In addition to the benefits provided by the Employee Welfare Committee, YOKE has been introducing advanced welfare programs to employees that are better than those offered by other companies in the industrial park. We hope to allow every employee to work in a comfortable, elegant and stress-free environment. Furthermore, retirees are invited to participate in the Company's year-end-party and Mid-autumn gatherings, where they may celebrate together with existing employees and receive gratitude for their previous contributions to YOKE.

Note: Managers refer to section chief, head engineer/administrator, and sr. engineer/administrator and above; specialists include engineers/administrators of other grades; direct employees refer to production line workers. As the Company had only 2 female mid-level/senior managers. To prevent extreme statistical results due to limited samples, the analysis was performed on overall managers, which combines mid-level/senior managers with entry-level managers. In addition, we did not include the wage of new employees who have served at the Company for less than six months in the calculation of wage ratio as it would influence the accuracy of the calculation.

The Company determines employee remuneration based on the characteristics of their work and academic and career background. In an effort to encourage the practice of hiring locally, we have set our starting wage at NTD 27,000 for entry-level workers with no previous experience for both genders. Compared to the legally required minimum wage of NTD 22,000 pursuant to the Labor Standards Act as of the end of 2018, our wage is 1.23 times superior. Each year, we rely on references such as external salary survey reports and offering by peers in the industrial park to keep track of the salary level in the industry and use it as the basis for our internal salary structure. Our margin for wage increase is set on a yearly basis, with personal performance taken into account so that the better you perform, the more you receive. The system is designed to provide tangible incentives that will motivate employees to do their best. In the past 5 years, our wage adjustments had come between 2~3% each year and for 2018, the average increase in wage adjustment margin was approximately 3%. Not only that, the average wage for our employees has been superior to that of the sector’s P50. Using all employees’ basic monthly wage as the basis of calculation in terms of wage difference, with managers, specialists and direct employees serving as the cutoff for differentiation, our wage differences for different job tiers fell nicely in the 10% margin from one job tier to the next. In addition, for the retirement fund, each year, the actuary assessment report is prepared according to international accounting principles. If the old system is followed, 2 to 15% of the monthly salary will be set aside as the retirement fund to the exclusive account with the Bank of Taiwan. In 2018, a full amount of retirement fund was set aside. 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.