Workplace

Employee Welfare Measures

1. Gifts and condolences for major holidays, Labor Day, birthdays, weddings, and childbirth.
2. Tea time break / birthday parties, club activities, regular and occasional gatherings, year-end parties, employee raffles, and discounts at partner stores.
3. Regular health check-up subsidies, labor and health insurance, and group insurance for all employees.
4. Domestic and international employee travel.
5. Regular subscriptions to various books, magazines, and newspapers; guaranteed parking spaces for all employees.
6. Flexible work hours, family care leave, parental leave when necessary, and subsidies for further education

Retirement System and Implementation

ASIX has established employee retirement regulations in accordance with the Labor Standards Act and related retirement provisions. Pension application standards and payment methods are handled strictly in line with the Act. All pensions under the old system were fully settled and paid in 2017 and between 2020 and 2025.

Since July 2005, the company has also complied with the Labor Pension Act by consulting employees and contributing retirement funds to their individual pension accounts. All retirement matters are managed in accordance with relevant regulations.

Talent Deployment

Workforce Turnover Analysis

In 2025, ASIX recorded an employee turnover rate of 5.17%, slightly higher than 3.92% in 2024 (calculated as annual departures ÷ [(employees at beginning + employees at year‑end) ÷ 2]). This figure is consistent with industry disclosures (referencing peers’ 2024 sustainability reports), indicating that workforce mobility over the past two years remained within a normal range. A breakdown of turnover by gender and age is provided below.

Succession Planning for Directors and Key Management Positions

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.

Human Rights Policy and Measures

Labor Management Communication

Employee Satisfaction Survey

The company regularly conducts employee satisfaction surveys and implements improvement measures based on the results to enhance 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 examined five key dimensions: organizational commitment (83%), leadership effectiveness (86%), management systems (74%), job satisfaction (78%), and work environment (77%), with an overall average satisfaction score of 79%. Satisfaction with “management systems” was relatively lower and has therefore been identified as a priority for improvement.

In response, the company has planned to strengthen professional training programs and expand resources for on‑the‑job learning to support employee growth. Additionally, more group activities will be organized to provide platforms for stress relief and team interaction. Through these initiatives, the company aims to further improve employee satisfaction, reinforce organizational cohesion, and enhance workplace well‑being.

Healthy Workplace Environment

Workplace Equipment Maintenance and Safety Inspections

In compliance with occupational safety, health, and fire protection regulations, the company engages qualified vendors to conduct regular inspections and maintenance:

1. Work Environment Testing: CO₂ concentration tests were carried out in April and October 2025, with results of 714 ppm, well within the regulatory limit of 5,000 ppm.
2. Fire Safety Inspection: Conducted on May 27, 2025, with findings reported to the competent authority on May 29.
3. Electrical System Inspection: High‑ and low‑voltage system checks were completed in January and July 2025, both meeting regulatory requirements, with data submitted to Taipower.
4. Elevator Maintenance: Monthly maintenance is performed by qualified vendors commissioned by the building management committee, ensuring safe and reliable operation.

Employee Health Insurance and Workplace Safety

1. Employee Coverage: In January 2025, the company renewed group accident insurance, medical insurance, occupational injury insurance, and major medical insurance to ensure comprehensive employee protection.
2. Workplace Coverage: In October 2025, the company renewed commercial fire insurance and public liability insurance, and additionally secured property and inventory coverage to safeguard company assets and workplace safety.