Employee compensation and benefits

 

Fair Compensation System

 

To attract and retain outstanding talent, PERFECT MEDICAL refers to salary market surveys to provide a competitive overall compensation package. The company complies with government labor regulations, respects gender equality, and ensures equal starting salaries for male and female new hires. Compensation is not differentiated by gender or age, and facilities and systems comply with occupational safety and health regulations.

Employee remuneration includes base salary and allowances. Payment and overtime compensation are handled in accordance with the Labor Standards Act and other relevant regulations. Salaries are adjusted according to employee capabilities and market trends to maintain industry competitiveness, and top performers are promoted and retained. With a competitive total compensation system, the company attracts top talent, ensuring overall competitiveness. The company’s bylaws specify that 2%–10% of annual profits are allocated as employee remuneration, distributed according to the "AM21 Bonus and Dividend Distribution Guidelines." In addition, annual performance bonuses are awarded based on the company's annual operational performance and individual evaluations under the "AM24 Personnel Management Guidelines," accompanied by appropriate salary adjustments to incentivize retention and reward performance. Hiring, promotion, and management of personnel comply with labor laws and gender equality regulations, and starting salaries for male and female new hires are always equal (1:1).

 

2024 Headcount and Ratio by Category and Gender
CategoryFemaleMale
Mid-to-Senior Managers8%13%
Junior Managers9%8%
Indirect Staff28%19%
Direct Staff3%13%

 

Comprehensive Employee Benefits

 

Since its founding, PERFECT MEDICAL has upheld sustainable management and social responsibility, aiming to enhance employee well-being and company growth. The company prioritizes employee rights and welfare, fostering trust and mutual respect. Key employee welfare measures include:

(1) Incentive Programs

No.ProgramDescription
1Outstanding Employee AwardRecognition and bonuses for verified exceptional performance, graded as Major Merit / Minor Merit / Commendation
2Sales BonusBonus awarded for achieving sales targets
3Proposal BonusRewards vary according to proposal content and effectiveness
4Year-End BonusDistributed based on annual company performance
5Performance BonusAwarded according to individual employee performance
6Salary AdjustmentAdjustments based on individual employee performance
7Employee Stock OptionsGranted according to stock option guidelines
8Employee RemunerationAllocated from 2%-10% of pre-tax annual profits as specified in company bylaws
9Seniority BonusGranted at 5/10/15/25 years of service

 

(2) Employee Welfare Measures

No.CompanyNo.Employee Welfare Committee
1Health checkups, on-site medical services1Marriage, bereavement, and maternity gifts
2Employer liability insurance2Birthday, Labor Day, and Mid-Autumn Festival gifts
3Employee purchase discounts3Annual party lottery
4Marriage, bereavement, and maternity gifts4Employee travel
5Birthday, Labor Day, and Mid-Autumn gifts5Employee gatherings
6Annual party sponsorship  
7Employee travel subsidies  
8Paid typhoon leave  
9Annual party dinner  
10Gifts for hospitalization due to illness or childbirth  
110.5% of annual revenue allocated to welfare fund  
1220% of scrap recycling proceeds allocated to welfare fund  
13Free coffee and snacks for employees  

 

(3) Retirement System

No.TargetDomestic Employees
1Legal BasisLabor Pension Act
2Contribution Method6% of monthly salary contributed to individual accounts at the Bureau of Labor Insurance
32024 Recognized AmountNT$2.47 million