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, 2024, GIS employed a total of 9,176 full-time employees, with no temporary, part-time, or non-guaranteed hours employees. Of the total workforce, 62% were male and 38% female, and the majority (77%) 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 91% in 2024, 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. 90%, Reco Biotek Co., Ltd. 100%, and Reco Technology (ChengDu) Co., Ltd. 87%, all meeting relevant employment ratio requirements.

Diversity, Equality and Inclusion

The Company has established internal regulations such as the Employee Handbook and Recruitment and Employment Management Guidelines to clearly safeguard employee rights in areas including recruitment, training, promotion, performance evaluation, advancement, and retirement. These measures clearly affirm the protection of employee rights regarding age, working hours, leaves, and gender, ensuring all employees receive appropriate care, with the standards applying uniformly to the entire workforce. To protect vulnerable groups, provide a fair workplace, and uphold the fundamental dignity of employees, the Company has also formulated Anti-Discrimination Management Regulations, which strictly prohibit any form of discrimination.

 • In 2024, GIS employed a total of 347 ethnic minority employeesNote 1 (205 male, 142 female), with no incidents involving violations of their labor or human rights. 

 • The Company established independent breastfeeding rooms for any female employees in need. 

 • Considering the religious beliefs and cultural practices of migrant workers, GIS set up a prayer room in thier dormitory.

• 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 2024, GIS employed a total of 109 employees with disabilities (81 males and 28 females), with all factories recruiting the required number in accordance with the law. With consideration for employees with disabilities, GIS provides nearby dormitories, establishes a care organization within the labor union to guide their participation and integration into the work environment, holds seminars and visits to offer condolences, and provides gifts, among other measures.

• Welfare Leave: In 2024, several new welfare leave options were added (superior to regulations). In addition to Women's Day leave for female colleagues, filial piety leave and accompanying childcare leave were also established for colleagues with elderly relatives or young children at home. A total of 178 employees used these leave, totaling 1,490 hours. Filial piety leave and Women's Day leave had the highest employee utilization rates.

Parental Leave

In addition to protecting employee rights in accordance with the Labor Standards Act and other relevant regulations, the Taiwan plant's Employee Welfare Committee also provides birth gifts to celebrate the arrival of new family members. Employees who require childcare can also apply for parental leave according to company procedures. In 2024, the Taiwan plant's parental leave return rate reached 73%. GIS will continue to support employees with childcare needs, alleviating parenting stress and improving the quality of work and family life. For more details, please refer to the 2024 Sustainability Report.

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 2024, a total of 302 events were held, attracting 88,897 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 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 2024, in addition to the retention bonus program to retain outstanding key talent, the company will also provide additional incentive bonuses to thank all employees for their hard work this year and to share the revenue gains with colleagues. Furthermore, to retain key talent and maintain industry competitiveness, all employees at our Taiwan facility will receive annual salary increases to enhance employee loyalty and commitment to the company.

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. Two meetings were held in 2024.

• 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; six meetings were held in 2024.

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 work environment and ensure no employee's needs are overlooked, GIS launched its first engagement survey in 2024. The engagement score at its mainland China plants was 75.8. The company will analyze the collected questionnaires and continuously improve and refine its systems accordingly.

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 2024, there were 224 volunteer activities, accumulating 448 hours, with 141 hours actually applied for as volunteer leave.

Employee Stock Ownership Trust

The company will officially launch the "Employee Stock Ownership Trust Plan" in September 2025. This plan is open to eligible employees within the group on a voluntary basis. Based on the amount voluntarily contributed by employees, the company will simultaneously contribute a corresponding proportion of bonuses, which will be held in a trust account. Employees can apply for membership or adjust their contribution amounts quarterly according to their own needs. The plan aims to allow employees to share in the company's revenue achievements, increase team cohesion, and secure their future livelihoods. See the Employee Stock Ownership Trust section for details.

Employee Education and Training

For organizational transformation, GIS established the Technology Committee in 2024, with the goal of cultivating interdisciplinary talent and strengthening the Company′s capacity for new technology development. During the year, the Committee launched seven training series totaling 16 sessions, reaching 2,944 participants. Total training investment in 2024 amounted to NT$5,824,235.