Implement employee care


Implement employee care

Compensation Management

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.

Incentive system

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.

Projects Description
Year-end bonus Year-end bonuses are determined based on the annual revenue and target achievement level each year to motivate employees to grow.
Sales bonus The Sales Department sets specific sales targets and bonuses are awarded to employees who met their target.
Patent bonus The R&D Department sets specific goals for patent application and bonuses paid to employees when the patents in question have been awarded.
Recommendation bonus Employee recommendation reward.
Competition bonus When inter-departmental project teams achieve a specific given target, participants will receive bonus incentives (i.e. CIT bonus, TPM bonus)
Role model commendation Model Employee of the Year is publicly commended by the Company each year on Labor Day and the chosen employee will receive a medal along with the bonus
Seniority bonus At the end of each year, seniority bonus along with a gold token of appreciation is given to senior staffs who have worked at YOKE for more than five years


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.

Employee Communication

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.

Employee satisfaction

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.

  • Food

    Free lunch (under supervision of the Catering Service Committee), free dinner for working extra hours.

  • Clothing

    Safety shoes, uniforms, summer POLO shirts, winter jackets

  • Education

    Health workshops, arts and cultural workshops

  • Entertainment

    Family Day (every 5 years), Annual Banquet

  • Annual Leave

    Full-paid 5-day and 7-day maternity leave (not mandated by law)

  • Group Insurance

    Life insurance NT$ 500,000, accident insurance NT$ 2 million, accident health coverage NT$ 20,000, and accident hospitalized daily reimbursement

  • Health Examination

    Annual health examination and additional advanced health examination for employees that have worked for the company for 5 years or its multiples

  • Seniority Gift

    For employees that have worked for the company for 5 years or its multiples, they will receive a gold ring or gold necklace, among other presents and gift money during the year-end party.

  • Funding from the Employee Welfare Committee

    Birthday, three major folk festivals, wedding, childbirth, hospitalization, funeral, and departmental reunion

  • Travel Subsidies

    Employees who have completed one year of service at the Company shall receive a full subsidy for local travel and a subsidy of NT$ 6000 for overseas travel.

  • Subsidies for Societies

    According to the number of members registered for the society


Employee Assistance Program (EAP)

After reviewing various aspects of employee’s work environment, safety and health, we have launched and promoted the 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 assistance and employee care training.

We continued to enhance the advocacy of EAP services and printed relevant information of our EAP services, sustainability policy, and contact information in small cards issued to new employees on their arrival. In 2022 we organized one “no worries” workshop with professional counselors. Before this workshop, another health workshop had been held for topic collection. Stress-relieving courses were then arranged based on the needs of employees. Professional counselors were invited to share “10-minute relaxation for life” in the stress-relieving course that helped employees to find their stressors, apply positive thinking, practice stress relieving, and manage emotions and relieve stress.

Employee consults for assistanceEmployee applies for consultation serviceCase closedPreliminary interview by personnel responsible for accepting applicationCollection of relevant information within a weekProvide response to an employee who sought helpDesignated personnel continues to track the case

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