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Compensation and Benefits Policy: Competitive Compensation and Benefits to Attract and Retain Talent. |
- Objectives and Targets: Taking into account industry competitiveness, overall economy, and sustainable business considerations, the company has established a "Compensation and Benefits System" to provide competitive compensation and benefits that attract and retain talent.
- Commitment: Through diligent research and proactive communication methods, the company ensures a sound employee compensation and benefits system, allocating profits as employee dividends.
- Kinsus Interconnect Technology Corp. determines its salary levels based on employees' educational background, professional knowledge and skills, years of experience, and individual performance. The wages paid to employees comply with all applicable wage laws, including those related to minimum wage, overtime hours, and statutory benefits. There is no gender-based wage discrimination, and employees are compensated equally regardless of their gender, race, religion, political stance, marital status, or affiliation with labor unions or associations. However, due to differences in job positions, educational qualifications, experience, and departmental divisions, there may be slight variations in the salary ratio between male and female employees.
- The gender ratio of general employees and mid-to-senior-level managers table：
| Year | 2025 | |||
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Salary Grade-Job Level |
Gender | General Employees | Middle-LevelManagers | Senior Executives |
| Base Salary | Male | 1.00 | 1.00 | 1.00 |
| Female | 0.91 | 1.00 | 0.93 | |
| Average Salary | Male | 1.00 | 1.00 | 1.00 |
| Female | 0.89 | 0.99 | 0.93 | |
- Note:Base Salary includes basic salary, job allowance, transportation allowance, technical allowance, and meal allowance.
- Note:Average Salary” includes basic salary, job allowance, transportation allowance, technical allowance, meal allowance,shift allowance, tax-exempt overtime, and taxable overtime.
- Compensation System for the Board of Directors and Senior Executives, and Operation of the Compensation Committee：
According to Article 24 of the Kinsus Interconnect Technology Corp. Bylaws, if the company generates profits in a fiscal year, at least 10% of the profits should be allocated as employee compensation, and the director's compensation should not exceed 1%. The proposed director's compensation and employee compensation shall be recommended by the Compensation Committee, approved by the Board of Directors, and reported in the annual shareholders' meeting report. - Retirement Benefits：
In compliance with the Labor Standards Act, Kinsus Interconnect Technology Corp. monthly allocates "retirement reserve funds" to in a trust fund account with the Bank of Taiwan. Regarding the implementation of the new retirement system in 2005, all employees have the option to choose between the old and new systems. For employees who choose the old system, the company allocates an amount equivalent to 2% of their total salary to the old retirement pension.
For employees who choose the new system, the company contributes 6% of the insured salary to the individual retirement pension account. Employees may also voluntarily contribute to their retirement pension within the range of 6% of their monthly salary, and the voluntarily contributed portion can be fully deducted from their total annual comprehensive income. - Parental Leave and Gender Equality in the Workplace：
Kinsus complies with the “Act of Gender Equality in Employment” and provides various types of leave, including maternity leave, prenatal check-up leave, paternity check-up and paternity leave, miscarriage prevention leave, family care leave, and menstrual leave. These policies enable employees to balance their professional responsibilities while confidently addressing different stages and challenges of life. In 2025, a total of 35 parental leave applications were submitted by both male and female employees. Statistics on employees who utilized other leave entitlements under the “Act of Gender Equality in Employment,” as well as the corresponding leave hours, are presented in the table below.
| Category | Gender | 2023 | 2024 | 2025 |
| Number of Employees Eligible for Parental Leave in the Year | Male | 203 | 184 | 143 |
| Female | 214 | 195 | 146 | |
| Total | 417 | 379 | 289 | |
| Number of Employees Applying for Parental Leave in the Year | Male | 13 | 12 | 12 |
| Female | 39 | 20 | 23 | |
| Total | 52 | 32 | 35 | |
| Number of Employees Expected to Return to Work in the Year (A) | Male | 17 | 15 | 12 |
| Female | 40 | 27 | 29 | |
| Total | 57 | 42 | 41 | |
| Number of Employees Returning to Work in the Year (B) | Male | 13 | 9 | 8 |
| Female | 26 | 18 | 19 | |
| Total | 39 | 27 | 27 | |
| Return Rate (B/A) | Male | 76% | 60% | 67% |
| Female | 65% | 67% | 66% | |
| Number of Employees from Pre-vious Year's Parental Leave Ex-pected to Return and Actually Returned (C) |
Male | 8 | 13 | 9 |
| Female | 20 | 26 | 18 | |
| Total | 28 | 39 | 27 | |
| Number of Employees from Pa-rental Leave Continuing Employment for over 12 Month (D) | Male | 7 | 10 | 7 |
| Female | 17 | 22 | 15 | |
| Total | 24 | 32 | 22 | |
| Retention Rate (D/C) | Male | 88% | 77% | 78% |
| Female | 85% | 65% | 83% |
- Note：Return rate = Number of employees returning to work (B) / Number of employees expected to return to work (A) * 100%
- Note：Retention rate = Number of employees continuing employment after 12 months of parental leave (D) / Number of employees who returned to work after parental leave (C) * 100%
- Diverse Welfare and Benefit System：
We believe that only with a high-quality living standard can employees achieve maximum efficiency in their work. In addition to providing a safe and comfortable working environment, we also value the leisure and
recreational lives of our employees. The Employee Welfare Committee is established in compliance with the law to implement various welfare measures and manage employee benefits. Our diverse and comprehensive
welfare programs include creating an artistic environment, providing meals, uniforms, accommodation, parking, leisure and entertainment facilities, and childcare services. We aim to ensure that every employee enjoys a
healthy work-life balance, promote interpersonal communication among employees, and boost morale and cohesion. - [ Leisure and Entertainment ]
Both Shih-Lei and Tsing-Hua plants are equipped with fitness centers covering a combined area of 729 square meters. Facilities include indoor basketball and badminton courts, various exercise machines, yoga and dance studios, KTV rooms, table tennis and pool rooms, indoor golf areas, and rest zones with lounge chairs. These amenities provide employees with spaces to unwind and relax during their free time. Usage data is collected and monitored accordingly. The Company actively promotes a healthy workplace culture by organizing a variety of sports competitions and fitness programs to encourage employees to develop regular exercise habits. For example, we regularly host basketball, badminton, and table tennis tournaments to strengthen team cohesion
and competitiveness. Additionally, the Company offers yoga, aerobics, and strength training classes, enabling employees to choose the type of physical activity that best suits their individual needs. These initiatives support both physical and mental well-being, while enhancing work performance and quality of life.
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- [ Comprehensive Welfare and Benefits ]
The Welfare Committee, in addition to setting up recreational activity centers to encourage colleagues to exercise and maintain their health, also provides other benefits such as travel subsidies, club subsidies, festival
bonuses, and year-end party events. This allows life to be more than just work and enables colleagues to enjoy a diverse and enriching lifestyle. The Welfare Committee promotes the following activities and benefits:
|
Benefit |
Description |
Participants / Beneficiaries |
Investment Amount |
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Travel Subsidy for Domestic |
Employees who have completed at least three months of service are eligible for an annual travel subsidy of NT$5,000. The program encourages employees to plan their own travel itineraries, promoting physical and mental well-being and enhancing overall workplace happiness through rest and quality time with their |
3,889 employees |
NT$19,050,894 |
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Travel Subsidy for Foreign |
Foreign employees who have completed at least three months of service are eligible for an annual travel subsidy of NT$5,000. The program encourages them to arrange travel and leisure activities based on their individual needs, helping them adapt to life in Taiwan while reflecting the Company's commitment to employee care, diversity, and inclusion. |
2,429 employees |
NT$11,666,256 |
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Club Activity Subsidies |
To encourage employees to pursue personal interests, each employee club may apply for an operating subsidy of up to NT$20,000 per quarter, with a maximum annual subsidy of NT$80,000 per club. |
172 employees |
NT$312,141 |
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Gift Vouchers for Major Festivals |
To enhance employee welfare, gift vouchers valued at NT$2,000 per person are distributed during the Lunar New Year, Labor Day, the Dragon Boat Festival, and the Mid-Autumn Festival. |
25,725 beneficiaries |
NT$63,878,210 |
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Marriage, Bereavement, and |
Employees with at least three months of service are eligible for subsidies for marriage, childbirth, hospitalization, and bereavement (including the passing of parents or grandparents). |
821 employees |
NT$2,407,500 |
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Employee Birthday Gift Vouchers |
Employees who have completed three months of service receive birthday gift vouchers in celebration of their birthdays. |
6,311 employees |
NT$6,311,000 |
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Education Subsidies for |
Each year, up to 250 education subsidy quotas are available for employees' children. (In 2025, 247 applicants qualified after the lottery selection process.) |
247 beneficiaries |
NT$741,000 |
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Discounts from Partner Merchants |
To enhance employee benefits and purchasing discounts, the Company has established partnership agreements with more than 150 merchants and hotels. |
Applicable to All Employees |
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On-Site Vendor Services |
From Monday to Friday, vendors are invited to set up booths in the cafeteria of Plant III, allowing employees to purchase products during their breaks. |
Applicable to All Employees |
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Year-End Banquet Lucky Draw |
A large-scale year-end banquet is held featuring celebrity performances, employee performances, catered meals, and the highly anticipated lucky draw |
6,378 winners |
NT$42,823,828 |
- [ Kinsus Interconnect Technology Corp. Kindergarten ]
In order to provide convenient childcare for employees and achieve a balance between work and personal life, Kinsus Interconnect Technology Corp. established our own kindergarten, Kinsus Kindergarten, in September 2012. It is the first corporate-affiliated kindergarten in Taoyuan City after the integration of childcare services. The kindergarten is equipped with state-of-the-art facilities and equipment, meeting the latest standards for kindergartens. In October 2020, the kindergarten relocated to a new campus. The childcare services are available from 7:30 AM to 7:00 PM, with extended care services provided from 6:00 PM to 7:00 PM. The kindergarten also provides dinner for purchase, ensuring that parents can work with peace of mind without worrying about their children going hungry. The monthly fee for each child of an employee is NT$9,050 (with a company subsidy of NT$2,000 per child), resulting in an out-of-pocket
payment of NT$7,050 per child for employees. For the third child, the monthly tuition fee is halved to NT$4,525 per child. Over the past 13 years, this benefit has been extended to 1,149 employee beneficiaries, with a cumulative subsidy amount of NT$31,018,600
- [ Introduction to Kindergarten Facilities ]
The kindergarten occupies two floors. The first floor consists of classrooms for younger age groups and an indoor/outdoor play area. The second floor is dedicated to classrooms for older age groups and an outdoor playground.
The second floor offers a larger space that is thoughtfully designed with an artistic touch, providing a comfortable environment for children to unleash their creativity and promote safe and healthy growth. In terms of curriculum planning, the kindergarten adopts a thematic approach aligned with the six core learning areas established by the Ministry of Education—physical movement, cognition, emotional development, aesthetics, language, and social development. Each semester's learning areas are carefully designed to guide children through experiential learning, enabling them to explore their interests and develop their abilities in a structured and effective manner. In 2024, early childhood programming education was introduced. Through engaging and age-appropriate activities, children are introduced to fundamental programming concepts and computational thinking. This enables them to cultivate logical reasoning, basic coding skills, and problem-solving abilities through play, laying a solid foundation for future digital literacy and creativity.
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