Employees
Phihong believes exceptional talent drives sustainability. We are dedicated to creating a LOHAS (Lifestyles of Health and Sustainability) workplace that respects human rights, fosters employee happiness, and enhances job satisfaction and belonging.
Talent Attraction and Retention
Phihong regards “employees” as important partners in the sustainable growth of the company, believing that “talent” is crucial to maintaining Phihong’s core competitiveness. With the goal of creating employee happiness, Phihong is dedicated to building a comfortable, safe, healthy, and friendly work environment. The company aims to enhance job satisfaction by providing competitive salaries and benefits, establishing talent training programs, and implementing a sound performance evaluation system. Phihong hopes to provide outstanding talents with unlimited opportunities for development, grow together with the company, stride towards the world, and jointly create a future of sustainable talent development.
Remuneration policy
- Salary according to ability: According to the degree of employees’ fulfillment of their duties, and in accordance with the local laws and regulations, the salary is approved.
- Fairness and reasonableness: Salaries are determined in accordance with the principle of internal fairness and in consideration of the balance of salaries in the market and outside.
- Annual Salary Adjustment: Based on the company’s operating results, employee performance, salary positioning in the market, external competitiveness of talents, and annual price index.
- Operational Feedback: Project bonuses, bonuses, and year-end bonuses are awarded to employees based on the previous year’s overall business achievement rate and growth rate.
If the company generates a profit for the year, no less than 10% of it will be allocated as employee compensation, which will be distributed as stocks or cash based on the decision of the Board of Directors. The recipients include eligible employees from subsidiary companies.To retain key talents, Phihong has also introduced an employee stock ownership plan, allocating 100% of stock contributions to individual accounts. Senior managers participate in a stock trust long-term incentive program. In 2023, the average salary adjustment reached 6.64%, aiming to attract more outstanding talents to join Phihong while motivating and rewarding the excellent performance of current employees to achieve talent retention.
| Operating entity | Median ratio | Median increase ratio |
| Linkou HQ | 19.01：1 | 2.65：1 |
Note 1: Median ratio = Annual total compensation of the highest-paid individual / Median annual
total compensation of other employees.
Note 2: Median increase ratio = Percentage increase in annual total compensation of the
highest-paid individual / Median percentage increase in annual total compensation of all
employees (excluding the highest-paid individual).
Phihong establishes comprehensive communication platforms and diverse channels such as regular department meetings, labor-management meetings, electronic platforms, employee complaint channels, and satisfaction surveys to listen to and address employees‘ needs and opinions. In addition to daily communications, we continually interact with employees to optimize the work environment, strengthen team cohesion, resolve issues, and achieve mutual benefits between labor and management. These efforts lay the foundation for fostering positive employee relations.
| Communication channel | Board of directors / management | Managers at all levels | Human resources department | Employee grievance system |
| Communication methods | • Senior Management Meeting | • Face-to-face communication • Employee performance reviews • Cross-level communication in department meetings | • Electronic bulletin board • Employee suggestion box • Labor-management meetings • Human resources team • Ad-hoc communication meetings • Employee welfare committee meetings • Sexual harassment prevention policy | • Factory health promotion center • Legal counseling services • Communication skills workshop |
We are committed to harmonious labor relations and respecting employees’ freedom of assembly and association. In accordance with Taiwan’s labor laws and regulations, Phihong holds regular labor-management meetings every quarter to report on and discuss issues related to workers’ welfare and rights, ensuring full communication. We strive to implement a robust labor-management meeting system, fostering consensus and pooling wisdom to jointly create an ideal of mutual benefit for labor and management.
| Item/Plant | Linkou HQ | Dongguan | Haiphong | Zerova |
| Freedom of association and right to collective bargaining (%) | 100 | 100 | 100 | 100 |
| Number of violations of employee association and collective bargaining | 0 | 0 | 0 | 0 |
| Labor-management meeting | Quarterly | Quarterly | Quarterly | Quarterly |
| Employee union | No | No | Yes | No |
Building a Happy Enterprise
Phihong‘s Linkou headquarters and Zerova both received the prestigious “2023 Happy Enterprise Award – Gold Award” from 1111 Job Bank, with Linkou headquarters achieving its fourth consecutive win. This award recognizes Phihong as a model in achieving employee happiness and highlights its outstanding performance in social responsibility, innovation, and sustainable development. Phihong has always regarded employees as its most valuable asset, striving to create a friendly work environment and continuously optimizing comprehensive welfare measures. Through actions that acknowledge employees‘ contributions and provide substantial support, Phihong enhances employee happiness at work, reduces family burdens and stress, allowing them to fully dedicate themselves to their jobs with peace of mind, and collaborate effectively with the company.
Phihong complies with legal requirements to allocate (contribute) retirement funds for each full-time employee, regularly reviewing the retirement readiness and wishes of employees nearing retirement age, and providing career planning counseling and advice. At the LinKou headquarters and Zerova, a Labor Retirement Fund Supervisory Committee has been legally established to handle retirement applications and payout standards. Employees who joined before June 30, 2005 (inclusive) are entitled to the old retirement fund system.
Under this system, retirement funds are deposited monthly into a retirement account at Taiwan Bank, equivalent to 2% of each employee‘s monthly salary. Actuaries provide annual actuarial reports to ensure sufficient funds to protect employees’ rights and interests under the old retirement fund system. In 2023, the total provision for retirement expenses amounted to NT$61,813,566. Employees eligible for the new retirement fund system have 6% of their labor retirement funds contributed monthly to their individual accounts. They also have the option to voluntarily contribute 0-6% of their retirement funds to their personal retirement accounts. When employees meet retirement conditions, they can legally claim their personal retirement funds to protect their rights and interests.
| Location | Retirement Scheme | Contributor | % of salary |
| Phihong Taiwan | Old system: Company pension account | Employer | 2% |
| New system: Employee pension account | Employer | 6% | |
| Employee | 0 ~ 6% | ||
| Phihong Dongguan | Pension insurance: Employee pension account | Employer | 14% |
| Employee | 8% | ||
| Phihong Haiphong | Social Insurance: Employee pension account | Employer | 17.5% |
| Employee | 8% |