Compensation and Benefits - Yuanta Financial Holdings

Employee Compensation and Benefits

Diverse Communication Channels

Through Yuanta’s internal website, the Group’s staff can keep up-to-date with the new regulations and the benefits available to staff. In addition, we have a unit dedicated to taking clippings from major news stories regarding the industry every day and uploading them to our web platform, providing our employees with convenient access to timely news and helping them stay abreast of the latest developments in the industry and any major news about the Company. Where there is a significant change in the operations of the Company, such as a corporate merger, changes in senior management, the establishment or abolition of branches, office moves, new regulations, or changes to internal controls, employees are also promptly notified via e-mail or the corporate webpage. To cite another example, when the government launched the “One fixed day off and one flexible rest day” labor policy in 2016, Yuanta contracted an external legal expert to come to the Company to explain the changes to the law to employees, and to help the Company make the necessary systematic changes to ensure proper adherence.

Yuanta’s human resource management measures are designed to protect our employees' legal rights through clearly laid-out regulations and adherence to labor laws; we also have a formal consultation mechanism for labor-management meetings and meetings with unions in order to facilitate labor-management communications. Beyond this, the Group’s management genuinely cares for employees, and encourages employees to communicate either with them or human resources staff when questions or problems arise, so as to bring about a satisfying response and resolution at the earliest possible time.

Yuanta Financial Holdings and subsidiaries have a total of four corporate unions. Yuanta currently has a strong working relationship with all the unions. In terms of its other subsidiaries, Yuanta holds labor-management meetings on a quarterly basis, allowing representatives of both sides to come together to communicate their respective positions and reach a consensus on issues, creating a win-win situation for both sides involved.

Reasonable Remuneration Policies

Talent is the most important asset in an organization. At Yuanta, the goal of the remuneration policy is to attract outstanding talent, retain talent and encourage talent to work to their full potential. The salary of the Company’s new recruits is better than the statutory basic salary standard, and is paid according to their professional ability, job type, and scope of duties. The salary does not differ according to gender, and the Company is committed to creating a working environment with equal pay for equal work and implementing the concept of gender equality in the workplace.

Yuanta offers competitive remuneration. Our remuneration system is a combination of methods, with base salary, allowances, bonuses, and employee stock ownership, complemented with benefits such as leave, insurance, and cultural and recreational activities, forming a complete remuneration structure. Our system is performance and risk management oriented. We value employee contribution, encourage employees to work with the Company to achieve greater performance and reward them based on operating results — in doing so, keeping employees' personal work goals closely aligned with the Company's operating goals and the interests of our shareholders, creating a win-win scenario for the individual employees, the Company, and our shareholders.

Yuanta is included as a constituent stock of TWSE’s Taiwan High Compensation 100 Index, highlighting the exchange’s recognition of Yuanta’s remuneration policies, employee feedback, and corporate social responsibility.

Protecting Staff Welfare

Employee Benefits Committee

In January 2003, Yuanta Financial Holdings set up its Employee Benefits Committee, which oversees the monthly appropriation of funds for employee benefits, and meets at least once every quarter. The employee benefit funds are independently managed and employed by the Committee, including providing grants to social clubs that encourage employees to share experiences and pursue mentally and physically healthy lifestyles. Additionally, the Employee Benefits Committee arranges discounts and benefits for employees with partner companies in dining, accommodation, clothing, travel, and entertainment, along with keeping employees updated on discounts through the Company’s internal website. By doing so, we are able to help our employees enjoy more convenient, happier lives.

Employee Pensions

In order to secure the well-being of our employees upon retirement, in January 2003 the Company set up an Employee Pension Reserves Supervision Committee, reporting regularly to management and focusing on managing labor retirement matters, including making monthly legally mandated contributions to retirement funds. As of end of 2023, the cumulative labor retirement reserve fund is NTD 7.056 million.

With the implementation of the Labor Pension Act on July 1, 2005, we make monthly contributions of 6% of employee’s insurance level for each employee to individual retirement accounts, in an effort to provide further well-being security for our employees upon retirement. In 2023, the total contribution by the Company is NTD 11.853 million.

Employee Stock Ownership Plan (ESOP) Committee

To encourage long-term savings among our employees, in August, 2003, the Company set up an employee stock ownership plan (ESOP), whereby employees deposit a fixed amount each month and the Company issues corporate stocks of the same value to them, making them also shareholders in the Company. Not only does such a plan help protect employees' post-retirement or post-departure lifestyles, it also helps them feel a greater sense of solidarity with the Company, enhancing cohesion and sense of self-worth while also sharing in the Company's results.

Benefits for Company Full-Time Staff

Social Insurance	Leave	Pensions	Maternity Gifts
Birthday Gifts	ESOP trust	Compassionate compensation	Gifts for weddings bereavements and celebrations
Health checks	Employee training grants	Emergency relief	Scholarships for employees’ children
Holiday Bonus	Group and business travel insurance