Human Resource
Compensation System
We attract and retain outstanding talents, encouraging employees based on the compensation system with equity and market competitiveness.
01 Salary System
We offer diverse and competitive salaries based on salary information from job banks, sharing remarkable achievement in business operations with employees through comprehensive and excellent salary system. We offer a fixed salary of 12 months and a bonus in three major festivals (Dragon Boat Festival, Mid-Autumn Festival, and year-end).
02 Year-end Bonus
Based on assessment review of the "Employee Performance Appraisal System", we offer additional year-end bonus according to company's overall operation at year end.
03 Performance Bonus
The payroll structure is determined by linking the overall goals of the Group and the department with individual work results on the basis of the performance evaluation regulations drafted by the Group; thanks to its open and transparent promotion mechanism, the Company promotes outstanding human resources, and provides greater responsibilities and corresponding better compensation and bonuses to drive the development of the organization.
04 Distribution of employee compensation
Handled in accordance with Paragraph 1, Article 24-1 of the Articles of Incorporation: If there is an outstanding balance after subtracting cumulative losses from the Company's profits for the year (pre-tax profit before subtracting remuneration to employees and directors), at least 0.05% shall be appropriated as employee remuneration. The Articles of Incorporation also stipulate that no less than 20% of the employee compensation shall be appropriated to entry-level employees. Distribution standards shall comply with the Group's "Employee Remuneration Distribution Guidelines," and this remuneration shall be distributed at the end of June each year.
05 Employee share ownership, Cash capital increase, and Execution of Employee stock option
We implement based on requirements of company's overall operations, and relevant guideline is stipulated for employees' compliance.
Training and Development
Immediate supervisor acts as an accompanying mentor, enabling employees to fully realize their potential and professional inclination. We uphold the conception in “teaching in accordance of different aptitudes” to systematically organize annual learning and development plans based on individual requirements in job and development. Moreover, in order to reserve technical and managerial talents for company’s business development and efficient utilization of human resource, the “Reward Regulation for Educational Training and Professional Certification” was stipulated to enhance competitiveness by encouraging employees’ self-study and acquiring professional certification.
01 Educational Training
1)Pre-job training: for all new staff in departments, guide them to understand company’s organization, business overview, occupational safety and health, as well as skills such as corporate standard operating procedures.
2)Corporate internal training: to enhance necessary basic functions and professional functions for various jobs, reinforcing individual working capability in workplace.
3)External training: to provide cultivation training by means of external training based on individual requirement or level of employees, reinforcing their professional skills and leadership capabilities for management staff.
4)Overseas off-the-job training: in order to meet company’s development or requirement in future job, appropriate personnel are selected by department heads to trip abroad for professional training.
02 Reward Application and Grant for various Professional Certificates
With the criteria applied the Classification of Certificates, employees submit application with attached documents including the original copy of certificate or test scores, original copy of current-year receipt for registration fee, and the Reward Application for Certificate Test, registration fee of the certificate will be subsidized based on the original copy of receipt.
Class A (Advanced): reward amount NT$ 10,000 for each certificate.
Class B (Intermediate): reward amount NT$ 5,000 for each certificate.
Class C (Basic): reward amount NT$ 3,000 for each certificate.
03 Implementation Results of Training and Development
Career Advancement
With strategic cultivation training incorporating personalized educational training and appraisal system, we annually formulate indicators according to organizational development and personal career development to enable all employees in various stages to acquire opportunity in participating in management training, perfectly integrating into the basic training for elite preservation to stride toward excellence.
Welfare System
The Company and Employees’ Welfare Committee provide prosperous and comprehensive benefits and welfare, enabling all employees and their family to enjoy comfortable and pleasant life.
01 Insurance Policy
The Company lawfully insured for all employees Labor Insurance and National Health Insurance, enabling employees to acquire full security during working period. Moreover, the Company also planned group package insurance, since the on-board day, each employee insures the company's group package insurance, coverage including life insurance, accident insurance, medical insurance and cancer insurance. In taking a leave without pay due to military service, catastrophic illness, or nursery leave, the employee may carry on joining the company's group insurance, continuing the protection.
02 Retirement System
Eligibility for retirement and application procedures are briefly described as follows:
1.Employees may apply for retirement if they meet any one of the following conditions:
(1)Has worked for 15 years or more and reached the age of 55.
(2)Has worked for 25 years or more.
(3)Has worked for 10 years or more and reached the age of 60.
2.The Company may not force employees to retire unless they meet any one of the following conditions:
(1) Those who reach the age of 65 or are approved through an employer-employee negotiation to postpone retirement upon reaching the age of 65.
(2) No longer able to work due to insanity or physical disability.
For employees engaged in high-risk roles, jobs requiring extraordinary physical strength, or duties involving other special conditions, the retirement age specified in Subparagraph 2 may be adjusted, provided the Company submits a request and receives approval from the central competent authority. However, the adjusted age shall not be less than 55 years.
3.The determination of retirement age shall be based on household registration records and shall be calculated from the date of birth.
4.How to calculate seniority: If an employee has any of the following circumstances, his/her seniority shall be counted together:
(1)He/She obtained approval
(2)He/She is still in the probationary period
(3)He/She has been transferred from the Company to a subsidiary directly or indirectly 100% owned by the Company and is formally employed by the subsidiary. The employee’s years of service at the Company and the subsidiary he/she was transferred to may be combined.
5.Application for retirement must be submitted in writing one month in advance.
03 Health Management
In addition to full subsidy for new staff physical examinations, the Company annually submits application for the Occupational Accident Inspection at the Bureau of Labor Insurance, covering items such as general physical examination and special staff physical examination, performing periodical physical examinations for all staff every two years.
04 Staff Dormitory
In consideration of staff's accommodation needs during short-term business trips, as well as the safety and convenience of transportation to and for staff living far away from the office, the Company is intimately equipped with staff dormitory, providing convenient and comfortable living environment for staff’s use in business trip or training.
05 Employees' Welfare Committee
The lawfully established “Employees' Welfare Union Committee of CHC Healthcare Group” actively promotes various welfare programs for employees, including diverse items such as funeral subsidy, medical subsidy, wedding subsidy, tourism subsidy, birthday cash gift, childbirth subsidy, advanced study subsidy, as well as cultural and recreational activities, etc.
06 Labor-Management Agreement and various Protection Measures for Employees' Interests
In order to coordinate labor-management relationships, enhance mutual understanding, promote labor-management cooperation and increase work efficiency, based on the "Regulations for Implementing Labor-Management Conference", the Company holds labor-management conference with periodical meetings for exchange of opinions, negotiating to solve problems based on the principle of harmony and good faith between worker and employer.
07 Employee shareholding trust
The employee stock ownership meeting of Cheng Yeh Holdings Co., Ltd. was established on March 13, 2024, and it was agreed that a certain amount of each member's monthly salary (hereinafter referred to as "Self-contribution") would be deposited and a certain percentage of incentives would be provided by the member's company to a trust for management funds and long-term purchase of the Company's stocks. The purpose is to instill employees with concepts of long-term savings, investment, and financial management, and accumulate personal wealth for retirement.