Employees
Phihong believes exceptional talent drives sustainability. We are dedicated to creating a LOHAS (Lifestyles of Health and Sustainability) workplace that respects human rights, fosters employee happiness, and enhances job satisfaction and belonging.
Talent Attraction and Retention
Phihong upholds the core values of “innovation, flexibility, equality, and openness,” and is committed to identifying and leveraging while fostering a spirit of innovation among employees. Our recruitment process consistently adheres to the principles of fairness, impartiality, and transparency, ensuring that every employee can reach their potential in a fair competitive environment. In line with our global expansion and the rapid growth of diversified business operations, we continue to attract and develop internationally mobile talents. We are committed to building a company that earns the trust of employees and grows alongside them. This includes promoting a diverse and equitable workplace culture, maintaining sound labor relations, providing a comprehensive compensation and benefit system, and ensuring a safe and respectful working environment.
Remuneration Policies
- Merit-Based Pay: Salaries are determined based on the degree to which employees meet job competency requirements, while ensuring full compliance with the local laws and regulations. This approach guarantees fairness and reasonableness in compensation.
- Fairness and Reasonableness: Compensation decisions are guided by internal equity principles and external market benchmarks to ensure fair and competitive pay for all employees.
- Annual Salary Adjustments: Salary reviews are conducted annually based on the Company’s operating results, employee performance, market salary positioning, external talent competitiveness, and changes in the consumer price index (CPI), to maintain the competitiveness of the remuneration system.
- Performance-Based Rewards: Bonuses, including project-based incentives, profit-sharing, and year-end bonuses are awarded based on the previous year’s overall business achievement rate and growth performance as a means of recognizing and rewarding employees for their hard work.
We are committed to fostering harmonious labor relations and respecting employees’ freedom of assembly and association. In accordance with Taiwan’s Labor Standards Act, Phihong holds regular labor-management meetings every quarter to report on and discuss issues related to employee welfare and rights, ensuring full communication. We strive to implement a robust labor-management meeting system, fostering consensus and pooling wisdom to create win-win outcomes for both parties. In 2024, a total of 12 employee suggestions or opinions were received and fully addressed.
To establish harmonious workplace communication, Phihong (Dongguan) holds monthly employee forums, providing a direct platform for dialogue with management. During these forums, employee representatives have the opportunity to fully express their opinions, addressing issues of concern to employees, including work environment, meals, accommodation, salaries, and benefits, and receive timely responses with improvement measures.
Diverse Communication Channels
Phihong establishes comprehensive communication platforms and diverse channels such as regular department meetings, labor-management meetings, electronic platforms, employee complaint channels, and satisfaction surveys to listen to and address employees’ needs and opinions. In addition to day-to-day communications, we continually interact with employees to enhance the work environment, strengthen team cohesion, resolve employee concerns, and achieve mutual benefits between labor and management, laying the foundation for a positive workplace and increased employee satisfaction.
Family-Friendly Support
Phihong is committed to fostering a family-friendly work environment. We uphold the principles of employee care and profit-sharing, offering a diverse array of benefit programs that help employees maintain a healthy work-life balance. The Employee Welfare Committee allocates a fixed monthly budget based on revenue performance to support various life events, including weddings, funerals, celebrations, emergency assistance, and childbirth subsidies—demonstrating our care for employees through every stage of life. This includes regularly organizing family days and parenting workshops, as well as offering a variety of festive bonuses for Labor Day, the Dragon Boat Festival, Mid-Autumn Festival, and Lunar New Year to strengthen the bond between employees’ families and the Company. In addition to statutory holidays, employees are entitled to 1 day of paid birthday leave during their birth month. The Welfare Committee also prepares birthday cash gifts and cakes with care, creating a warm and joyful atmosphere beyond the workplace.
Family-Friendly
Gender-Based Leave under the Gender Equality Act (Taiwan Region)
Phihong complies with legal requirements to allocate retirement reserves for all full-time employees and regularly reviews retirement intentions to provide career planning support. Employees in the Taiwan region are entitled to labor retirement fund protection. Those who joined before June 30, 2005, are covered by the old retirement fund system, with 2% of their monthly salary deposited monthly into an account at Bank of Taiwan. In 2024, the total amount of retirement fund contributions amounted to The new retirement fund system contributes 6% monthly to individual employee accounts, with employees free to make voluntarily contribution of additional 0-6%. For details on other post-retirement benefit plans, please refer to Phihong’s 2024 Annual Report. In accordance with local laws, other operational sites have established appropriate retirement mechanisms. For instance, Phihong (Dongguan) provides endowment insurance, while Phihong (Vietnam) enrolls employees in social insurance schemes to ensure post-retirement protection.
When significant operational changes occur, Phihong follows applicable local regulations to give employees advance notice. Necessary assistance is also provided, such as internal job transfers or support in applying for relevant government subsidies.
Phihong’s Retirement Fund Contribution as a Percentage of Salary
