Based on our belief that “employees are the Company’s most important asset” and “maintaining balance between the interests of employees and shareholders,” Sunflex provides competitive compensation packages, attracting and retaining the best talent who provide the energy for the Company’s continuous growth.

Over the years, with the outstanding performance of our employees, our operational performance has excelled and our shareholders have gained above-average profit. The total compensation of our employees is better than the average of our peer companies in the semiconductor industry and other Taiwanese companies as well.

Our total remuneration of Asahisoft includes two parts: (1) base salary, (2) bonus and employee dividends. It is based on colleagues’ professional knowledge and skills, job title, performance and long-term commitments, combined with the company’s operating goals, to determine its overall Salary. The company shall not be based on race, color, age, gender, sexual orientation, gender identity and performance, race or ethnicity, disability, pregnancy, belief, political position, group background, veteran status, protected genetic data or marital status, etc. Discrimination or harassment of employees in recruitment and actual work will affect wages, promotion, rewards, and training opportunities.

Sunflex appropriately adjusts employees’ salaries annually, taking the results of global salary surveys, market salary scales, and economic indices into consideration. As for employee cash bonus and profit sharing, the total amount and distribution are based on the recommendation of the Compensation Committee to ensure distribution is closely linked to the Company’s financial and operational performance. The amount for each individual employee is determined by individual responsibility, contribution and performance. The cash bonus is distributed quarterly, as we believe this balances our employees’ cash flow and provides a timely reward, encouraging them to contribute continuously. Profit sharing is distributed following the approval by the Annual Shareholder’s Meeting.

In 2011, despite the uncertainty in the global economy, Sunflex increased all employees’ salaries in quarterly based on our outstanding operational performance and profit. In addition, the total amount of cash bonus and profit sharing in 2011 was 25 millions.

● A Comfortable and Safe Workplace
Sunflex conducts workplace hazard assessment and interventions to provide a comfortable and safe workplace to our employees. TSMC also requests employees using personal protective equipment (PPE) to prevent hazard exposures.

Safety and Health Management

● Hardware Safety and Health Management
Sunflex believes that good safety and health management is an important part of the company’s commitment to take care of employees and their families, and a way of giving back to society and the community. In practice, Sunflex’s safety and health management is based on the framework of the management system, and uses information technology to continually improve our goals to prevent accidents, improve employee safety and health, and protect company assets. Sunflex is also TOSHMS (Taiwan Occupational Safety and Health Management System) certified.

● Operation Safety and Health Control
In Sunflex’s daily operations, we not only prevent accidents through strict controls on high-risk work, contractor management, chemical safety controls, and routine audits, but also maintain emergency response plans and hold regular drills to minimize the impact of potential accidents on the environment, society, employees and property.

● Emergency Response – The only way to reduce the impact of accidents
The first priority of sunflex’s disaster response policy is to ensure the safety of personnel and neighboring residents, followed by avoiding pollution of the environment, and finally to reduce property losses and maintain normal production. We believe that when natural disasters or accidents occur, proper treatment in the incipient stage of the event not only minimizes the probability of personnel injury and environmental pollution, but also significantly reduces losses and lowers the difficulty of resuming production. Sunflex therefore pays considerable attention to emergency response. From emergency equipment setup, creation of emergency procedures, training, drills, and other preparations, Sunflex follows the process of “planning, implementation, evaluation and improvement”.

● Standardization of Emergency Response Procedure and Enhancement of Personnel Training
Sunflex has detailed emergency response organizations, handling procedures, and business continuity plans for a variety of unexpected situations such as earthquakes, fires, chemical spills, toxic gas leaks, natural disasters and sudden interruption of utilities. Our factory also designates emergency response commanders and team duty officers each day to respond with unexpected situations at any time.

Emergency response team members are trained in communications, disaster relief operation, factory systems, on-site control, rescue, and logistic support. Types of training include the following:

ERT training: includes ERT basic and advanced training, and incident commander training;

Job stress and workers’ health have recently become new topics of concern for the government, society, employers, and employees as areas that require further attention and occupational health efforts.

Corporate New Contagious Disease Prevention Program

● Taking Care of Employees’ Physical and Mental Health is a Corporate Responsibility
Sunflex believes that taking care of employees’ physical and mental health is fundamental to maintaining normal business operations and also part of a corporation’s social responsibility. To face emerging infectious diseases that pose a threat to the workplace, we have a dedicated corporate ESH organization which constantly monitors emerging infectious diseases around the world, assesses any potential impact on the workplace, and provides a strategic response plan. New influenza has become an extremely important issue in recent years, and we not only protect the health of employees, we also encourage them to apply their prevention knowledge at home so they can work with peace of mind.

● Continuous Monitoring of the Threat of Seasonal Influenzas
Seasonal influenza (such as H1N1, N3N2, type A or type B flu) or other infectious diseases (e.g. tuberculosis, typhoid fever) may become a highly contagious risk and affect employees. Sunflex will continue to control a variety of infectious diseases workplace risks and to gain experience, avoid over- or under-reaction, and maintain a constant level of epidemic prevention. Sunflex uses various methods to enhance the knowledge of individual employees on epidemic prevention, and also encourages employees to use this information to protect the health of their families.

Promoting Workers’ Health

● Special Health Examinations
Sunflex offers regular health examinations for employees and special health examinations for employees managing tasks such. Workers with higher risk of adverse health outcomes are subject to grade 1 or 2 health control by the TSMC Wellness Center. Sunflex provides health examination records and workplace hazards monitoring information to occupational physicians for causal assessment. In 2011, no reports of abnormal findings in health examinations were caused by occupational exposure.

Sunflex believes that all employees should be treated with dignity and respect. Sunflex’s Human Rights Policy aims to communicate our social and ethical values to our customers, suppliers, investors, employees and the communities in which we operate.

The Company sets and promotes policies and measures to ensure gender equity and sexual harassment prevention in accordance with employment laws, fostering a fair work environment for employees of both genders. We provide training course for all employees and include related courses into our orientation training.

We offer multiple and well-structured communication channels and implement quarterly labor-management meetings to foster a harmonious labor relations. So far, no employees have issued a request to form a union.

The Company complies with the law. We never hire persons under 18 years old.