We pay employees with a market-competitive salary based on the nature of work and their education attainment and work experience. Except for paying foreign workers with the minimum wage as stipulated in the Labor Standards Act, we provided a starting salary for all domestic base-level employees at NT$32,000 regardless of work experience and gender. Compared to the 2022 minimum wage at NT$25,250 as stipulated in the Labor Standards Act, it was 1.27 times. We have revised the salary standard table to ensure that the rates are market-competitive. The salary of regular employees is at the market median (P50), while the salary of key talents is ahead of the market (P75). We set the margin of salary raise each year. After combining with the personal performance of employees, those with better performance with receive a higher raise to encourage performance. The average raise in 2022 was over 3%. Using all employees’ basic monthly wage as the basis to calculate wage difference by gender, we took managers, specialists and direct employees as the cutoff for differentiation and our wage differences for different job tiers fell nicely within the 10% margin from one job tier to the next. In pension contribution, we conduct a pension actuarial assessment each year in accordance with the International Accounting Standards. For employees selecting the plan under the Labor Standards Act (old system), we contribute 2-15% of the total amount of their salaries as the pension reserve to the pension special account at the Bank of Taiwan. In 2022, we already made sufficient pension contribution under the Labor Standards Act. For employees to whom the new system applies, on the other hand, 6% of their monthly salary will be set aside to their personal retirement fund account as required by law.

Various goals and targets have been set with bonus payments to incentivize relevant employees in different ways, thereby facilitating inter-departmental cooperation and help employees reach their full potential.

In addition to the benefits provided through Employee Welfare Committee, YOKE has been offering perks that are superior to those offered by our competitors and fellow tenants at the industrial park. It is our hope to give every employee the opportunity to work in a comfortable, elegant and stress-free environment through our employee care.

Neither a union has been established nor any collective bargaining agreement has been concluded so far. To protect the rights and interests of employees, we have implemented a constructive two-way communication mechanism to listen to the opinion of employees through multifaceted communication channels, such as periodic labor-management meetings, welfare committee meetings, and the employee suggestion box. In addition, we hold daily meetings with all employees to promote company policies. For new employees, we arrange education and training for "work attitude and concept" taught by the general manager to pass on the correct work attitude and 5A core values and conduct two-way communication and exchange. If there is a significant operational risk, we will notify the relevant employees in accordance with the minimum notice time of relevant laws and regulations. In 2022 no significant operational change was reported.

Each year, we carry out the 5-point scale survey to learn about employees’ level of satisfaction with their work. By checking their level of satisfaction in three major areas of the actual work they perform, the compensation they receive and the work environment in general, the results would serve as a useful basis for subsequent improvements. The overall 2022 satisfaction increased by 0.15 over 2021 to 3.58. Aspect analysis shows that the top three satisfaction aspects include supervisor leadership, teamwork, and self-motivation. Employee suggestions are reported to the general manager every year, hoping to capture key problems and make improvements through investigation and so to retain key talents.