Corporate Sustainability Rreport

Friendly Workplace

Protection of Human Rights

YOKE treats its people fairly and respects them. It strictly follows applicable domestic labor laws and regulations by establishing respective management guidelines. It does not force or mandate its people to be devoted to labor and provides all job seekers with fair employment opportunities according to the Employment Service Act. The company disallows any discrimination in the workplace and has sexual harassment prevention and control measures in place and offers ways for the victims to file complaints in order to ensure a sexual harassment-free workplace for its people and for any job seekers. Employees can file complaints about infringed rights or improper treatment that cannot be reasonably addressed. YOKE does not have a labor union at the moment and does not have a group treaty in place, either. Labor-management meetings, however, are available and may be participated in by 5 representatives from the labor side and from the management side, respectively. Such meetings are held once every 3 months. In 2017, there were four such meetings where labor representatives collected opinions from all employees and brought forth suggestions accordingly to be discussed. In the case of major risks encountered during operation, related staff will be notified within the shortest pre-warning period required by applicable laws. Fortunately, no major changes in operation occurred in 2017.

Childcare Leave

An overview of employees that have applied for childcare leave over the past 5 years showed that 7 employees submitted applications in 2017, which increased compared to 2016. Also in 2017, among the 7 employees that should have returned to work, 5 actually did it; the return rate was 71.43%. All of the 3 employees that returned to work in 2016 were still in service at their one-year anniversary; the retention rate was 100%.

Safe Workplace

YOKE has established an Occupational Safety and Health Committee according to law. The members serve a term of 2 years and are re-elected periodically. Currently, there are 12 members representing the employer and 6 members representing the employees (accounting for 33.33% of all members). Currently, the chairman of the Committee is the general manager. The Committee meets once a quarter to keep track of the annual occupational safety and health management plan, to reflect upon training efficacy, and to discuss respective safety and health proposals and occupational disasters investigation reports so that deficiencies may be corrected. In addition, prior to contractors entering the factory for construction, the department requesting the construction shall submit the application and the construction department’s window will provide information on related hazards.

Supervisors will go to on site inspections each month and hold discussion meetings to discuss deficiencies. A hundred and twenty-eight deficiencies were found in 2017 and all have been improved. Among them, 7 were placed under specific control. The number of injuries at work in 2017 increased compared to prior years. Therefore, combining with the “safety” part of the 6S project, the person in charge of industrial safety initiated in 2017 the company-wide office environment and production area safety map project. Respective work areas are analyzed and categorized reflective of their associated hazards and emergency evacuation routes are planned accordingly. After analyses and discussions, the safety map of all floors and premises is completed and signboards indicating safety travel flows and warnings are set up accordingly.

The company also took part in the government program in 2017. Experts and scholars visited the plants to evaluate field operation patterns and determine the operational risk ergonomically. After evaluations were completed, improvement suggestions were introduced for 10 operations. For all of them, the operating procedures have been changed and the job rotation mechanism has been introduced as advised. In order to reinforce the requirements for how to wear safety protection equipment, production areas or related environments inside YOKE where wearing safety protection equipment is required were analyzed so that respective departments could establish SOPs for how protection equipment should be worn in respective areas. In total, standard operating procedures have been completed for 16 areas. Meanwhile, staff in respective areas are asked to wear protection equipment as required by SOPs.

 

2013

2014

2015

2016

2017

F

M

F

M

F

M

F

M

F

M

失能傷害頻率(IR

-

2.07

1.79

3.51

1.57

2.37

-

0.96

1.48

3.54

公傷損失日數比例(LDR

-

38.59

7.15

29.58

8.66

39.80

-

5.76

5.93

74.81

缺勤率(AR

1.26%

0.83%

2.47%

1.09%

2.77%

0.94%

1.70%

0.78%

1.78%

0.52%

 

 

總公司(含一廠)

二廠

2013

2014

2015

2016

2017

2013

2014

2015

2016

2017

失能傷害頻率(IR

1.17

2.83

2.07

0.60

2.85

       

0

公傷損失日數比例(LDR

21.78

20.70

28.10

3.57

50.50

       

0

缺勤率(AR

1.02%

1.64%

1.63%

1.13%

0.95%

       

2.65%

 

註:二廠於2017年設廠,其他指標係依參考GRI指標下列之公式進行計算: IR=公傷件數/總工時*200,000 LDR=公傷損失天數/總工時*200,000 AR=(公傷假時數+病假時數+事假時數)/總工時*100%

Healthy Workplace

Health exams and related health workshops are organized each year, too. Meanwhile, there are additional noise and dust checks for colleagues in specific working areas. Depending on the nature of each working area, a headcount of 139 people completed such checks. For staff found with abnormalities, the earplugs they use would be switched to headsets and they would be followed up by the doctor based at the plant periodically. If hearing impairment persisted, assistance would be provided to switch them to a different unit. The responsible nurse based at the plant will also manage special health exam results by dividing them into four classes as required by law. Class 1 is normal. Class 2 requires healthcare education; information is provided verbally, by email, or through a health education leaflet to staff for education purpose. Class 3 is subject to a visit to an occupational medicine specialist so that the latter can perform a follow-up exam and determine the class involved again. Class 4, on the other hand, needs reinforced protection, switch of the auxiliary tool, and also individual guidance from and follow-up on the diagnosis and treatment records by the doctor based at the plant.

Besides the nursery room, YOKE also enforced the maternity protection program in 2017 and had in-service pregnant staff receive an interview required by law with the assistance of the doctor providing service at the plant that helps ensure that the work they are devoted to, the workplace, or their individual health conditions are free of concern of hurting the mother’s, the fetus’s, or the baby’s health. Risks of all three female colleagues that underwent risk assessments in 2017 fell in Class 1; that is, no adjustment or switch of jobs was needed.

In addition, with regard to the workload and mental health of employees, they are asked to complete a scale to facilitate analysis. The analysis results are divided into optimal, mild, moderate, and severe. For employees whose results are determined to be severe, counseling sessions are arranged for them with the doctor based at the plant in order to confirm whether it is necessary to regulate or adjust their job. After that, the doctor’s advice is provided to the Human Resources Department for evaluation and adjustment, if necessary.

Fascia relaxation and yoga classes are already planned for 2018 in order to help quickly relax and improve muscle flexibility. Family medicine specialists are arranged to give lectures on health promotion, explain highlights of health exam reports and how abnormalities will be managed, and hold classes on prevention against occupational hazards so that colleagues understand possible occupational hazards in the workplace and are advised of preventive measures may be provided.

Happy Workplace

YOKE believes that only those living seriously will be happy at work. Besides the 160 ping (1 ping = 3.305785 m2) fitness room on the second floor of the administrative building, 60 units of equipment for various types of sports have been purchased for employees to use free of charge after work. YOKE also looks at the families of its employees as its important partners. Therefore, the families are invited each year to have fun together, including domestic travel, a family day, and a sports event, among others. In 2016, the families were allowed to take part in the year-end-party of the company for the first time and such practice will continue in the future. In addition, efforts are made to enhance the appreciation its employees have towards the arts. Starting in 2014, employees received free tickets to concerts on a yearly basis and have been encouraged to take part in them as they help relieve stress from work. In 2017, the company started to plan the Employee Assistance Program (EAP) and examined internal hardware and related facilities of YOKE as far as the working environment and safety and health are concerned under the advice of external professional teachers. In terms of employee’s mental health and assistance in life, the supervisor sensitivity training courses were planned. There is also the employee care program. In addition, feasibility of having a psychological counselor based at the plant is evaluated. It is anticipated that starting in 2018, internal and external resources will be integrated. First of all, related external information will be collected and compiled to be applied internally. Meanwhile, measures relevant to the implementation of related internal departmental and employee care solutions will be integrated and combined.
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+886-4-2350-8088 

#39, 33rd Road,Taichung Industrial Park, Taichung 407, Taiwan