workplace and ensures equal promotion opportunities for all genders.

      Human Resources Structure in 2024 (Year 113 of the Republic of China Calendar)：
      Year 2024 (Year 113 of the Republic of China Calendar)
      Headcount Percentage
      Male 407 46%
      Female 482 54%
      Female Diversity Indicators in 2024(Year 113 of the Republic of China Calendar):
      Indicator 2024 (Year 113 of the Republic of China Calendar)
      Headcount Percentage
      Female Supervisors (all management levels) 30 27%
      Female Supervisors (managerial level and above) 8 18%
    • (8)Cooperative education
      The Company actively assesses and manages the impact of its operations on local communities by employing appropriate personnel to enhance community engagement and support. Through business activities, in-kind donations, corporate volunteer services, and the provision of free professional services, the Company participates in initiatives led by civic organizations, charitable foundations, and local government agencies to promote community development and education.
      In support of local education, the Company collaborates with universities and colleges near its facilities, offering students practical training opportunities to help them gain early exposure to workplace environments.
      The Company’s industry-academia collaboration activities in 2024 (Year 113 of the Republic of China Calendar) are summarized as follows:
      The Company’s industry-academia collaboration activities in 2024 (Year 113 of the Republic of China Calendar):
      Category Institution Number of Students Duration
      Cooperative education Lee-Ming Institute of Technology 16 113.1.1~113.12.31
    • (9)Community Engagement and Social Contribution
      As an integral part of society, INPAQ recognizes its interdependence with investors, employees, local communities, and other stakeholders. INPAQ strives to fulfill its corporate social responsibility by leveraging its influence to initiate and support public welfare initiatives.
      At each of our operational sites, we collaborate with local organizations to ensure that resources are directed to those most in need. In addition to conducting charitable activities under the Company's own name, INPAQ actively supports group-wide initiatives by donating to charitable foundations established by the Group. By pooling collective goodwill and resources, we aim to maximize the impact of our contributions and work toward creating a better society.
      Community Feedback Record
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