In 2021, PSMC’s Fab1/2 was verified by a third-party agency designated by the RBA Alliance. Before verification, we used the standardized risk assessment template (Self-Assessment Questionnaire, SAQ) designed by the RBA to identify human rights-related risks. In addition to paying special attention to issues such as discrimination, harassment, forced labor, child labor, etc., we also paid attention to the rights and interests of employees, women, migrant workers and other ethnic groups. At the end of 2021, Fab P1/2 successfully passed the RBA VAP (Validated Audit Process) verification, and obtained the gold certificate in first quarter of 2022.

Through the results of human rights risk assessment, PSMC establishes mitigation and improvement measures to continuously reduce risks and avoid incidents that violate human rights.

Good labor-management interaction can enhance corporate culture and organizational atmosphere, and promote harmonious labor-management relations. In addition to providing a variety of communication platforms, PSMC also holds regular labor-management meetings. The re-election of labor representatives in each plant's labor-management meeting was completed in 2022. Each plant holds regular quarterly labor-management meetings in accordance with the provisions to coordinate various labor-management issues and promote harmonious labor-management relations.

The Human Resources Division has an Employee Relations Department to provide employee assistance, consultation, and referral services to relieve employees' emotional stress and improve working performance accordingly. Through the “Feedback Corner” communication platform, employees are provided with a channel to respond to comment on the company's system, management practices or specific issues, and are referred to the relevant responsible departments to respond to their questions and suggestions. Besides the "Feedback Corner" communication platform, the Employee Relations Department also has an " Employee Wellness Site" to create a friendly workplace with dignity and gender equality, and receives complaints in accordance with the “Regulations on the Prevention of Unlawful Acts of Assault in the Performance of Duties”, “Procedures for Notification of Unlawful Acts of Assault in the Performance of Duties”, and “Measures to Prevent, Report a Complaint and Punish Sexual Harassment in the Workplace”, and convenes an investigation committee to make decisions and impose sanctions to protect the rights and interests of employees.

In 2022, 637 cases were received from the employee communication platform, and the response rate was 100%. PSMC has formulated "Workplace Sexual Harassment Prevention Measures, Complaints and Punishment Measures" and publicly disclosed the complaint channels to prevent the occurrence of sexual harassment incidents, and to correct and improve. In 2022, there was no sexual harassment complaint.

Workplace sexual harassment prevention, complaints and punishment measures  

In compliance with local laws and regulations, PSMC is committed to protecting employee rights, personal privacy, prohibiting inappropriate discrimination and sexual harassment, and providing an equal employment opportunity and environment. The recruitment policy is diverse, equal, and inclusive, and the selection of personnel is based solely on their professional ability and suitability for the position, with no differential treatment based on gender, age, race, nationality, marital status, religion, physical or mental disability, political affiliation, or gender orientation. We have clear rules and regulations for promotion, training, employee benefits and performance appraisal, to ensure that every employee enjoys equal opportunities and treatment.

As of the end of 2022, there were 8,150 regular employees at PSMC, all of whom are permanently employed full-time employees, and zero employees with non-guaranteed hours; the average age was 39 years old and the average length of service was 10 years, which helped to support the company's rapid growth and maintain its competitiveness. The total number of 7,448 regular employees was significantly higher in 2022 than in 2021 due to the new plant and production line expansion. In terms of non-regular employees, 27 new interns were recruited in line with the pre-recruitment and internship system that was implemented in 2022 to help new graduates transition smoothly into the workplace. Meanwhile, in order to satisfy the company's operational needs, a total of 8,805 employees were contracted to take on the responsibility of providing group catering, environmental cleaning, security services, machine equipment maintenance, and plant facilities repair or expansion.
In order to realize the policy of talent diversity and to create a diverse, equal and co-prosperous workplace environment, the Company employs 14 employees with indigenous status and 52 employees with physical and/or mental disabilities, which is in line with the government's ratio of hiring people with physical and/or mental disabilities. In terms of employee nationality distribution, 94.87% of the employees are of Taiwanese nationality and 5.13% are of foreign nationality. Under the Group's global expansion plan, we will continue to increase the proportion of foreign employees in the future, with the aim of enabling more foreign employees to bring their strengths and influence to bear in their workplace through cultural and professional exchanges across nationalities and enhancing overall operational efficiency.

The total number of new employees was 1,397 in 2022 in response to the demand for manpower due to the construction of the P5 plant and the expansion of production capacity, focusing on talents in the fields of equipment, manufacturing process, plant operations and R&D. It also included the younger generation, foreign blue-collar and white-collar workers. The average recruitment cost per full-time employee was NT$6,853.

The Company has been tracking employee turnover for a long period of time. Through the analysis of turnover rates, the main reasons for employee turnover are a combination of factors such as salary and benefits, working environment and personal career development considerations. In response to the reasons for employee turnover, the Company has formulated various plans to address the situation. The turnover rate and voluntary turnover rate for 2022 were 8.53% and 8.42%, a significant decrease compared to 2021, which shows that the implementation of the workplace environment improvement plan is effective. In addition, when the Human Resources Division receives an application for resignation from an employee, it will first try to understand the specific reasons for the employee's resignation and attempt to adjust the employee's job content, department or work location based on the employee's expertise and experience, so as to achieve the goal of talent retention by providing internal rotation opportunities.