Happy Workplace | Nurturing Diverse Talents | Innovation | Shin Kong Life Sustainability
Happy Workplace
Protecting employees' human rights
In recruiting employees and approving their salaries, SKL does not discriminate on the basis of gender, race, physical condition, religion, political stance, marital status, or union position. SKL also prohibits the employment of child laborers under the age of 16 and eliminates the possibility of forced labor.
In the event of major operational changes, we will follow the provisions of Article 16 of the Labor Standards Law to protect the rights of our employees. In addition, we attach importance to human rights in the workplace, and we have incorporated human rights issues into our human resources policies in accordance with internationally recognized basic labor rights conventions. We value our employees' rights to work and freedom of assembly and association, and we safeguard the dignity and privacy of all our employees. At the same time, we cooperate with our parent company, SKFH, in conducting human rights due diligence every year to minimize and eliminate potential human rights risks.
Gender Equality Mechanisms
Paying Attention to the Voice of Employees
In order to improve labor-management communication, we have established a diversified and open platform, and the following communication mechanisms and results are used as the basis for the annual review and evaluation of employee 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
Regularly conduct "Employee Opinion Surveys"
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
Shin Kong Life’s overall compensation strategy is based on position, performance, and capability, without any gender-based differences. For field employees, we offer a base salary and various performance incentives to newly recruited sales personnel, encouraging them to build a strong foundation and pursue continuous growth and excellence. For office employees, new hires are provided with a special salary adjustment guarantee for the first three years, along with professional and technical incentive allowances and bonuses. These measures aim to enhance job stability and motivate employees to strengthen their professional skills. To support sound corporate governance, business stability, and market competitiveness, we engage professional consultants to review and optimize the compensation system to ensure continuous improvement in overall performance. Additionally, an Audit Committee composed of independent directors is responsible for reviewing compensation proposals to fulfill supervisory functions.
Employee Compensation and Benefits
Employee Benefits
Shin Kong Life places great emphasis on employee welfare, designing benefit packages tailored to different job categories to reasonably reflect the specific needs of each role. In accordance with the law, the "Employee Welfare Committee Foundation" has been established to plan and implement various employee welfare initiatives.
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 | 24% | 23% | 24% |
| Return-to-work rate | 85% | 68% | 73% |
| Retention rate | 66% | 82% | 78% |
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
