Workplace

1. Gifts and condolences for major holidays, Labor Day, birthdays, weddings, and childbirth.

ASIX has established an employee retirement plan in accordance with labor standards laws and labor retirement regulations. The application, payment standards, and payment methods for pensions are handled in accordance with the Labor Standards Act. The old pension system, processed under the Labor Standards Act, was fully settled and paid off between 2017 and 2020 to 2024. Additionally, since July 2005, the company has been consulting employees and contributing pensions to employee retirement accounts according to the Labor Pension Act. All matters related to employee retirement are handled in compliance with relevant regulations.

In 2024, ASIX had 77 employees, all of whom were full-time personnel. To strengthen its R&D and management capabilities, the company has always regarded a robust human resources layout and structure as the cornerstone of advancing R&D technology and the principle of generational management, with a particular emphasis on the quality of its workforce. The company appropriately employs local personnel to enhance community recognition. Regarding workplace distribution, 92% of employees are located at the company's operation base in Hsinchu, while the remaining 8% are overseas employees mainly providing business and technical support.

ASIX places great importance on employee training and career planning. From the moment employees join the company, tailored onboarding programs are developed based on the specific requirements of each role. The company also provides subsidies for continuing education and offers various skill development programs to support high-performing employees. Each department head conducts annual performance review meetings at designated times to align individual career development with the company’s long-term growth strategy.

ASIX has established a structured succession planning mechanism led by the Board of Directors and senior management. This includes maintaining a board talent pool and identifying key positions across departments that require succession planning. For each critical role, department heads nominate two to three potential successors, categorized into short-, medium-, and long-term development tracks. Based on each candidate’s strengths and areas for improvement, training resources are allocated to support hands-on, coaching-style development led by current managers. Training content includes leadership development, enhancement of technological capabilities, and job rotation. Since 2024, ASIX has progressively implemented individual development plans for succession candidates, integrating competency assessments with corporate and departmental goals to strengthen readiness for future leadership roles.

Implementation Status:

Succession planning for key management positions is reinforced through monthly executive management meetings, where leadership consensus is built and strategic direction is discussed. Since 2017, ASIX has periodically (quarterly, semi-annually, or annually) convened senior leadership teams for management capability development sessions, such as book clubs or dialogue forums. These sessions encourage succession candidates to propose system-level thinking in response to real-world opportunities and challenges, develop adaptability for organizational transformation, sustain innovation, and build strategic planning skills. Senior executives also share insights on corporate culture, operational practices, and leadership experience to support knowledge transfer and long-term organizational continuity.

The core principles of equality, non-discrimination, and international human rights law were indispensable elements of corporate social responsibility. To align with global standards and ensure human rights protection, ASIX has adopted various international human rights conventions to formulate its human rights policies. These policies include promoting anti-discrimination and equality, protecting privacy rights, preventing forced labor and managing working hours, prohibiting child labor, and assisting employees in maintaining their physical and mental health as well as work-life balance.

Harmonious labor-management relations are ASIX's most important asset. The company creates a harmonious work environment by providing employees with opportunities for continuous learning, a safe and enjoyable workplace, meaningful work, and excellent compensation and benefits. In addition to informal communication channels, ASIX has established diverse formal communication methods, enabling employees to fully express their opinions and receive prompt responses from relevant departments. Together, they work to create a better work environment. Since its establishment, the company has not experienced any major labor disputes.

ASIX conducts regular employee satisfaction surveys and uses the results to guide continuous improvement efforts aimed at enhancing the overall work environment and employee well-being. In November 2025, the annual survey collected 59 responses, achieving a response rate of 84%. The survey focused on five key dimensions: organizational commitment (83%), leadership effectiveness (86%), management systems (74%), job satisfaction (78%), and work environment (77%), with an overall satisfaction score of 79%.

Among these, satisfaction with the company’s management systems was relatively lower and has been identified as a priority for improvement. In response to the feedback, ASIX has planned to strengthen professional training programs and expand opportunities for continuing education to support employee growth. Additionally, more group activities will be organized to provide outlets for stress relief and team interaction. Through these diverse initiatives, the company aims to further improve employee satisfaction, foster stronger organizational cohesion, and promote a more positive workplace culture.

ASIX provides fitness equipment and space for employees to exercise, regularly organizing various activities (such as birthday parties, dinners, domestic and international trips, year-end parties, road runs, and team-building events) to encourage employees to stay active and healthy. The company arranges for contracted medical units to offer monthly one-on-one professional consultations on-site, and employees are entitled to health check leave and health check subsidies.

• According to the Labor Safety and Health Regulations, CO2 concentration and other work environment tests must be conducted every six months by qualified contractors. In 2024, these tests were completed in April and October, with a detected value of 653 ppm, complying with the regulation of being below 5,000 ppm.
• In compliance with fire safety regulations, a certified fire safety inspection company was commissioned on May 24, 2024, for a fire safety inspection, and the results were reported to the competent authority on May 26.
• A qualified electrical consulting firm was commissioned in January and July 2024 to conduct high and low voltage power system inspections. The results met the regulations, and the relevant data was communicated to Taiwan Power Company.
• The building management committee has engaged a qualified contractor to perform monthly elevator maintenance, ensuring safe and normal use at all times.

• In January 2024, the renewal process for free group accident insurance, medical insurance, occupational injury insurance, and major medical insurance for employees was completed.
• In October 2024, the renewal of commercial fire insurance and public area liability insurance for the office premises was completed. Property and inventory insurance was also renewed to ensure the safety of the company and its employees.