INCLUSIVE WORKPLACE
友善職場
INCLUSIVE WORKPLACE
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Health Employee Benefit
Employees are the most valuable assets of a company. “Happy employees are the foundation of customer satisfaction” is the belief that we persist in. We treat employees as our family members and care about the physical and mental health of all the “iST folk.” With the organization of different activities, we encourage employees to endeavor hand in hand with their families and keep balance between their work and life to create a warmhearted and positive workplace culture.
In 2023, a travel subsidy of NT$20,000 per employee was distributed in order to meet the employees’ expectations for flexible benefits and to allow them to freely arrange their own trips to achieve work–life balance.
| Benefit and Subsidy | Build Cohesion | Promotion of Health | Combining Public Service |
|
Welfare Committee′s Subsidy Measures
Company′s Subsidy Measures
|
The Company and the Welfare Committee have organized
Employee Voluntary Activity
|
Medical Insurance & Health Care
Social Promotion Activities
|
Giving back to the community, participating in volunteer activities
|
Positive Communication with Employees through Multiple Channels
iST values employee feedback and actively encourages employees to come up with innovative ideas. iST’s multiple smooth communication platform allows employees directly express their opinions to the top management, so we can solve problems immediately and effectively, thus creating a harmonious work environment. The case closing rate for employee feedback was 100%. The Company also persist in zero tolerance for unlawful infringement. The whistleblowing channel is confidential and smooth to the employees.
New employees can clearly understand the labor regulations through the employee guidelines on the date when they report for duty. We encourage the employees to put forth their opinions related to the business behavior of the Company and the labor conditions at the labor–management meeting. The employees authorized their representatives to participate in the labor–management collective bargaining.
1
Labor–management MeetingsHeld every quarter, both the employees and the management have full communication with each other and demonstrate a positive labor–management relationship
2
Cultural Consensus Camp and SeminarThe Chairman of the Board of Directors shares his expectations on corporate strategy, cultural values and employee development through the Cultural Consensus Camp, which allows new employees to interact and communicate directly with the Chairman, and strengthens the identification with the organization.
3
New Employee Feedback and InterviewsWe provide new employee care in one week, one month and three months after each new employee onboarding, and conduct multiple interviews to understand the new employee ′ s learning status, supervisor ′ s guidance and management, peer interaction, and work environment, so that each new employee feels comfortable and builds up the sense of belongingness.
4
Foreign Labor Discussion MeetingDissemination of laws and regulations, healthcare or related measures is held on an irregular basis. A two-way communication is achieved by encouraging employees to give their opinions.
5
Employee Assistance Hotline- Zero tolerance for unlawful infringement hotline：995
- Occupational health nurse hotline：885
6
Employee ′ s OpinionThe opinions of the employees are understood through diverse and confidential communication and feedback platforms. The problem solving efficiency is demonstrated in a way of timely communication.
7
Welfare Committee MeetingThe Welfare Committee acts as a platform for understanding the employees′ opinions. It organizes proper employee exchange events to maximize the benefit of the employees.
8
Outstanding Personnel Discussion MeetingThe Chairman shows his recognition and appreciation in person. He exchanges opinions with outstanding employees to establish a positive two-way interaction and let them understand his expectations and the perspective of the Company.
9
Questionnaire & FeedbackConduct satisfaction survey for various activities to collect the opinions of the employees as a reference for the planning of events in the future.
10
Social PlatformWe share various employee relations and employee care activities information instantly by means of highlights, videos and other means to allow all employees and potential job applicants to quickly understand how much the Company values and cares for its employees through an open platform. We hope to continue to build a positive organizational growth cycle.
Health Employee Benefit
Employees are the most valuable assets of a company. “Happy employees are the foundation of customer satisfaction” is the belief that we persist in. We treat employees as our family members and care about the physical and mental health of all the “iST folk.” With the organization of different activities, we encourage employees to endeavor hand in hand with their families and keep balance between their work and life to create a warmhearted and positive workplace culture.
In 2023, a travel subsidy of NT$20,000 per employee was distributed in order to meet the employees’ expectations for flexible benefits and to allow them to freely arrange their own trips to achieve work–life balance.
| Benefit and Subsidy |
|
Welfare Committee′s Subsidy Measures
Company′s Subsidy Measures
|
| Build Cohesion |
|
The Company and the Welfare Committee have organized
Employee Voluntary Activity
|
| Promotion of Health |
|
Medical Insurance & Health Care
Social Promotion Activities
|
| Combining Public Service |
|
Giving back to the community, participating in volunteer activities
|
Positive Communication with Employees through Multiple Channels
iST values employee feedback and actively encourages employees to come up with innovative ideas. iST’s multiple smooth communication platform allows employees directly express their opinions to the top management, so we can solve problems immediately and effectively, thus creating a harmonious work environment. The case closing rate for employee feedback was 100%. The Company also persist in zero tolerance for unlawful infringement. The whistleblowing channel is confidential and smooth to the employees.
New employees can clearly understand the labor regulations through the employee guidelines on the date when they report for duty. We encourage the employees to put forth their opinions related to the business behavior of the Company and the labor conditions at the labor–management meeting. The employees authorized their representatives to participate in the labor–management collective bargaining.
1
Labor–management MeetingsHeld every quarter, both the employees and the management have full communication with each other and demonstrate a positive labor–management relationship
2
Cultural Consensus Camp and SeminarThe Chairman of the Board of Directors shares his expectations on corporate strategy, cultural values and employee development through the Cultural Consensus Camp, which allows new employees to interact and communicate directly with the Chairman, and strengthens the identification with the organization.
3
New Employee Feedback and InterviewsWe provide new employee care in one week, one month and three months after each new employee onboarding, and conduct multiple interviews to understand the new employee ′ s learning status, supervisor ′ s guidance and management, peer interaction, and work environment, so that each new employee feels comfortable and builds up the sense of belongingness.
4
Foreign Labor Discussion MeetingDissemination of laws and regulations, healthcare or related measures is held on an irregular basis. A two-way communication is achieved by encouraging employees to give their opinions.
5
Employee Assistance Hotline- Zero tolerance for unlawful infringement hotline：995
- Occupational health nurse hotline：885
6
Employee ′ s OpinionThe opinions of the employees are understood through diverse and confidential communication and feedback platforms. The problem solving efficiency is demonstrated in a way of timely communication.
7
Welfare Committee MeetingThe Welfare Committee acts as a platform for understanding the employees′ opinions. It organizes proper employee exchange events to maximize the benefit of the employees.
8
Outstanding Personnel Discussion MeetingThe Chairman shows his recognition and appreciation in person. He exchanges opinions with outstanding employees to establish a positive two-way interaction and let them understand his expectations and the perspective of the Company.
9
Social PlatformConduct satisfaction survey for various activities to collect the opinions of the employees as a reference for the planning of events in the future.
10
Social PlatformWe share various employee relations and employee care activities information instantly by means of highlights, videos and other means to allow all employees and potential job applicants to quickly understand how much the Company values and cares for its employees through an open platform. We hope to continue to build a positive organizational growth cycle.
