Employee Care

Employee Benefits Employee Communication Employee Ethics and Norms Human Rights Policy Employee Training and Development

Welcome to Jarllytec Group! We focus on building a strong business through top talents. Join us for professional growth with diverse training programs that enhance both business skills and our core values. Together, we strive for continuous innovation and success.

Employee Benefits:

Business Trip Benefits: Travel insurance, international assignment insurance, and travel allowances.
Meal Benefits: Employee cafeteria and meal subsidies.
Career Development: Training and education assistance for professional growth.
Employee Benefits: Recreational Activities, Company trips, social gatherings, year-end banquets, club activities, and support for sports competitions.
Employee Festival Benefits: Bonuses / gifts for holidays and birthday, subsidies for weddings and funerals.
Employee Health: Regular health check-ups.

Retirement System:

(1) In compliance with the 'Labor Standards Act', the company has a defined benefit retirement plan, applicable to the service years of all formal employees before July 1, 2005 (ROC 94), and those who chose to continue under the Labor Standards Act after the implementation of the 'Labor Pension Act'. Employees meeting the retirement criteria receive pensions based on their service years and the average salary of the six months before retirement. For each year of service up to 15 years (inclusive), two basic units are provided, and one basic unit for each year beyond 15, up to a maximum of 45 basic units. The company contributes 2% of the total salary monthly to the retirement fund, stored in a special account in the name of the Labor Pension Fund Supervisory Committee at the Bank of Taiwan Trust Department.

(2)From July 1, 2005 (ROC 94), in accordance with the 'Labor Pension Act', the company has a defined contribution retirement plan for its domestic employees. For those who opt for the labor pension system under this act, the company contributes 6% of the employee's monthly insured salary to their individual retirement account at the Labor Insurance Bureau, with the retirement payment being in the form of a monthly pension or a lump sum from the employee's personal retirement account and its accumulated earnings.

Employee Communication and Health Safety:

To ensure the effective implementation of quality/HSF/environmental, health and safety management/corporate social responsibility, communication methods between different levels and units are established, with communication control procedures for reference. Employee physical and mental health and safety are paramount to Jarllytech. The company provides and maintains a safe working environment, integrating comprehensive health and safety management practices into its operations. Employees have the right to refuse unsafe operations and report unhealthy work environments.

Employee Ethics and Norms:

Our Policy: Environmental protection, energy saving, love for the earth, integrity and respect, honesty and incorruptibility, responsible and diligent compliance with clean business operations, strict prohibition of corruption or bribery, protection of intellectual property rights and personal data, adherence to fair trade, anti-monopoly and collusion, avoidance of conflict minerals from unknown sources, protection of whistleblowers from retaliation, and continuous improvement of ethical standards.

Human Rights Policy:

Jarllytech strictly adheres to internationally recognized human rights standards such as the [International Bill of Human Rights], [Core Conventions of the International Labour Organization], [Ten Principles of the United Nations Global Compact], and establishes related management norms and methods as the basis for the human rights policy for all colleagues. The company respects the opinions of colleagues, treats current employees with dignity, and applies these policies to full-time, contract, and both domestic and foreign colleagues.

Human Rights Assessment:

To concretely implement the human rights policy, the company has established a Corporate Social Responsibility Implementation Committee. Following the [Responsible Business Alliance Code of Conduct], a 'Social Responsibility Management Manual' is developed. Annually, labor, environmental, and ethical risks are identified, annual management objectives are formulated, and through the promotion and audits by the committee, the implementation and execution of the human rights policy are ensured.

Practices Regarding Human Rights
Child Labor Prohibition Prevention of Forced Labor Elimination of Unlawful Discrimination Safe and Healthy Working Environment Prohibition of Gender Harassment
Regulations and Procedures
  • Corporate Social Responsibility Manual
  • Employee Recruitment and Hiring Procedures
  • Corporate Social Responsibility Manual Employee
  • Recruitment and Hiring Procedures
  • Corporate Social Responsibility Manual
  • Employee Recruitment and Hiring Procedures
  • Health Check Control Procedures
  • Human Factor Engineering Assessment Management Procedures
  • Hazard Identification and Risk Assessment Control Procedures
  • Sexual Harassment Prevention and Management Measures
  • Complaints and Protection of Personal Rights and Interests Operating Procedures
Current Situation Overview Establishing a specific review mechanism in the recruitment process is crucial to avoiding incidents of child labor. The strict prohibition of any form of forced labor is a key commitment, with a dedication to adhering to government laws and RBA (Responsible Business Alliance) guidelines. Implementation of recruitment and talent acquisition measures includes a commitment to preventing sexual harassment and any form of unlawful discrimination. The assurance of equal opportunities for all workers is a fundamental aspect of this process.Adherence to government laws, CSR & RBA guidelines, and the regular conduct of advocacy and educational training are integral parts of the company's approach. Continuous improvement of the working environment and the promotion of health initiatives are based on health examination forms for new and existing colleagues, as well as assessment reports on ergonomics. The company strictly prohibits any form of harassment, encompassing physical, psychological, gender, and verbal harassment. Multiple channels for complaints are in place, facilitating the reporting of individuals violating regulations and ensuring the personal safety of complainants.
Human Rights Education and Training:

In 2025 (ROC 113), our company implemented human rights protection-related training for our colleagues, totaling [7,035] hours, with [9,759] individuals completing the training. In the future, we will continue to focus on human rights protection issues and promote related education and training to enhance awareness of human rights protection and reduce the likelihood of related risks.

Employee Training and Development Plan:

In alignment with our operational strategies and talent sustainability goals, Jarllytec formulates an annual "Employee Training and Development Plan." Centered on enhancing employee career capabilities and overall organizational competitiveness, we have constructed a diversified, systematic training framework based on corporate governance, professional competency, and sustainable development needs.
The training plan encompasses eight major categories—including Quality Management, Business Ethics, Data Privacy and Human Rights, Information Security, ESG Sustainability, Leadership Development, Product Safety, and General Education—tailored to different job levels and professional attributes, as detailed in the table below:

Training Category Description
Quality Management and Continuous Improvement
Target: Strengthen quality control capabilities and process optimization to enhance operational stability and efficiency.
Audience: Engineering, manufacturing, and quality assurance personnel.
Focus Areas: Quality processes, improvement tools, testing methodologies, and process control.
Business Ethics and Integrity Management
Target: Build a corporate culture of integrity and compliance awareness to mitigate governance risks.
Audience: All employees and management.
Focus Areas: Corporate governance, anti-corruption, internal control systems, and regulatory compliance.
Data Privacy and Human Rights Protection
Target: Safeguard employee rights and personal data security while implementing human rights policies.
Audience: All employees and designated personnel.
Focus Areas: Data privacy regulations, occupational health and safety (OHS), labor rights, and grievance mechanisms.
Information Security and Security Governance
Target: Enhance information security protection capabilities and organizational risk resilience.
Audience: All employees, IT personnel, and designated responsible personnel.
Focus Areas: Information security policies, access control, system protection, and risk management.
ESG & Sustainable Development
Target: Deepen sustainability awareness and promote corporate responsibility and low-carbon transition.
Audience: All employees and designated sustainability personnel.
Focus Areas: Environmental management, carbon footprint accounting, energy conservation and carbon reduction, and supply chain responsibility.
Leadership Capabilities and Talent Development
Target: Build a solid management pipeline and talent succession system.
Audience: Managers at all levels and management trainees.
Focus Areas: Leadership and management, team management, performance development, and recruitment and talent cultivation.
Product Safety and Technical Knowledge Transfer
Target: Ensure product quality and safety while maintaining core technical competitiveness.
Audience: R&D, engineering, and technical personnel.
Focus Areas: Design technology, process engineering, equipment operation, and core engineering capabilities.
On-the-Job Continuing Education and General Knowledge
Target: Promote cross-functional learning and organizational collaboration capabilities.
Audience: All employees.
Focus Areas: Policy orientation, general skills, cross-departmental knowledge, and workplace literacy.
2025 Overall Training Investment and Results:

  • Total Training Attendance: 34,853 participant-times
  • Total Training Hours: 33,174.5 hours
Through systematic training classification and quantitative performance management, we continuously strengthen employees' professional capabilities, governance literacy, and momentum for sustainable development, serving as an important foundation for talent development strategies and the continuous optimization of training programs.