Industrial Relations

Labor Relations and Harmony

To protect employees’ labor rights, we have established diverse and open communication channels, including employee suggestion boxes, the Employee Welfare Committee, and a grievance hotline, aiming to foster rational dialogue between labor and management and create a stable and harmonious work environment.

Communication Channels and Grievance Mechanisms

Employee suggestion boxes, the Employee Welfare Committee, and the company website email box provide internal and external parties with channels to report or file grievances.

Employee Satisfaction Survey

To better understand employees’ needs, starting in November 2025, an anonymous online “Employee Satisfaction Survey” will be conducted annually for all active employees. The questionnaire includes an open-ended suggestion section. After classifying and compiling suggestions, they will be submitted to relevant departments for improvement actions.

Diversity and Inclusion

Management Guidelines

A diverse, inclusive, and friendly work environment, along with comprehensive welfare measures, fosters corporate innovation and growth and forms the foundation of a positive workplace. By developing competitive human resource management measures, respecting labor rights, enhancing employees’ competencies, ensuring a safe and healthy workplace, and facilitating effective communication and interaction, employees can maintain work-life balance, stay engaged, and perform at their best, thereby improving job satisfaction and reducing the hidden costs of high employee turnover.

2024 Employee Composition

		Female		Male		Total
Item	Category	Headcount	% by Gender in Category	Headcount	% by Gender in Category	Headcount	% of Total Employees
Position	Senior & Middle Management	6	30%	14	70%	20	26%
	Supervisors	7	54%	6	46%	13	17%
	Indirect Staff	24	65%	13	35%	37	48%
	Direct Staff	0	0%	7	100%	7	9%
Age	Under 30	4	44%	5	56%	9	12%
	31-50 Years Old	23	46%	27	54%	50	65%
	Above 50	10	56%	8	44%	18	23%
Employment	Full-time	37	48%	40	52%	77	%
Employment	Part-time	0	0%	0	0%	0	%
Education	Doctorate	0	0%	0	0%	0	%
	Master’s	2	29%	5	71%	7	9%
	College/University	28	50%	28	50%	56	73%
	High School	7	58%	5	42%	12	16%
	Junior High School or Below	0	0%	2	100%	2	3%

Note: Mid- to senior-level managers refer to managers at the assistant manager level and above, while junior-level managers refer to those below section chief level. Indirect staff refers to personnel outside of the production line, including R&D, administrative, sales, and other staff; direct staff refers to production line operators.

Note: The company has no "employees without guaranteed working hours."

Note: All employees of the company are “full-time employees.”

New Hires and Resignations in 2024

Item	Category	Female		Male		Total
Item	Category	Headcount	Ratio	Headcount	Ratio	Headcount	Ratio
New Hires	Under 30	1	33%	2	67%	3	38%
	31-50 Years	1	20%	4	80%	5	63%
	Over 50	0	0%	0	0%	0	0%
	Total	2	25%	6	75%	8	100%
Resignations	Under 30	1	50%	1	50%	2	22%
	31-50 Years	2	29%	5	71%	7	78%
	Over 50	0	0%	0	0%	0	0%
	Total	3	33%	6	67%	9	100%

Gender Equality

PERFECT MEDICAL values substantive gender equality in employees’ career development and actively implements gender equality as part of its sustainable development goals. There is no gender distinction in talent recruitment, training, retention, or promotion.

In 2024, there were a total of 33 managers: among mid- to senior-level managers (assistant manager level and above), 6 were female and 14 were male; among junior-level managers (below section chief level), 7 were female and 6 were male. Overall, the ratio of male to female managers was 61:39, reflecting the company's commitment to substantive gender equality, equal treatment, and a friendly and stable work environment.

Diversity and Inclusion

PERFECT MEDICAL promotes diversity and inclusion, safeguarding the rights of all groups. In addition to complying with the People with Disabilities Rights Protection Act and the Indigenous Peoples Employment Rights Protection Act, the company was legally required to employ one person with disabilities in 2024 and fulfilled this requirement by employing one individual. This demonstrates the company’s commitment to diversity and equal employment opportunities.

Recruitment and Retention

A diverse workforce is one of PERFECT MEDICAL’s most valued assets and the cornerstone of sustainable operations. Providing opportunities for potential "quality talent" to develop is the company’s guiding principle for recruitment and talent development. In recruitment, employment, and development, all candidates are treated equally regardless of race, religion, skin color, nationality, age, gender, sexual orientation, marital status, political affiliation, or disability, and are selected based on competence and job fit.

Long-term organizational talent strategies are formulated based on business strategy and development guidelines, with a rational organizational structure and optimal talent placement across levels. Each year, an annual manpower plan and budget are prepared. When a hiring need arises, each department applies to the Administration Department according to the manpower plan. The Administration Department uses various recruitment channels to publish job openings and carry out hiring procedures in compliance with the Labor Standards Act. All candidates are treated equally and fairly, with recruitment based solely on competence, using a fair and just selection process. In compliance with the Personal Data Protection Act, job applicants’ personal data is safeguarded and is not used for any purpose other than recruitment without their consent.