CORPORATE SUSTAINABILITY RESPONSIBILITY
企業永續責任
CORPORATE SUSTAINABILITY RESPONSIBILITY
Rewards Policy
Equity rewards, profit-sharing, and other bonus programs are provided annually in alignment with overall business performance.
Bonus Framework
Bonus distribution is guided by operating results and organizational performance, taking into consideration factors such as tenure, annual performance reviews, and broader organizational development needs.
Employee Rewards
Each year, when pre-tax earnings—before the allocation of employee and director rewards—and after the offsetting of accumulated losses result in a distributable balance, 5% to 10% is allocated to employee rewards and up to 3% to director and supervisor rewards.
Of the portion designated for employee rewards, no less than 1% is reserved for non-managerial employees.
Non-managerial employees are defined as those who do not hold managerial positions and whose average monthly regular salary falls below the Ministry of Economic Affairs’ benchmark for full-time junior employees. The scope of non-managerial roles is reviewed and submitted to the board for annual assessment.
Reward Equity
HDRE continuously enhances overall reward levels and benefits to ensure fair and competitive compensation for all employees. Every colleague is a valued partner, and we believe business performance should be shared with the people who help create it. Our results are fully reflected in the total rewards employees receive, fostering a balanced and mutually beneficial relationship between the organization and our teams.
To strengthen market competitiveness and maintain internal fairness, HDRE collaborates with professional reward consultants to regularly review and refine job grading and reward structures across the Group. This ensures alignment with talent-market standards while preserving internal equity and consistency.
2024 Gender Pay Ratio: Managerial and Non-Managerial Roles
In 2024, HDRE’s gender pay ratios were 1.16:1 for non-managerial roles and 2.13:1 for managerial roles. HDRE is committed to ensuring that employees receive equal rewards for equal roles and performance, without any differences based on gender. Every colleague is compensated according to their contribution and results, reflecting our commitment to fairness and equitable treatment.
Non-Managerial Reward Levels
Over the past three years, HDRE’s overall reward levels for non-managerial employees have increased steadily. From 2022 to 2024, the average reward level for this group rose by 6.9%. HDRE remains dedicated to strengthening market competitiveness and promoting a more equitable reward structure—progressing toward a workplace where shared growth and well-being are realized.
Annual Total Rewards
In 2024, the average total rewards for HDRE’s full-time non-managerial employees increased by 1.98% compared with the previous year, while the median total rewards increased by 1.37%.
Further details can be found in our Annual Report or Sustainability Report.
Performance Evaluation Framework
- HDRE conducts routine annual performance evaluations to assess individual contributions and overall job performance. Supervisors provide formal feedback during the assessment process to ensure clarity, development, and ongoing improvement.
- HDRE also provides performance-evaluation training for supervisors. In 2024, 100% of eligible employees completed the annual assessment cycle.
Year-End Evaluation
- Performance reviews are conducted twice annually, covering January–June and July–December.
Employees are required to complete the Employee Performance Review Form in accordance with the schedule announced by the Human Resources Department. - Annual performance review results serve as the basis for salary adjustments, promotions, year-end bonuses, and employee incentive payouts.
Employee Benefits
Benefits Beyond Legal Requirements
HD Renewable Energy is committed to fostering a positive and supportive workplace that prioritizes employee well-being and work–life balance.
We offer a comprehensive and diversified benefits program designed to meet employees’ needs at different life stages, strengthen labor–management partnerships, and enhance job satisfaction and engagement.
In addition to standard benefits, we place strong emphasis on physical and mental health care.
Under Taiwan’s Labor Pension Act (New Pension Scheme), the Company contributes 6% of each employee’s monthly salary to the individual pension account administered by the Bureau of Labor Insurance.
We regard our employees as long-term partners and actively invest in their professional and personal well-being, working together toward a happy and sustainable workplace.
Financial Benefits
- Birthday cash gift
- Meal allowance
- Meal subsidies
- Wedding, funeral, and celebration subsidies
- Contributions to the New Pension Scheme
Protection & Health Benefits
- Annual health check-ups and labor insurance
- Group insurance coverage
- Corporate childcare services
- Maternal health risk assessments
- On-site nurse consultations and mental health counseling programs
Recreation & Engagement
- Employee travel programs
- Holiday and festival events
- Year-end banquet
- Departmental team dinners
- Stress-relief massage services
Facilities
- Nursing and lactation rooms
- Employee recreation areas
- Multifunctional office spaces designed to promote physical and mental well-being
Development & Training
- Annual subsidy of NTD 2,000 per employee for external training programs (once per year)
Employee Welfare Committee Operations
The Employee Welfare Committee convenes regular annual meetings to discuss and plan employee benefit policies, implementation methods, and budget allocations.
System Optimization：Full digitalization of benefit application processes, including education subsidies, team-building activity subsidies, and wedding/funeral benefits
Implementation of electronic forms, user guides, and official announcements to significantly improve administrative efficiency
Employee Care & Engagement：Regular distribution of holiday gifts for occasions such as Mother’s Day, Dragon Boat Festival, Mid-Autumn Festival, National Day, Shopping Festivals, Christmas, and Lunar New Year
Development of commemorative items featuring the Group’s new logo to strengthen employee belonging and identity
Benefit Expansion：Renewal and expansion of partnered vendors to provide employees with a wider range of exclusive discounts and benefits
Through the ongoing operation of the Employee Welfare Committee, the Company continuously enhances its benefits system and advances digital workflows, effectively improving application convenience and overall employee satisfaction
Retirement System
The Company administers its retirement system in accordance with the Labor Standards Act and the Labor Pension Act. The Company has fully adopted the new labor pension system.
In compliance with the Labor Pension Act, the Company contributes 6% of an employee’s insured monthly salary to the employee’s labor pension account each month. In addition, the Company withholds and remits employees’ voluntary pension contributions at the employee’s elected rate (0–6%).
Furthermore, the Company has established an Old Pension Scheme Supervisory Committee to support retirement preparation for eligible personnel (such as foreign employees) who qualify under the applicable regulations.
The Company has also formulated a Retirement Management Policy, under which employees who meet the retirement eligibility criteria may apply for retirement in accordance with the policy.
Retirement Application Procedures
- Voluntary Retirement
Employees applying for voluntary retirement shall submit a retirement application to their department supervisor and the Human Resources unit at least three (3) months prior to the expected retirement date.
- Mandatory (Age-Based) Retirement
The Human Resources unit shall issue an Employee Mandatory Retirement Notice six (6) months prior to the employee reaching the statutory retirement age, informing the employee of the expected retirement date and relevant procedures.
Employees must respond within three (3) months of receiving the notice to confirm the expected retirement date or to submit an application for deferred retirement.
Employees who wish to apply for deferred retirement shall submit a Deferred Retirement Application Form to the Human Resources unit at least three (3) months prior to the expected retirement date or the date on which the statutory retirement age is reached.