Inclusive Workplace
Employee Welfare
Human resources are central to business success. PTI is committed to employee care and fostering a workplace where people collaborate with trust and peace of mind. Through a high-quality remuneration system, comprehensive welfare, and gender-equal pay, we aim to build a friendly, diverse, and inclusive environment of "Promising, Thriving, Inspiring". Such a workplace attracts outstanding talent, ensures retention, drives momentum, and lays a solid foundation for sustainable growth.
Quality Remuneration System
To balance long-term operations with employees' living standards, PTI sets remuneration based on professional skills, job position, performance, and commitment, aligned with company objectives and profitability. To ensure competitiveness, annual market salary surveys review industry levels and macroeconomic indicators such as the price index, with adjustments made accordingly. Verified data also supports salaries that meet living wage standards. PTI strictly complies with labor laws and offers pay above the local minimum, with the minimum approved salary set at NT$32,000 per month.
Gender Equal Pay and Opportunities
"Creating equal working conditions" is PTI's core principle. Salaries are determined by education, expertise, experience, job category, and performance, ensuring fairness and impartiality. We uphold equal pay for equal work and qualification, with compensation based on roles rather than gender. Annual adjustments and promotions are performance-driven, regardless of gender, race, religion, political stance, marital status, or union affiliation, and fully comply with labor laws. PTI also promotes workplace diversity and supports female career development. In the annual promotion on April 1, 2025, women accounted for 39.6% of all promotions.
Comprehensive Benefits
In addition to the above-mentioned high-quality remuneration system, we also attach great importance to various welfare support, from work to life, from daily life to festivals, and hope to give back and motivate every employee through the design of the welfare system that surpass legal requirements, so as to achieve common prosperity and common good.
Bonus
- Year-end bonus: paid twice, during the first and second half of the year
- Quarterly bonus: based on profitability and whether the company achieves quarterly target
- Employee remunerations/incentives: based on company profitability, performance evaluation, and special contributions
- Salary adjustment system: the salary adjustment data are updated each year
Benefits
- Benefit subsidies (wedding, childbirth, hospitalization, and funeral)
- Birthday gifts
- Holiday gifts (Lunar New Year, Labor Day, Dragon Boat Festival, Mid-Autumn Festival, and Christmas)
- Movie tickets
- Entertainment subsidies
- Meal subsidy
- Free group insurance (including life, accident, medical, and cancer insurance for dependents)
- Group insurance discount program for employees' parents and parents-in-law (employee-paid)
- Periodic health examinations
- Employee club events
- Corporate activities (e.g., annual party and Family Day, held online or onsite according to the annual plan)
- Partner stores (discounts offered in more than 1,000 partner stores)
- Childcare facilities or contributions (through partnership agreements with kindergartens and childcare providers near employees' residences, offering preferential rates for preschool education and after-school care services)
Rewarding Outstanding Employees
With joint prosperity as the underlying theme, a positive and proactive corporate culture is created to encourage employees to explore, enhance, and improve various skills, systems, and procedures at work. Multiple incentive proposals are in place, such as rewards for outstanding accomplishments, rewards for proposals, rewards for patents, rewards for cross-functional committee, among others. Meanwhile, the role model employee screening campaign is organized each year where employees with outstanding performance are publicly recognized with an award to serve as the role model for other employees.
Pension System
PTI Taiwan follows the Labor Standards Law and the Labor Pension Act in implementing employee retirement regulations and established a labor pension supervision committee to appropriate the full amount of pension contribution for employee to apply for pension after retirement. There are two ways to plan for pension. One is the old pension system that employer promotes 2% of appropriated pension over salary. Another one is new pension system that employer promotes 6% of appropriated pension over salary and employee promotes 0~6%.
.svg)
By the end of 2025, the old system retirement reserve account held approximately NT$372 million, sufficient to meet retirement fund claims for eligible employees. In 2025, the total accounting-recorded contributions for both the new and old system retirement expenses, together with employee contributions, amounted to approximately NT$449 million, aiming to ensure that employees can enjoy secure protection after retirement.
Club Activity
Each club organizes events on a yearly basis to provide employees with an environment where work and life are balanced. Besides work, employees have means to get relaxed so that they have balanced physical and mental developments. Employees are able to link with their colleagues besides work, which strengthens the inter-colleague bond. Employees and their dependents can take part in events together, contributing to a harmonious and happy family. PTI not only takes care of its people but also its people's family members so that the employees and their dependents have a better understanding of PTI and it helps enhance the approval and sense of belonging that they have towards PTI. We provide clubs with subsidies on a quarterly basis to support and vitalize their operations. Club carnivals are organized each year to encourage respective clubs to introduce company-wide events that help the whole Company come to life.
