Articles

Avalue is committed to providing comprehensive employee benefits that exceed legal requirements to enhance employee job satisfaction and overall well-being, creating a friendly and attractive work environment. Regarding vacation policies, in addition to legally mandated leave entitlements, Avalue provides non-deductible sick leave and volunteer leave, which are more generous than those stipulated in the “Labor Standards Act.” Starting in 2025, a “half-day birthday leave” will be added, allowing employees to enjoy a half-day holiday in their birthday month to enhance their happiness and sense of belonging.

Regarding rewards and compensation, annual bonuses and performance bonuses are distributed based on individual employee performance and the company’s overall operating results to recognize employee contributions and incentivize organizational performance. In terms of health and wellness, the company regularly arranges health check-ups and provides employees and their dependents with comprehensive medical insurance, demonstrating a focus on employee physical and mental health.

Regarding childcare and family support, Avalue provides maternity leave in accordance with the law, supporting employees in balancing family and career development and considering the introduction of childcare subsidies and parenting education resources to help employees reduce the burden of family care.

To promote work-life balance, Avalue actively promotes diverse leisure and recreational activities, including gatherings, outdoor tours, and cultural and recreational activities organized by the welfare committee, as well as club exchanges and interest groups, strengthening employee cohesion and sense of belonging. In addition, the company provides afternoon tea snacks daily and convenient employee parking, enhancing work comfort and convenience. Avalue will continue to optimize employee care systems, practice a “people-oriented” management philosophy, and promote the long-term stable development of employees and the sustainable operation of the company. 

In terms of labor-management communication, Avalue has established a complete communication mechanism, holding labor-management meetings regularly every three months as a platform for two-way communication between employees and the company, discussing important issues such as working conditions, welfare systems, and business directions, ensuring that employee opinions are fully expressed and incorporated into decision-making considerations. In addition, Avalue respects employees’ basic rights to participate in assemblies and associations and does not impose any negative treatment on related behaviors, demonstrating its emphasis on human rights protection and commitment to sustainable operation.

Avalue is committed to protecting employee rights and fully complies with the provisions of the “Labor Standards Act” and other labor laws and regulations. When the company needs to terminate the employment relationship with employees due to major operational changes, it will do so in accordance with the law and provide corresponding advance notice periods based on years of service: at least 10 days’ notice for continuous service of more than 3 months but less than 1 year; at least 20 days’ notice for 1 year or more but less than 3 years; and at least 30 days’ notice for more than 3 years of service. In the event of large-scale layoffs or other significant personnel changes, the company will also notify affected employees at least 60 days before the event occurs, as required by government regulations, and provide legal consultation, career advice, compensation measures, and psychological counseling assistance, demonstrating the company’s genuine care for its employees. 

Avalue provides a sound retirement system and insurance protection for its employees in accordance with relevant government regulations, demonstrating its commitment to caring for the long-term well-being of its employees. The company implements old and new retirement pension systems in accordance with the “Labor Standards Act,” the “Labor Retirement Act,” its implementing rules, and accounting standards for pension funds:

Old Retirement Pension System: For existing employees subject to the old system, the company contributes 2% of the total salary each month as a retirement reserve fund, deposited in a dedicated account at the Bank of Taiwan for exclusive use. The retirement fund account is managed and supervised by the “Labor Retirement Fund Supervisory Committee,” which holds meetings every quarter to review the contribution and use of the retirement fund, ensuring fund security and compliance with regulations.

New Retirement Pension System: In accordance with the “Labor Retirement Act,” for new employees hired after July 1, 2005, and existing employees who choose to apply the new system, the company contributes 6% of their salary each month to the employee’s individual retirement fund account opened at the Bureau of Labor Insurance for retirement benefits.

By contributing in accordance with the law and properly managing the retirement fund system, Avalue is committed to guaranteeing the stability of employees’ retirement lives, demonstrating a proactive commitment to long-term employee care and social responsibility.

In 2024, Avalue undertook some personnel streamlining operations due to operational adjustments, resulting in 2 cases of dismissal. Although a substantive assistance plan has not yet been provided to the dismissed employees, the company has followed the procedures for terminating contracts in accordance with relevant provisions of the “Labor Standards Act” and has completed the payment of severance pay and legal notification obligations.