Talent Attraction and Retention

In the highly competitive semiconductor industry, quality talents are essential for our company to provide high quality products and services, and to maintain the vitality of corporate innovation; as such, we consider recruiting and retaining quality talents as a key issue in our business management. We actively implement industry-academia cooperation programs and participate in university career fairs in order to attract outstanding talents to join our company. For our employees, we continue to develop their professional functions to create workplace value and personal competitiveness, and at the same time achieving our goal of enhancing the overall competitiveness of Phison Group.

Salary of full-time employees who are not in a managerial position

Full-time employee benefits

Labour dispute prevention

Labour issues

Actions taken by the company

Child labour

1. During the recruitment, have an effective method to check and to identify the true age of the person who comes to accept the interview. Ensure the age of the onboarding employee is at least 15 years old. Prevent the mistake happened to hire child labor due to the receiving of an untrue age data.

2. Establish and keep the completed labor file including onboarding date, the birthday, the degree of education, work experience, address, and emergency phone call number. And make sure of that the labor whose age is under 18 can’t do the hazardous works.

3. If any person under the age of 15 is found in the company, HR should be notified immediately to take child labor relief actions.

4. The company shall have the obligation and the responsibility of obeying RBA code of conduct to do the best to provide the help of the school learning and economic assistance.

5. Establish and maintain the implementation of the mis-recruited child labor policy and procedure. And the responsibility to bear the mis-recruited child labor and to provide enough education plan.

6. The company currently does not employ apprentices/interns/student workers. If it is employed in the future, it will comply with national laws and the RBA Code of Conduct.

Forced labour

1. Respect the freedom of employees. It included free chosen occupation, the freedom of resignation, the freedom of overtime work, the freedom of movement etc. The employee can resign under his/her own will and will not receive any punishment when there is reasonable notice.

2. Shall not hire any forced, bonded (including debt bondage) or indentured labor; involuntary or exploitative prison labor; slavery or trafficking of persons shall not to be used. This includes transporting, harboring, recruiting, transferring or receiving persons by means of threat, force, coercion, abduction or fraud for labor or services.

3. Adequate and effective policy and procedures are established ensuring that any form of forced, bonded, involuntary or exploitative prison, trafficked or slave labor is not used.

4. Unreasonable restrictions on entry and exit from the workplace are prohibited, and in addition, there will be no unreasonable restrictions on the freedom of movement of employees in the workplace.

5. Prohibit prohibits any restriction activities on worker’s freedom of movement such as hold personal ID, take cash pledge or collateral, seizure employee's salary, unlawful search, restriction on employee enter/exit the site, and forced overtime job, etc.

6. In accordance with the law, prior to the hiring of migrant workers (or, in the case of foreign migrant workers, before their departure from their home country, and after the migrant workers arrive in the country of destination), other The employment agreement/contract shall not be changed or changed except for the change of the employment agreement), through the employment letter/agreement/contract, communicate the main terms and conditions of employment to the employees in writing and in the employee's native language, and explain them orally to make them understand the content of the contract.

Promote Diversity, Equity, and Inclusion(DEI)

Diversity, equity, and inclusion(DEI) in the workplace can give employees with various characteristics the opportunity to speak out, express their ideas, and fully utilize their abilities. At the same time, employees are more deeply involved in the company's growth and decision-making, enhancing their "sense of belonging" to the company, which has a significant impact on retaining talents.In addition, job seekers are paying more and more attention to a company's DEI performance and will consider it when deciding whether to join the company.

The company is committed to improving workplace inclusivity and formulates different action plans for different groups. We hope that employees from different backgrounds can be accepted and supported in the workplace.

Target groups

Actions to improve employee diversity, equal opportunity, or reduce discrimination

Female worker

Phison supports more women to enter the R&D field in the technology industry. In July 2023, students from the Electrical Engineering Camp of Yangming Jiaotong University were invited to visit, and graduated female alumni shared with the students the experiences of women studying in science and engineering departments and career development in the technology industry, and encouraged outstanding female students to join relevant fields after graduation, expanding gender diversity.


In addition to actively recruiting employees with disabilities through existing recruitment channels, we also provide job content suitable for employees with disabilities through job redesign; and continue to cooperate with relevant social welfare or ganizations to match jobs with people with disabilities in need. At the same time, we cooperate with the county and city government labor departments and vocational training units to hire people with disabilities who meet the job requirements.

Foreign national

1. In order to attract more international talents to join, Phison has actively cooperated with well-known overseas universities in recent years to organize online recruitment briefings and participate in overseas talent recruitment organized by the Ministry of Economic Affairs.

2. Industry-university cooperation: Participate in overseas "Industry Support Talent Cultivation Degree Classes" of many universities, cooperate with universities to recruit students from all over the world to study in Taiwan, and companies will provide living scholarship support and provide job opportunities after graduation.

3. The company continues to provide comprehensive assistance such as work permits, banking, accommodation, and medical care to create a friendly talent retention environment so that foreign professionals can live and work in Taiwan.

Pension system and its implementation

The Company has pension regulations that apply to all full-time employees. It regulates the pension payment.
(1) If the employee chooses the pension system of the Labor Standards Act, the pension will be paid as follows. Based on the years of the service, if it is below 15 years (included), two units per full year will be paid. If it is over 15 years, each full year over the 15 years will add one unit to the pension. However, the maximum number of units is 45. The length below half a year is counted as half a year, the length over half a year but below one year is counted as one year. From Feb of 2001, 3% of the salary is appropriated into the employee pension fund. From Jul of 2016, 2% of the salary is appropriated into the employee pension fund and then transferred to the special account in the Central Trust Bureau under the name of The Supervisory Committee of Workers’ Retirement Fund.
(2) If the employee chooses the pension system of Labor Pension Statutes, the pension will be paid as follows. Employees first choose the length of service which applies to this system. From the start date to the leave date, their companies should appropriate no less than 6% of the salary into the personal pension account. In addition to the amount appropriated by the company, employees may deposit less than 6% of the salary into personal pension account. Two times of appropriation percentage change are allowed.

Employee stock option plan(ESOP)

In order to attract and retain the talents needed by the Company, and to motivate and enhance the staff’s cohesion to create the interests of the Company and shareholders, we pursuant to Article 28-3 of the Securities and Exchange Act and Regulations Governing the Offering and Issuance of Securities by Securities Issuers to stipulate 2020 Employee Stock Option Certificate Issuance and Stock Subscription Method. By cooperating with the existing employee reward system, ESOP can play the function of performance appraisal and motivating employees.
Those who are granted stock option rights are limited to full-time employees of the Company and domestic and foreign subsidiaries. The employees who can be the warrant holders and the number of options received will be considered by the employee’s seniority, position, work performance, overall contribution and special achievements. The EPOS draft resolution will be confirmed after the approval of more than one-half of the directors present (the attendance should be more than two-thirds of the board of directors). However, if the employees with director and/or managerial status are granted the stock option rights, they shall obtain the approval of the remuneration committee in advance.
This employee stock option certificate can be exercised 2 years after the issuance date, and the cumulative maximum exercisable ratio is 50% after the expiration of 2 years and 100% after the expiration of 2.5 years. The total number of employees entitled to stock options for the year was 736, including 37 senior managers and 699 employees, with a coverage rate of approximately 20.4%.