Employee Benefits System
Employee Benefits
TCC provides legally compliant leave options including menstruation leave, tocolysis leave, pregnancy checkup leave, maternity leave, paternity leave for male employees, family care leave, and unpaid parental leave. We also encourage those at the end of their parental leave to apply for reinstatement. In 2023, the number of TCC's employees who applied for unpaid parental leave was 1.
Volunteer Leave System
To encourage employees to participate in social welfare activities, the Company provides three days (a total of 24 hours) of paid volunteer leave annually. If employees participate in volunteer activities organized by the Company on "non-working days", they will be given a corresponding number of hours of volunteer leave based on the duration of the activity. For volunteer activities held on "working days", the time spent participating in the activity during working hours will be counted as volunteer leave on that day, and employees will be paid when they take the volunteer leave.
Provide a Healthy and Work-life Balanced Working Environment
TCC believes that talents are the Company's most valuable asset. To promote employees' physical and mental health and provide a work environment that supports worklife balances, TCC implements diverse employee benefits that exceed regulatory requirements. These efforts aim to enhance employee satisfaction, foster unity, and create corporate value. In addition to offering year-end performance bonuses and a profitsharing remuneration system, TCC has designed a benefits system that meets the needs of employees and their families. The Company has established various clubs and periodically holds employee family day events. Since 2023, the Company has also organized quarterly birthday tea parties and annually feasts to provide opportunities for internal interaction and create a happy workplace.
Employee Performance Evaluation Results
Average Employee Salary Adjustment in 2023
The growth of our employees' salaries is mainly based on the promotion of position or ranking, supplemented by regular salary adjustment. Promotions to higher positions come with greater responsibilities and corresponding salary increases, motivating employees to create greater value. Regular salary adjustments are reviewed annually, depending on the Company's profitability and changes in factors such as salaries in the labor market and overall economic indicators. The Company adjusts the salary regularly based on employees' performances, with more favorable salary adjustment for those in lower ranks to motivate high performers and entry-level employees. The average salary adjustment for 2023 was about 3.38%.
Retirement System
Superior Retirement System
In addition to those who meet the qualifications specified in Article 53 of the Labor Standards Act, employees of the Company can apply for retirement if they "have worked in the Company for more than 10 years and the sum of their work experience (in years) and age has exceeded 70". This flexible retirement system provides our employees with more options for their career planning
Human Rights Policy
Human Rights Policy and Specific Management Plan
TCC has formulated various management systems with reference to labor laws and regulations, and is committed to comply with international human rights conventions, including the "United Nations Universal Declaration of Human Rights (UDHR)", the"United Nations Guiding Principles on Business and Human Rights (UNGPs)", the "International Covenant on Civil and Political Rights (ICCPR)", and the "International Covenant on Economic, Social and Cultural Rights (ICESCR)" to protect the rights and interests of employees. The Company incorporates human rights policies into various management systems, and has established the "Human Rights Policy and Management Procedures" and the "Specific Management Plans for Human Rights Concerns", which includes all managers, employees, and job applicants as subjects of risk management. Based on identifiable human rights concerns, specific goals, actions, measures for mitigating, remedying, and education training are set; complaint channels are outlined in the management plans as well. In 2023, TCC revised the aforementioned human rights policy to eliminate unlawful discrimination and promote workplace diversity and gender equality. This ensures equal employment opportunities and protection of labor conditions. Furthermore, the Company's Remuneration Committee oversees performance, compensation, and bonusrelated systems, ensuring that employee compensation and bonuses are linked to business and individual performance, with no discrimination based on gender or other personal factors, allowing employees to share in the Company's operational success
Strengthening the Prevention of Workplace Misconduct
The Company adopts a zero-tolerance attitude toward workplace misconduct. To prevent employees from suffering physical or mental harm due to the actions of others while performing their duties, TCC has formulated the "Taipei Office Procedures for Preventing Workplace Misconduct". This aims to establish a workplace culture that is safe, dignified, free from discrimination, respectful, inclusive, and equal in opportunity. This year, TCC has continued to revise relevant content based on the Ministry of Labor's third edition of the Guidelines for Preventing Workplace Misconduct. Additionally, the highestranking executive has reiterated and signed a written statement on preventing workplace misconduct, which has been posted on the employee bulletin board to raise awareness about workplace misconduct among employees
Human Resource Enhancement
Strengthening talent cultivation and development
In 2022, TCC established the "Talent Cultivation and Development Advisory Committee" to oversee the completion of key talent development plans, various management training programs, and training effectiveness evaluations. By utilizing diverse talent cultivation methods, TCC aims to create organizational value. Continuing the talent management policies in 2023, TCC has planned various programs including the mid-to-senior management development program, the core workforce training program, and internal competency training.
Talent Cultivation
TCC upholds the belief that employees are the most valuable asset of the Company. Therefore, the Company has developed a talent cultivation program aligned with its business strategy to build human resource strategies and plans systematically. TCC provides training courses based on the professional requirements for each position to strengthen human resource management. The short-term, medium-term, and long-term plans are illustrated below.
Training Program Results
Taiwan Cogeneration Corporation (TCC) continues to strengthen talent development as part of its commitment to organizational growth. In 2025, the Company offered a variety of in-person and online training programs to enhance professional skills, management capabilities, and workplace safety awareness.Key Results (as of October 31, 2025)
- Supervisors (Group Leader and Above):
- General Employees:
Major Training Programs
- Prevention of Unlawful Conduct and Sexual Harassment (107 participants, 321 hours)
- Personal Data Protection Awareness (72 participants, 78 hours)
- Information Security Training (422 participants, 902.5 hours)
- Business English Conversation (162 participants, 243 hours)
- Practical Project Management (31 participants, 186 hours)
- CPR + AED Emergency Response (23 participants, 46 hours)
- Insider Trading — Theory and Practice (36 participants, 108 hours)
TCC also promoted various general education programs and encouraged employees to join external courses in areas such as occupational safety and health, cardiovascular health awareness, applications of smart-grid communication technologies, Intergenerational Conflict Resolution with Nonviolent Communication, and other diverse learning topics. These initiatives support continuous learning and help expand employees’ professional horizons.
