Happy Workplace | Nurturing Diverse Talents | Innovation | Shin Kong Life Sustainability
Happy Workplace
Creating a corporate culture that values diversity, effective communication, and gender equality, establishing a Good Employee Compensation and Welfare System, and committing to cultivating a happy SKL person.
Protecting employees' human rights
When recruiting and approving salaries, SKL will not discriminate based on gender, race, physical condition, religion, political stance, marital status, and union stance; in addition, we prohibit the employment of children under the age of 16 to eliminate possible forced labor.
We also attach great importance to labor rights. In response to internationally accepted basic labor rights conventions, our human resources policies cover human rights topics such as employees' rights to work and freedom of association to maintain the dignity and privacy of all employees. Every year, SKL cooperates with SKFH to conduct human rights due diligence to mitigate and remove potential human rights risks.
Established the "Gender Equality Promotion Committee Organizational Rules" to foster a gender-friendly, respectful, inclusive, and supportive corporate culture and environment that supports adaptive development, thereby enhancing employee identification with the company and corporate operational value; dedicated to promoting gender equality in inclusive financial services, financial literacy, and overall social initiatives and support activities to achieve sustainable financial goals through gender equality.
Gender Equality Mechanisms
Paying Attention to the Voice of Employees
At SKL, various open platforms are in place to enhance labor-management communication. The communication mechanisms as the basis for the annual review and evaluation of employees' human rights.
01
Labor-management meeting
Establish labor unions in six locations across Taiwan.
02
Grievance
Set up the Employee Complaint Response Team and the Major Labor Dispute Handling Team, and also draw up the "SKL Employee Complaint Handling Regulations " and build a workplace where communication prevails over confrontation.
03
Employee survey and employee symposium
Conduct employee surveys regularly
04
Employee feedback mailbox
Set up「an employee feedback mailbox」
05
Intranet feedback area
Set up a comment section on the Intranet
06
Unlawful infringement handling mechanism
We have established the "Prevention of Illegal Infringement at Work Plan" and "Complaints and Disciplinary Measures for illegal Infringement at Work", and also set up dedicated complaint mailbox.
Employee Compensation System
At SKL, we compensate employees based on their positions, performances, and competence, regardless of gender. To ensure good corporate governance, maintain stable business management, and enhance market competitiveness, we have commissioned professional consultants to review and optimize our compensation system to facilitate the continuous improvement of overall performance. Additionally, an audit committee composed of independent directors has been established to provide oversight through the review of compensation proposals and to fulfill its supervisory role.
Employee Compensation and Benefits
Employee Benefits
SKL attaches great importance to employee benefits. We design employee benefits according to positions to reasonably reflect the needs of different positions. We have also established the Employee Welfare Committee according to law, as well as a commissary, to plan and promote employee welfare.
Leave
Insurance
Retirement
Healthcare
Marriage and childbirth
Maternal healthcare
General expenses
Self-learning
Employee relations
Leave
Annual leave, marriage leave, bereavement leave, official leave, occupational injury leave, paternity leave, maternity leave, sick leave, menstrual leave, paid personal leave, family care leave, pregnancy checkup leave, natural disaster leave, epidemic prevention leave, etc.
Insurance
Labor insurance, national health insurance, and group insurances with preferential rates.
Retirement
We have established the labor pension system and set aside the amount in full to pension employees.
Healthcare
Provide regular health examinations, station physicians to give health checkups and medical advice, and offer hospital subsidies due to disasters, discounts for medical treatment and hospitalization, health lectures, etc. Also set up clubs to encourage employees to participate in sporting activities
Marriage and childbirth
Set up breastfeeding rooms for breastfeeding during working hours, allow for flexible working hours for childcare, and provide childcare discounts and a sound unpaid parental leave for raising child(en) mechanisms.
Unpaid parental leave in 2022
| category | Office Staff | Insurance Agents | Total |
|---|---|---|---|
| Application rate | 47% | 27% | 33% |
| Return-to-work rate | 80% | 62% | 62% |
| Retention rate | 90% | 78% | 79% |
Breastfeeding rooms
Maternal healthcare
We have formulated the "Maternal Health Protection Program" to provide regular care by our on-site health service nursing personnel during the protected period.
General expenses
Wedding and funeral subsidies, housing loan discounts, automobile and motorcycle loan subsidies, birthday and three Chinese festival bonuses, children's scholarships, laptop subsidies, long-distance transportation and accommodation subsidies, employee cafeteria, and laundry service.
Self-learning
We have formulated the "Regulations for the Distribution of Professional and Technical Incentives" and provided certification incentives, continuing education allowances, subsidies for registration fees and annual membership fees, and study leave, hoping to encourage employees to pursue further education independently.
Employee relations
Hold lucky draws at the year-end party, provide club activity subsidies and travel allowances, and organize staff commendation meetings to enhance employee relations.
SDGs
