A business contributes to the happiness of the employees, thus maintaining a friendly workplace relationship with employees benefits the company’s sustainable development.   UPC Technology Corporation (UPC) attaches great importance to human resources development and employee welfare, we would like to ensure that everyone can enjoy their work and that they can exert their collective strength to the fullest.    Employee safety: We promote a healthy and safe working environment for workers; workplace environment monitoring. Benefits: We provide integrated and diverse training and learning resources; help to strengthen professional knowledge, skills, and specializations.   Social care: We sponsor relevant organizations and disadvantaged groups; caring for remote and disadvantaged children. We promote art and cultural activities for the Group.

All labor management measures of UPC are in compliance with relevant government regulations. Our company also promotes workplace health and have strengthened health management measures. This is to prevent the occurrence of occupational diseases, strengthen the physical and mental health of workers, ensure a safe working environment, provide high quality products, reduce production costs, and increase personnel productivity.

• UPC complies with the Labor Standards Act, United Nations Universal Declaration of Human Rights, International Labor Organization core conventions, Act of Gender Equality in Employment, and Occupational Safety and Health Act. Furthermore, we ensure that we are not in violation of the Tobacco Hazards Prevention Act.
• Our company has passed the “OHSAS 18001 Occupational Health and Safety Management System” and “TOSHMS (Taiwan Occupational Safety and Health Management System”.
• We received the Health Promotion Label – Accredited Healthy Workplace, and continue to implement health promotion measures.

• The company’s Linyuan Plant has a union, which is an independent labor organization that speaks for employees and expresses their opinions.
• An Occupational Safety and Health Committee has been set up at the Linyuan Plant, comprising department heads and union representatives.
• The committee meets quarterly to discuss rules and regulations, as well as safety and health related issues.

• Our office building in Taipei comes with a gym and aerobics classroom. The Linyuan Plant is equipped with table tennis, pool, and fitness equipment.
• Special health examinations are conducted for employees at high risk of occupational diseases, and high-risk employees are provided with individual follow-up management and health consultation.

The operating environment of the Linyuan Plant is monitored at all work sites that may be exposed to hazardous substances, and all the items under the operating environment monitoring in the plant are in compliance with the legal permissible values.

• Chemical factor monitoring: organic solvents, specific chemicals, dusty work sites, and indoor premises with central air conditioning systems
• Physical factor monitoring: personal noise dosimetry monitoring

• The "Occupational Safety and Health - Hazard Identification Procedure" have been established and implemented in operations activities, employees, places, facilities, etc.
• Occupational hazards and dangerous situations are reported and handled under the "Incident Events Emergency Preparation and Response Procedure" and " Process Safety Event Investigation Procedure". We strive for process safety, zero injuries, and sustainable development.

The company’s compensation management policy links employee’s compensation and incentives with business results. In competing with the talent market, we evaluate and adjust our compensation policies to attract talents in and retain high performers by conducting salary survey periodically. Employee is paid by performance. As for new hires, We abide by the gender equality policy without discrimination, and pay by evaluating their professional knowledge and skills, job complexity, job responsibility etc. We strictly prohibit giving different pay policy based on race, religion, political position, gender, marital status.

Our performance management and development policy aims to reach employee’s potentials to meet individual’s and company's goals and furthermore to develop employee’s core and professional competencies according to their achievement. Employees need to take 3 steps to perform their work outcomes during the performance cycle: At the beginning of the year, setting goals and objectives, then interim reviews to review progress against objectives, and at the end of the year, performance review to review work outcomes against objectives. In addition to measurable key performance metrics, we also value employee’s key behaviors of the varied competencies. The individual performance results are applied to employee training and development, coaching, promotion/demotion, bonuses and other incentives. As results, we are able to sustain a continuous business growth and to fulfill ESG.

UPC attaches great importance to employee benefits and the development of their potential, we believe that both are important factors in the sustainable operation and prosperous development of the company. With this belief, we strive to ensure that all employees’ treatment, benefits, safety, health, training and development, and management systems are properly in place. This is to ensure that our employees feel a sense of affirmation for their jobs and will make positive contributions to their work, furthermore, comply with government laws and regulations as a basic prerequisite for ethical operations. The company offers the following benefits:

1. Cash gifts and subsidies:
   Cash gift for Dragon Boat Festival, Mid-Autumn Festival, and Chinese New Year; cash gift for Labor Day, cash gift for birthday, retirement consolation cash gift, subsidies for weddings and funerals, sickness and injury emergency subsidies, employee travel activities, and annual year-end dinner party subsidies.
   
   
2. Clubs and activities:
   The company regularly organizes annual local and overseas trips for employees and encourage them to set up clubs and participate in club activities. Current clubs include: Competitive sports (tennis, softball, and badminton teams), arts and culture (photography club and film appreciation club), public welfare service (volunteer service club, community activity club, and networking club), and other activities conducive to physical and mental health.
   
   
3. Comprehensive insurance system:
   In addition to labor insurance and national health insurance in accordance to the law, there is also group insurance for employees, while their spouses, parents, and children can also enjoy preferential self-insurance plans.
   
   
4. Comprehensive employee care:
   A breastfeeding room has been set up in the Linyuan Plant for the convenience of female colleagues, so that employees can take care of both work and family at the same time.
   
   
5. Employee health management:
   Annual supervisor and employee health checks.
   
   
6. Leave system:
   Special leave, maternity leave, paternity leave, childcare extended unpaid leave, marital leave, bereavement leave, menstruation leave, and family care leave.
   
   
7. Scholarships for employees’ children:
   Scholarships are offered every year to our employees’ children with outstanding academic performance to encourage them to study proactively.

UPC regards employees as an important partner of the company, and employee training and development is also an important part of business management activities. We have formulated talent development strategies and established a training and development system based on the company’s vision, mission, and business strategy, to provide integrated and diversified training and learning resources to strengthen the professional knowledge, skills, and expertise of our employees. Thereby enhance employee performance and enable their continued employability to achieve sustainable business goals.

1. Pre-Service Training for New Hires:
   Enhance new recruits’ adaptability to the company and to their jobs, and to provide them with a basic concept of corporate culture, business philosophy, and the rules and regulations.
2. Specialized Training:
   • Develop training programs based on professional knowledge and skills required by each specialty, including accounting, business, manufacturing, and equipment and process engineering courses.
   • Based on the management functions and responsibilities of each level, we plan management training at each level, as well as management training for new managers and management associates.
3. Environmental Safety and Health Training:
   We provide training in labor safety and health, industrial safety, disaster prevention drills, and emergency response training as required by government regulations.
4. Employees Work Ethics Training:
   We hold regular training courses on the Ethical Practice Code of Conduct for employees every year to implement the company’s philosophy of ethical management.
5. General Education Training:
   In accordance with company policy, we provide company-wide or level-based general training, including information security training and personal performance management training series.
6. Feedback Presentation:
   After participating in specialized training, the participants will share their experiences with colleagues who have not participated in the training to enhance the learning effect. In addition, it can also train employees to organize information and present on stage.

All employees in Taiwan are entitled to the following retirement benefits under the old and new retirement schemes:

1. Employees under the old pension scheme: an employee pension committee has been established in accordance with the law; under the Labor Standards Act, the company contributes at least 2% of the total salaries of the employees under the old pension scheme as pension to the company’s dedicated pension account with the Bank of Taiwan.
2. Employees under the new pension scheme: starting July 1, 2005, in accordance with the Labor Pension Act, the company may “contribute 6% of employee’s monthly salary” on behalf of the employees, and employees may “voluntarily contribute a part of their monthly salary to their pension” to their personal dedicated pension account under the new pension scheme with the Bureau of Labor Insurance.
3. A farewell party will be held for the employee upon retirement. Colleagues will be invited to the gathering to offer their best wishes for the employee’s retirement.
4. A commemorative retirement gold medal and cash gift as a token of gratitude will be presented to the employee to express the company’s appreciation for their many years of contribution.
5. In accordance with the Labor Standards Act and the Labor Pension Act, the company has the following provisions:
   
   • Employees may apply for retirement under one of the following circumstances; if the Labor Pension Act is applicable to the employee, he/she shall be subject to the relevant regulations.
     1. Those who have worked for more than 15 years and have reached the age of 55.
     2. Those who have worked for more than 25 years.
     3. Those who have worked for more than 10 years and have reached the age of 60.
   • The company shall not force an employee to retire unless he/she fulfills one of the following conditions:
     1. Those who have reached the age of 65.
     2. Those who are unable to perform their work due to physical or mental handicap.
     3. For employees engaged in work with special characteristics such as dangerous or physically-demanding work, the business unit shall report to the central competent authority to adjust the age specified in the first point of the preceding paragraph. However, the employee shall be no less than age 55.
   • Pension Payout Standard
     1. For employees’ seniority before and after the application of the Labor Standards Act, or the seniority according to the pension regulations when choosing to continue to be subject to the Labor Standards Act in accordance to the Labor Pension Act, or the seniority retained before the application of the Labor Pension Act, the pension payout is calculated in accordance with Article 84-2 and Article 55 of the Labor Standards Act.
     2. For employees with the seniority mentioned above and who are subject to mandatory retirement in accordance with Article 35, paragraph 1, subparagraph 2, if the employee’s loss of mental capability or cause of physical disability was due to the performance of duties, the company shall pay an additional 20% in accordance with Article 55, paragraph 1, subparagraph 2, of the Labor Standards Act.
     3. The company shall pay the employee’s pension within 30 days from the date of retirement.
   • Pension Payment
     The company shall pay the employee’s pension within 30 days from the date of retirement.

To maintain a positive relationship with the neighboring communities and to provide care for the disadvantaged, UPC is committed to building a good relationship with the local residents and organizations. We provide sponsorships to relevant organizations and disadvantaged groups through social welfare groups set up by our employees from time to time every year. In the future, we will strengthen our care for disadvantaged children in remote areas.

• Linyuan Joint Development Association for the Promotion of Community Affairs organized a heartwarming year-end event to care for disadvantaged groups.
• Tantou Village Fude Temple organized the God Fude’s Birthday Celebration and activities to care for disadvantaged groups.
• Ci Hui Association organized a blessing ceremony and promotional activities for the care of disadvantaged groups.
• Xixi Community Development Association organized activities to care for disadvantaged groups and to promote energy conservation and carbon reduction.
• Xizhou Fenglong Temple organized the Guanyin’s Birthday Celebration and activities to care for disadvantaged groups.
• Xizhou Community Development Association organized activities to care for disadvantaged groups and environmental protection workshop.
• Linyuan Village organized Dragon Boat Festival activities to care for financially disadvantaged families, as well as advocacy activities.
• Gangpu Village organized Dragon Boat Festival activities to care for the disadvantaged and to promote energy conservation and carbon reduction.
• Guangying Village organized Dragon Boat Festival activities to care for the disadvantaged.
• Gangpu Village Ganglong Temple organized the God Chifu’s Birthday Celebration and activities to care for disadvantaged groups.
• Tingtso Village Guanyin Temple organized Taoist ritual activities to care for disadvantaged groups
• Gangzui Village organized Mid-Autumn Festival activities to care for the disadvantaged and to promote energy conservation and carbon reduction.
• Fengyun Village organized Mid-Autumn Festival family activities to care for the disadvantaged groups.

UPC sponsored the establishment of the “Y. S. Educational Foundation” to help promote the Group’s arts and cultural activities. The Y. S. Educational Foundation’s main objectives are to promote a high-quality information-based society, to cultivate international IT talents, and to enhance the competitiveness of Taiwan’s industries in the world.

In 2003, Y. S. Educational Foundation expanded its efforts to college campuses, and organized the “Y.S. Award for Creative Digital Content Competition”. It is hoped that it could directly encourage and promote the development of the digital content industry, and inspire students to enter the digital content industry, so as to inject new creativity into Taiwan’s industries. In addition, give back the professionalism and resources of the MITAC-SYNNEX Group to society, in order to achieve the goal of “giving back to society for what is taken from society”. For more information on the Y. S. Educational Foundation, please visit the Y. S. Educational Foundation official website.

UPC understands the advantages and leadership role of Taiwan’s ICT industry in the global market. The company sponsored the establishment of the Y. S. Educational Foundation (YSEF) in order to continue provide development opportunities for Taiwan’s industries, promote digital technology, and cultivate international creative talents. The Foundation hosts the “Y.S. Award” creative competition to help promote internal and external arts and culture events. With “Connection, Creation” as its theme, the competition includes three categories: industrial design, software application, and microfilm, emphasizing the era of interconnectedness and the Internet of Things (IoT). The competition offers opportunities for mutual exchange and cross-domain exploration, where hardware, software, and imaging are combined to create a total solution or visual communication concerned with social care, sustainable environment, cultural value, business economy, and innovative technology, so that the moment of wonder can transform into creative action and inspire empathy. It is hoped that the Award can encourage our youth and students to be inspired by the digital content industry, inject new creativity into Taiwan’s industries, and contribute the professionalism and resources of the Group to society, in order to achieve the goal of “giving back to society for what is taken from society”. For more information on the Y.S. Award, please visit the Y.S. Award official website.

• In UPC Linyuan Plant, 100% hiring local supervisors and laborers for benefiting the local economy and strengthening the UPC’s understanding of local needs.
• 100% following the Labor Standards Act, and 0 complaint.
• Established GLAD (Group Learning And Development) to encourage employees to improve their ability and performance;
  the average training hours of education and training is 26.7 hr/person.
• Zero Occupational Injury (including subcontractors)

 For more details and performance, please feel free to contact us through Stakeholder Contact Channels.