Employee Profile

Composition of Employees

Employees are a company's most valuable asset. Creating an attractive and inclusive workplace helps GIS enhance its competitiveness and achieve the goal of sustainable business operations. As of December 31, 2025, GIS employed a total of 8,782 full-time employees, with no temporary, part-time, or non-guaranteed hours employees. Of the total workforce, 61.6% were male and 38.4% female, and the majority (80.1%) were aged between 30 and 50.

Distribution of Local Senior Management

Across key business locations, the average proportion of senior management positions held by local residents reached 92% in 2025, and the figures for each business location are: General Interface Solution Ltd. (Taiwan) 100%, Interface Technology (ChengDu) Co., Ltd. 88%, Interface Optoelectronics (ShenZhen) Co., Ltd. 91%, Reco Biotek Co., Ltd. 100%, and Reco Technology (ChengDu) Co., Ltd. 88%, all meeting relevant employment ratio requirements.

Workplace Diversity and Gender Equality Policy

The company has established the "Anti-Discrimination Regulations," which clearly stipulate that company policies and regulations must be formulated in accordance with local laws and contain no discriminatory content or behavior. The company must adhere to non-discrimination policies in recruitment, training, promotion, compensation, and other areas. 

The company does not permit any form of threatening, abusive, or exploitative behavior, or coercive sexual harassment, including gestures, language, and physical contact, within the workplace and in dormitories and other locations provided to employees. The company's "Basic Human Resource Recruitment and Employment Management Guidelines" and the "China Factories Level-based Human Resource Recruitment and Employment Management Guidelines" include anti-discrimination provisions: During the recruitment process, no discriminatory actions may be taken based on gender, gender identity, age, nationality, birthplace, race, language, disability, marital status, pregnancy, sexual orientation, religious beliefs, political affiliation, union membership, social class, or political relations.

Diversity, Equality and Inclusion

GIS provides equal employment opportunities to both employees and job applicants, aiming to foster inclusion and build a diverse and friendly work environment. 

 •In 2025, GIS employed a total of 326 ethnic minority employees Note 1 (192 male, 134 female), with no incidents involving violations of their labor or human rights.

• Employees with disabilities: GIS employs employees with disabilities in accordance with the Group's "Regulations on the Recruitment and Employment of Disabled Employees," adhering to the principle of equal pay for equal work; their salaries are the same as those of general employees.

 In compliance with regulations, in mainland China, employment of disabled employees with local city residency must be at a ratio of no less than 0.5% of the average total number of employees from the previous year.

 In Taiwan, according to the People with Disabilities Rights Protection Act, private schools, organizations, and businesses with more than 67 employees must hire persons with disabilities with employable capacity in a number no less than 1% of the total workforce, and at least one person. 

The company has lawfully recruited the required quota of employees with disabilities; overall, Full-time Employees account for 99%, and employees with disabilities account for 1%. Over the past 3 years, the number of employees with disabilities has consistently remained above 100.

• Welfare Leave: Starting in 2024, GIS's Taiwan factories initiated several new types of welfare leave for the first time. In addition to establishing Women’s Day Leave for female employees, the Company also introduced Filial Piety Leave and School-Opening Leave for employees with elderly parents or young children. In 2025, a total of 384 employees utilized these leaves, amounting to 3,458 hours, with Health Examination Leave and Filial Piety Leave having the highest usage rates. The number of times the welfare leave was used grew by 115%, indicating that the Company effectively enhanced employee awareness and utilization of welfare leave benefits.

Parental Leave

At its Taiwan factories, GIS complies with the Labor Standards Act and other relevant regulations to protect employee rights. In addition, the Employee Welfare Committee provides childbirth subsidies to congratulate families on the arrival of a new member. Employees with childcare needs may apply for unpaid parental leave according to the Company's procedures. In 2025, the return-to-work rate following parental leave at the Taiwan factories was 88%. GIS remains committed to supporting employees with parenting responsibilities, helping to ease childcare pressures and enhance the quality of both work and family life. GIS factories in China provide maternity leave ranging from 178 to 233 days, in accordance with the Population and Family Planning Law of the People's Republic of China and related local regulations, such as the Sichuan Province Population and Family Planning Regulations applicable to the Chengdu Factory, and the Special Provisions on Labor Protection for Female Employees and Guangdong Province Population and Family Planning Regulations applicable to the Shenzhen Factory

Remuneration and Benefits

To enhance corporate cohesion, increase employee sense of belonging, foster a harmonious corporate atmosphere, and showcase corporate culture and employee excellence, GIS organizes a variety of employee activities, including cultural and sports events, employee skills competitions, seminars, and birthday parties. Activities are also held during festivals such as the Spring Festival, Dragon Boat Festival, and Mid-Autumn Festival to show our support. 

In 2025, a total of 434 events were held, attracting 95,345 participants. In addition to the benefits mentioned above, the company also has the following benefits program in place to provide comprehensive employee care.

Competitive Remuneration

GIS is committed to providing a living wage to employees that is sufficient to support a decent standard of living for employees and their families, taking into account local living costs, applicable laws, and relevant market conditions. The Company periodically reviews compensation levels to support this commitment.

GIS plans comprehensive performance and functional evaluations, referencing reasonable salary levels in the talent market. Based on annual employee performance reviews, salary adjustments and incentive bonuses are implemented, ensuring employees feel comfortable working, continuously contributing their expertise, and growing with the company. A fixed annual retention bonus program is also implemented to ensure the long-term retention of key talent.

Our company charter stipulates that if the company makes a profit, it shall allocate 5% to 7% of that profit as employee compensation, with the actual amount determined by the Board of Directors. In the event of accumulated losses, a provision shall be made to offset losses.In the 2025 Year, in addition to continuing to implement the critical talent retention bonus program to stabilize core manpower and enhance professional capabilities, the Company will also issue incentive bonuses based on overall operational results and performance. This approach aims to share business results with all employees, highlighting the Company's commitment to valuing employee contributions and value creation. In addition, to improve talent retention rates and maintain competitive compensation within the industry, the Taiwan Factories are also promoting annual salary review processes. These processes involve a comprehensive assessment and adjustment based on competencies, performance, and market salary levels, aiming to establish an attractive and equitable compensation system. Through diversified and institutionalized compensation and reward mechanisms, the Company continues to strengthen employee cohesion and organizational attachment. With talent sustainability at its core, the Company seeks to build a stable and resilient human capital foundation in support of its long-term sustainable development goals.

Labor Rights Protection

• Trade Unions: Trade unions are established in all mainland factories for employee participation. The unions hold regular employee representative assemblies to vote on collective bargaining agreements and sign them with the company in the presence of employee representatives.

• Labor-Management Meetings: These meetings enhance communication and reduce conflict through voluntary consultation and coordination. Four meetings were held in 2025.

• Agreements with Supervisors: In addition to labor-management meetings, the company provides another communication channel to increase the frequency of communication between labor and management. These meetings are held periodically as needed; three meetings were held in 2025.

Sound Insurance System

We provide legally compliant social insurance to protect employees' basic rights. Employees in our Taiwan factories are provided with statutory social insurance, plus additional group insurance, including life insurance, critical illness insurance, medical insurance, accident insurance, cancer insurance, and overseas travel insurance for business trips, to protect their work and life safety. We also provide additional medical and accident insurance coverage for free dependents (spouse/children) to ensure employees have peace of mind.

Health and Medical Care

• New Employees: We provide a health check-up subsidy for new employees.

• Employees with one year or more of service: We provide appropriate health check-up programs based on job level/position.

• Employee Health Center: We provide employees with necessary medical services and care on a daily basis.

Convenient Meals and Transportation

We provide free shuttle buses to and from work, have an employee cafeteria, and provide meal subsidies according to company regulations.

Comprehensive Retirement System

Our company has formulated relevant retirement regulations in accordance with Taiwanese law. We contribute 6% of the insured salary to the employee's individual account at the Labor Insurance Bureau each month. In our mainland China factories, we also contribute pension insurance to each employee's individual account monthly, with contribution rates ranging from 12% to 19%, in accordance with local laws.

Implementing an Engagement Survey

To create a better working environment, ensure no employee needs go unnoticed, and improve employees' sense of belonging and retention rate, the Company has initiated employee engagement surveys since 2024. The surveys address six key dimensions: basic needs, management support, teamwork, learning and growth, working environment, and compensation and performance. In 2025, 5,950 participants took the survey, reaching 75% of the total (achieved the goal set and exceeded by 5%), with an overall score of 80.5 (an improvement of 4.7 points over last year).

In 2026, GIS plans to launch a company-wide engagement survey with a target coverage rate of over 70% and an overall score exceeding 82, illustrating the Company's commitment to valuing employee feedback and fostering an excellent workplace environment.

Volunteer Leave

To encourage employees to participate in charitable activities, starting in 2024, all full-time employees participating in charitable activities organized by the Yeh Cheng Foundation can apply for 8 hours of volunteer leave per person. 

•In 2025, employees participated in social welfare donations, with a total of 1,132 participations and donations amounting to NT$461,000.

•In 2025,employees also contributed a total of 2,762 volunteer service hours.

Employee Stock Ownership Trust

Employee Education and Training

In 2025, GIS invested approximately NT$6,376,892.2 in education and training.The effectiveness of training programs is regularly evaluated through participant feedback, post-training assessments, and follow-up reviews, and the results are incorporated into subsequent training planning and course improvement.

In response to the development of the digital learning platform, the Company is actively promoting online learning through methods such as AI digital human courseware, recorded courses, and bite-sized learning, replacing parts of traditional long-duration in-person training. This makes the training content more refined and the learning more flexible and efficient, resulting in a slight decrease in the overall average training hours for colleagues. Additionally, due to the Company's emphasis on employee care, there has been an improvement in employee stability and a reduction in turnover rates, leading to a decreased need for new employee onboarding training. As a result, the Employees' average annual training hours show a downward trend compared to the previous year.