Employee Care

Employee Structure

To enhance competitiveness, CHS has implemented measures such as computerization and streamlined processes to reduce manual labor. As of the end of 2024, the Company employed a total of 1,053 staff members, with an average tenure of 20.58 years and an average age of 49.23 years. All employees are full-time and hired locally in Taiwan. Although the male-to-female employee ratio is significantly imbalanced due to the nature of the industry, female employees accounted for approximately 38.73% in departments outside of production.

Regarding the employment of persons with disabilities, as of the end of 2024, CHS employed 19 individuals with disabilities, including 5 individuals classified as severely disabled. This group constitutes 1.80% of the total company workforce, exceeding the legal requirement under Article 38 of the Disability Rights Protection Act, which mandates employing at least 1% (10 individuals) of the workforce from persons with disabilities. Additionally, 4 indigenous individuals have been employed, accounting for 0.38% of the total workforce.

Distribution Table of Employees

Year 2022 2023 2024
Items Category Number of employees Ratio Number of employees Ratio Number of employees Ratio
Total Number of employees 1,140 100% 1,092 100% 1,053 100%
Gender Male 1,038 91.05% 989 90.57% 952 90.41%
Female 102 8.95% 103 9.43% 101 9.59%
Work Location Kaohsiung City 1,028 90.18% 983 90.02% 946 89.84%
Changhua County 112 9.82% 109 9.98% 107 10.16%
Age Below 30 years old 26 2.28% 19 1.74% 16 1.52%
31-50 years old 621 54.47% 579 53.02% 523 49.67%
Above 51 years old 493 43.25% 494 45.24% 514 48.81%
Academic Background Master's and doctoral degrees 136 11.93% 136 12.45% 126 11.97%
Bachelor's degrees 328 28.77% 322 29.49% 322 30.58%
Associate degrees 288 25.26% 274 25.09% 264 25.07%
High school and below 388 34.04% 360 32.97% 341 32.38%

Headcounts are based on the Number of employees as of December 31 of the reporting year.

Talent Recruitment

CHS complies with the Labor Standards Act and has never employed child labor. During recruitment, the Company prioritizes candidates’ professional capabilities and work experience, treating all applicants equally regardless of gender, race, age, religion, place of birth, political affiliation, or appearance. In 2024, 10 new employees were hired (excluding intra-group transfers, all based in Kaohsiung City), with a new hire rate of 0.95% (= new hires/Total Number of employees as of December 31, 2024). All new hires were from southern Taiwan, demonstrating the Companyls commitment to local employment.

Distribution Table of New Hires in the Past Three Years

Year 2022 2023 2024
Items Category Number of employees Ratio Number of employees Ratio Number of employees Ratio
Total Number of New Hires 2 100.00% 6 100.00% 10 100.00%
Gender Male 0 0.00% 3 50.00% 7 70.00%
Female 2 100.00% 3 50.00% 3 30.00%
Region Central Taiwan 0 0.00% 0 0.00% 0 0.00%
Southern Taiwan 2 100.00% 6 100.00% 10 0.95%
Age Below 30 years old 0 0.00% 1 16.67% 5 50.00%
31-50 years old 2 100.00% 5 83.33% 5 50.00%
Above 51 years old 0 0.00% 0 0.00% 0 0.00%

  1. Ratio: Number of individuals in each category/total number of new hires during the year.
  2. Central Region: Residents of Taichung City, Miaoli County, Changhua County, Nantou County, and Yunlin County; Southern Region: Residents of Kaohsiung City, Tainan City, Chiayi City, Chiayi County, and Pingtung County.

Employment Changes and Separation

In the event of significant operational changes affecting employees' rights and labor conditions, we comply with Article 16 of the Labor Standards Act. We adhere to the legally mandated minimum notice period for terminating employment contracts in the Article, ensuring thorough and timely communication with our colleagues.
CHS has not yet established a collective agreement. All job transfers and retirements are handled in accordance with regulations. For transfers, direct supervisors communicate and consult thoroughly with the individual before implementing any changes. Considering the geographic spread of plant locations, necessary assistance is provided if the new work location is distant.
  1. Labor Retirement Reserve Fund (The Old Fund):
    • CHS has established the "Labor Retirement Reserve Supervisory Committee Charter," under which representatives are appointed by both labor (6 members) and management (3 members), totaling 9 members. The Committee convenes quarterly to audit and supervise the allocation, deposit, utilization, and disbursement of labor pension reserves.
    • As of the end of 2024, the Number of employees covered under the old pension scheme was 566 (including 216 who have transitioned to the new scheme). In accordance with legal requirements, CHS makes monthly contributions to a designated pension reserve account with Bank of Taiwan. The contribution rate in 2024 was 12.9%.
  2. Labor Pension Fund (The New Fund)
    • As of the end of 2024, 703 employees were covered under the new pension scheme. CHS contributes 6% of each employee's monthly salary to their individual pension accounts with the Bureau of Labor Insurance, as required by law. In addition, 311 employees voluntarily made personal contributions, with an average voluntary contribution rate of 5.53%.

All regular employees of the Company are eligible to work until the statutory retirement age of 65 under the Labor Standards Act, or may choose to retire early in accordance with the law. In addition, the Company has established a preferential retirement scheme to support employees in their career planning, as detailed below:

  1. With approval and filing from the competent authority, the Company has adopted a preferential retirement eligibility condition whereby employees may apply for retirement if their "age plus years of service" is equal to or greater than 60.
  2. CHS has established criteria for voluntary early retirement and special leave. Employees meeting one of the following conditions may apply for and be granted early retirement or special leave:
    • Suffering from a severe illness and currently on approved full-pay sick leave, extended leave without pay, or undergoing treatment.
    • Holding a disability certificate indicating moderate or severe physical or mental disability due to occupational injury.
A total of 55 employees left the Company in 2024, representing a turnover rate of 5.22% (calculated as the number of leavers divided by the Total Number of employees as of December 31 of the reporting year). The primary reason for departure was retirement. The voluntary resignation rate was only 1.99%, reflecting a high level of employee retention, which contributes positively to talent cultivation and sustainable development.

Distribution of Departing Employees in the Past Three Years

Year 2022 2023 2024
Items Category Number of employees Ratio Number of employees Ratio Number of employees Ratio
Total Number of Departures 28 100.00% 58 100.00% 55 100.00%
Gender Male 24 85.71% 55 94.83% 50 90.91%
Female 4 14.29% 3 5.17% 5 9.09%
Work Region Changhua County 1 3.57% 4 6.90% 4 7.27%
Kaohsiung City 27 96.43% 54 93.10% 51 92.73%
Age Below 30 years old 1 3.57% 0 0.00% 2 3.64%
31-50 years old 6 21.43% 16 27.59% 21 38.18%
Above 51 years old 21 75.00% 42 72.41% 32 58.18%
Ratio: Number of individuals in each category/total number of departures during the year.

CHS's parental leave without pay policy complies with all regulatory requirements. The reinstatement rate and retention rate of employees who applied for such leave reached 100% and 85.71%, respectively, indicating that the Company has effectively implemented a family-friendly workplace policy, with most employees adapting well upon their return to work.

Items Unit Male Female Total
Number of eligible employees for parental leave with suspension of duties in 2024 (Note) person 88 5 93
Number of employees applying for parental leave with suspension of duties in 2024 person 6 1 7
Number of employees expected to return to work after parental leave with suspension of duties in 2024 (A) person 6 0 6
Number of employees who actually returned to work after parental leave with suspension of duties in 2024 (B) person 6 0 6
Return-to-work rate = (B)/(A) % 100.00 100.00 100.00
Number of employees who actually returned to work after parental leave with suspension of duties in 2023 (C) person 5 2 7
Number of employees who remained employed for over one year after returning to work following parental leave with suspension of duties in 2023 (D) person 4 2 6
Retention Rate = (D)/(C) % 80.00 100.00 85.71

The number of eligible applicants for parental leave without pay in 2024 equals the Total Number of employees who took maternity leave (female) and paternity leave (male) from 2021 to 2024.