Talent Attraction and Retention

The total number of employees in 2024 is 829, there are 821 people (99%) are local hires in Taiwan and 8 people (1%) are migrant workers from other countries (Thailand) due to particular job demand. Except for 4 people and the 8 foreign migrant workers who have signed fixed-term contracts (a total of 12 people) to meet specific job requirements, the rest of employees in CGPC are on indefinite contracts. This category includes Taiwan subsidiary, and excluding overseas investment affiliates. 100% manufactured in Taiwan.

In order to provide employment opportunities to disadvantaged individuals, 12 people with disabilities in 2024, representing 1.4% of the total workforce. This percentage exceeds the minimum requirement of 1% set by the People with Disabilities Rights Protection Act.

The CGPC salary system takes into consideration employees' educational background, specialization, technical expertise, and tenure experience. It ensures that there are no discrepancies based on gender, religion, race, political party affiliation, and other factors. In addition to the base salary, employees are entitled to receive performance bonuses, allowances for their positions, transportation, shift rotation, and other related benefits. They can also receive full-attendance bonuses, overtime pay, fixed bonuses, and year-end bonuses. (Please refer to our official website: Salary and benefits, Retirement system, Employee grievance channels).

Due to the nature of the petrochemical industry, there may be slight salary differences between male and female employees in the company for certain positions. However, in order to ensure stability within our workforce and retain talented individuals, we conduct annual salary adjustments based on the price index and personal performance. We also participate in salary surveys within the petrochemical industry to evaluate market rates and make appropriate adjustments and plans for employee salaries. On average, employees received a salary increase of approximately 3.08% in 2024. Additionally, we provide special raises to exceptional individuals who demonstrate outstanding performance, ensuring that our salary offers remain competitive in the market.

We have annual physical check-ups for all the employees and also equipped with fitness equipment and shower facilities in the head office, while each factory site is staffed with qualified nurses who provide healthcare and medical assistance to employees. Female employees are entitled to menstrual leave and are provided with dedicated spaces for breastfeeding. CGPC also collaborates with childcare and educational institutions to offer childcare services.

CGPC Main Plant provides dormitories for local employees, both single and for those with dependents, to accommodate long-term residence. The dormitory area is equipped with recreational facilities such as a basketball court, a table tennis room, and a lounge. Additionally, we also has dormitories for foreign workers, which are managed by dedicated personnel and include facilities such as a sports field and an entertainment room.

In response to the government's active promotion of fertility incentive measures and to fulfill our corporate social responsibility, the Group has implemented employee fertility subsidies. Under this scheme, employees or their spouses are eligible for a subsidy of NT$10,000 per child. If both the husband and wife are employed by the Group, they can individually apply for the subsidy. Additionally, employees can apply for parental leave at any time before the child reaches 3 years old, with a maximum leave duration of 2 years.

Our company's employee compensation system, as stipulated in our Articles of Association, stipulates that "employee compensation shall not be less than 1% of the annual profit. However, in the event of accumulated losses, an amount shall be reserved in advance to compensate for them." Furthermore, our company pays employees monthly performance bonuses, calculated based on the monthly sales, gross profit, accounts receivable, productivity, yield, and unit energy consumption.

2024 Vinyl Chain Events
New Year's Party, Year-End Dinner, Mid-Autumn Festival Gala
Birthday Party, Birthday and Thanksgiving Tea Party at Linyuan Plant , Women's Day Dinner at Linyuan Plant ,
Recognition of Model Workers at Linyuan Plant, Recognition of Model Workers at Main Plant, and Splashing Festival for Migrant Workers from Thailand.

In order to make life better, The Company thanks every colleague for their efforts and lets us move towards the future hand in hand.
CGPC (since 1964) has more than 50 years of history. The old factories has left traces of aging, exuding an essence of simplicity. Through reorganization and planning, we have created a healthy and safe workplace for our colleagues, demonstrating the company's commitment to its employees and showcasing the renewed vitality of the company. We have been improving the working environment, including the offices, break rooms, visitor rooms, administrative areas, and conference rooms. After renovation and planning, we have built a healthy and safe workplace, so that employees can feel the Company's care for them.

• CGPC’s Main Plant
  Noise reduction in Boiler #2 control room
  
• TVCM’s Linyuan Plant
  Installation of stairway for V-6204
  
• CGPCP's Linyuan Plant
  Installation of three new work platforms in the drying area
  

All three plants have achieved their planned targets for 2024. Upholding our commitment to employee health, safety, and environmental sustainability, the Company continues to promote workplace environment optimization and enhanced.

In order to fulfill our corporate social responsibility and ensure human rights, we have formulated human rights policies applicable to our company and related entities of USI Corporation. These policies refer to internationally recognized human rights standards, such as the International Bill of Rights and the International Labor Organization's Declaration on Fundamental Principles and Rights at Work. The objective of these policies is to eliminate any violations and infringements of human rights in the workplace, and to ensure fair and dignified treatment of our employees.

No significant violations have been reported this year. For detailed human rights policies, management plans, and training content, please refer to our company website.
According to the Company’s Human Rights Policy Implementation Plan, a total of 14 human rights issues were identified through risk assessment and included in this year’s agenda. Among them, 9 items were classified as key human rights management issues (please click the link to view). The corresponding mitigation and remediation measures for these issues are outlined as follows; In 2024, there were no significant legal violations. The Company will continue to carry out human rights-related education and training. For details on the human rights training content, please visit the official website. For personal data protection, please visit the official website.

Issue	Excessive working hours
Mitigation measures	1. The Company complies with labor laws related to working hours, and regularly reviews internal regulations to ensure compliance and proper implementation. 2. Employee attendance is accurately recorded through the attendance and overtime management system. 3. The system sends daily reminders for clock-in and clock-out delays, notifying employees of standard working hours and overtime regulations, and confirming whether extended working hours qualify as overtime. If so, employees may choose to receive overtime pay or compensatory leave. 4. Overtime situations in each department are reviewed on a regular basis.
Compensation Measures	1. Overtime pay is provided to employees in accordance with the law if they have worked overtime. 2. Understand the workload and reasons for overtime among colleagues and actively improve processes and optimize operations to enhance work efficiency. 3. Understand the workload and reasons for overtime among colleagues and actively improve processes and optimize operations to enhance work efficiency. 4. Understand employees’ workload and the underlying reasons for excessive working hours, and actively improve processes and optimize operations to enhance work efficiency.
Implementation rate of impact remediation (%)	100%
Results	The system verifies the reasons for overtime on a daily basis. If excessive working hours have caused an impact, compensation measures will be applied, and the corresponding overtime pay or compensatory leave will be provided. Related operations and manpower allocation will also be adjusted as needed.

In 2023, the company conducted an employee satisfaction survey and commissioned a third-party independent agency to conduct the survey. The survey is conducted every two years to gain comprehensive insights into employees' perspectives on company management operations and identify key indicators for talent retention.

In the future, we will continue to listen to employees’ feedback and implement improvement measures based on the report findings

We conduct employee performance appraisal in January every year, hoping that it can help employees‘ personal development, as well as the Company’s human resources and skills management. The personnel to be evaluated do not include foreign workers and fixed-contract personnel. In 2024, as high as 98% of CGPC employees accepted performance appraisal.