Corporate Sustainability Rreport

Friendly Workplace

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.  In addition, starting from 2019, CSR advocacy has been incorporated as a component in our orientation training. Through a concise overview of the course contents, our employees were able to gain a better understanding of issues relating to environmental sustainability and corporate social responsibilities. Not only that, the orientation training also provides supplementary notes on delict and explanations of YOKE’s grievance mechanism.

Since YOKE has not established a labor union, the Company had not entered into collective bargaining with another party. In our labor-management meetings, five representatives were selected to represent both parties during the meeting. In 2020, we held four labor-management meetings, during which the labor-representatives had presented the opinions collected from all employees 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 2020.

The Company has been making gradual improvements to specific aspects of the working environment and accommodation for foreign direct employees. Towards this end, we implement a safety and hygiene inspection at the dormitory of foreign employees once every two months. Our occupational safety inspector would conduct a health and safety audit once every six months. The purpose of such inspections is to focus on potential risk factors, including fire safety, electrical safety and environmental hygiene, to ensure the safety of employees at the dormitory. In addition, we have also established relevant mechanisms for internal management and grievance mechanism for foreign employees. Each week, key points on safety advocacy are highlighted during the morning assemblies. We have also created an online service platform linked to foreign service representatives at respective foreign labor agencies. The platform also features a variety of information, including YOKE’s work regulations, important announcements, legal information, disease prevention advocacy, occupational safety and health promotional videos and so forth, along with resources for emergency contacts, clinic registration card, language learning and etc. Through this online platform of services, YOKE endeavors to assist foreign employees in adapting to living in Taiwan while improving the existing channels for communication. In the meantime, our foreign employees are entitled to the same benefits for domestic travel as other local employees.

our retention rate of employees after a year of their reinstatement

Child Care Leave

In 2020, we had a total of 6 employees who applied for child care leave, with 5 employees scheduled for reinstatement. However, only 4 employees out of the 5 who took the leave actually returned to work and the reinstatement rate for 2020 came to 80%. Among the 3 employees who were reinstated for work in 2019, 2 were still serving at the Company and our retention rate of employees after a year of their reinstatement came to 67%.

Year 2016 2017 2018 2019 2020
Gender Female Male Female Male Female Male Female Male Female Male
  No. of employees qualified for unpaid parental leave (A) 14 24 19 27 21 24 26 22 22 18
  No. of employees applied for unpaid parental leave (B) 3 2 6 2 2 0 4 0 5 1
  No. of people expected to be reinstated in the current year (C) 3 1 4 3 3 - 4 - 5 -
  Actual No. of reinstated employees (D) 2 1 4 2 3 - 3 - 4 -
  Number of reinstated employees who remained employed 12 months later (E) 1 - 2 1 4 2 2 0 2 0
  Percentage of employees reinstated from unpaid leave (D/C)
67% 100% 100% 67% 100%
N/A 75% N/A 80% N/A
  Percentage of employees retained for one year after reinstatement (E)/previous year (D) 50% N/A 100% 100% 100% 100% 67% 0% 67% N/A

Note: In 2015, there had been 2 female employees reinstated and 0 male employees; female employees applying for 56 weeks of parental leave and male employees applying for paternity leave during the span between the current year and two years prior would be included in the calculation.

Happy Workplace

We at YOKE believe that a healthy, earnest lifestyle is the key ingredient to finding joy at work. In addition to the 528 square meter gym with 60 units of fitness equipment located on the second floor of our administrative building, we have also set up a yoga classroom on the 4th floor. Members of our roadrunners’ club and mountain climbing club are entitled to use the aforementioned facilities for indoor training, free of charge. Not only that, we have also hired professional personal trainers to offer classes at our gym so that employees do not have to pay for gym memberships elsewhere.

In light of the COVID-19 pandemic in 2020 with all activities that involve the gathering of crowds heavily discouraged, the Company has temporarily halted all physical exercise training, while members of the roadrunners’ club and the mountain climbing club were asked to reduce their frequency of training indoors. When local developments of COVID-19 were at their height, the roadrunners’ club also refrained from taking part in external road runs. With the local situation of the pandemic contained in the latter half of the year, YOKE organized its 35th anniversary family day in November with the Tanya Shen Road Run and later domestic tourism trip for employees in January and February 2021 to engage our employees’ families to celebrate with us.

With the assistance of a physician onsite, YOKE implemented its Maternal Protection Plan to help female employees in pregnancy and those who had just given birth within a year to identify and access potential hazards and risks. In 2020, a total of 11 employees consulted the onsite physician to verify that their job description, working environment and personal health status posed no threats to the health of themselves/their babies. With the results of their health check-up falling under Class 1, they had no need for work adjustment/transfer. In addition, as a gesture of consideration for employees in pregnancy, we have designated priority parking spaces for pregnant employees in order to shorten the distance they have to cover from the car park.

Employee Assistance Program (EAP)

After reviewing various aspects of employee’s work environment, safety and health, the Company has launched and promoted its Employee Assistance Programs (EAP) as a channel to review relevant internal hardware and facilities in order to plan the sensitivity training for managers from the perspective of employee psychology and life counseling and employee care training.
We continued to strengthen the advocacy of our EAP services and printed relevant information on our EAP services, YOKE’s sustainability policy and our contact information on small cards to be issued to new employees when they come onboard. In 2020, we held three sessions of “Worry-Free” seminar. We invited experienced teachers with years of experience to share their motivational insights to life and parent-children communications in conjunction with communication technique workshops organized by external consulting agencies. By helping employees to detect specific problems with their lives through such seminars/workshops, we help our employees cultivate the capacity to face and overcome problems. In 2021, we plan to introduce external psychological counseling services to help employees in need of such expertise by referring them to seek counseling at their clinics. By introducing resources for psychological counseling, we aim to improve our employees’ psychological health, which will in turn boost their performance at work.


Safety is our first priority and
core CSR value

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

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