Employee Engagement

Management Approach

TCC Group Holdings follows a people-oriented management principle and treats all employees as part of one family, based on mutual care and shared prosperity. TCC Group Holdings prohibits child labor, human trafficking, and forced labor, and complies with all applicable wage and working hour regulations, paying fair living wages on time. TCC Group Holdings provides a safe and health-promoting work environment that supports employees in maintaining physical and mental health and in achieving work-life balance.

Employees collaborating at a TCC Group Holdings workplace

Human Rights Policy

Anti-Discrimination, Anti-Harassment and Anti-Bullying Policy

Supplier Management Policy Statement

Supplier Code of Conduct

Letter of Undertaking for Health, Safety, and Environment

TCC Group Holdings incorporates key policies, including the Human Rights Policy, into its annual mandatory training courses.
TCC Group Holdings has established the Anti-Discrimination, Anti-Harassment and Anti-Bullying Policy and the Anti-Discrimination, Anti-Harassment and Anti-Bullying Complaint and Disciplinary Procedures, so that employees understand how to prevent and address unlawful acts in the workplace.
TCC Group Holdings operates an online employee well-being platform and an email address for employee feedback, and maintains procedures and channels for preventing and addressing workplace discrimination and harassment.
TCC Group Holdings holds labor-management meetings and union meetings each quarter.
During due diligence for mergers and acquisitions, TCC Group Holdings reviews all management policies and relevant legal records of the target company to confirm that human rights laws and regulations have not been breached.

Performance

Indicator	2021	2022	2023	2024	2025
Return on human capital investment (HC ROI)	12.7	11.7	10.3	8.7	7.77

Note

Return on human capital investment = (operating revenue − (operating expenses − employee benefit expenses)) ÷ employee benefit expenses.
The disclosure scope covers cement plants, ready-mixed concrete plants, grinding stations, and consolidated subsidiaries.

Labor-Management Communication

To build harmonious and mutually beneficial labor-management relations, TCC has legally established labor unions and signed labor agreements across global plants. As of 2025, the number of employees joining labor unions or signing collective agreements at global sites reached 49% of the total workforce. To implement the principle of equality, the protection scope of collective agreements and work rules in Taiwan covers all colleagues, ensuring that employees are not treated differently due to their willingness to join a union or differences in conditions, thereby fulfilling the protection of employees' rights. Each site regularly holds labor-management and union meetings to exchange views on operational and labor issues.

In addition, to deepen the connection between the Management Team and grassroots colleagues, TCC Operation Headquarters regularly holds Town Hall Meetings, where the Chairman delivers a keynote speech; these meetings combine on-site real-time questioning with online anonymous Q&A mechanisms to ensure that the opinions of employees at all levels receive immediate and positive responses.

Labor Practices Programs

TCC is committed to fostering a fair, healthy, and legally compliant workplace across all operations, and regards respect for employee rights as a foundation of sustainable growth. TCC complies with local labor laws and internal policies to uphold the following practices. TCC's Commitment to Employee Rights

Principles	TCC's Implementation Approach
Ensure adequate wages at or above cost of living estimates or benchmarks	TCC values employees’ basic living security. Salary levels comply with statutory minimum wage requirements at each operating location. TCC regularly reviews its compensation system with reference to market salary levels and operational conditions to maintain fair and competitive remuneration.
Monitor working hours including overtime management	Department heads regularly review employees’ working hours and workloads, assess overtime needs, and promptly adjust work arrangements to prevent excessive working hours. TCC’s Taiwan sites have established an attendance reporting system that provides alerts for attendance irregularities and extended working hours, helping employees track their working hours in real time and supporting effective working hour management.
Ensure employees are paid for overtime work	TCC manages overtime in accordance with applicable labor laws and internal policies. Employees in Taiwan sites may choose overtime pay or compensatory leave. Unused compensatory leave is converted into overtime pay after the prescribed period, as required by law. Other sites follow local legal requirements.
Regularly engage with workers' representatives on working conditions	To build harmonious and mutually beneficial labor-management relations, TCC has legally established labor unions and signed labor agreements across global plants. As of 2025, union members accounted for more than 90% of the total workforce in the Cement and Environmental Protection Business (Asia) and the Energy for Social Transformation Business. In Taiwan, collective agreements and work rules cover all employees. TCC respects the right of unions and employees to express their views. Through diverse communication channels, including regular Town Hall Meetings featuring keynote addresses by the Chairman, live Q&A, and online anonymous Q&A, TCC gathers views from employees at all levels and responds appropriately TCC maintains a sound compensation system under labor laws and internal policies, supported by open, ongoing employee communication and appropriate consultation channels.
Routinely monitor the gender pay gap to achieve equal remuneration for men and women	TCC adheres to the principle of equal pay for equal work. Fairness is considered in the design of its compensation system, and TCC continues to monitor the potential effects of gender and other factors to prevent unjustified pay disparities.
Expand social protection coverage for workers beyond public programs	Beyond statutory protections, TCC supports employee well-being through health care, group insurance, and physical and mental well-being services. Benefits include childbirth incentives and family support, the Employee Stock Option Plan (ESOP), the Employee Savings Mutual Fund, and the Employee Assistance Program (EAP). Health and medical insurance also extends to retirees, supporting employees’ needs at different life stages.
Ensure employees are taking their paid annual leave entitlements	TCC provides paid annual leave in accordance with applicable requirements and encourages employees to use it within the year. Unused statutory annual leave is paid out at year-end in accordance with applicable laws. TCC subsidiary NHOA Energy grants five additional days of leave to employees who fully use their annual leave, encouraging them to take their paid leave entitlements.
Provide training or reskilling to mitigate negative effects of industrial or climate transition changes	TCC supports employee development as a key part of its sustainable transformation. TCC Lyceum, the Institute of NextGen Sustainability, CIMLearning, and OYAK Çimento Academy provide learning resources on AI, digital technology, climate adaptation, and industrial upgrading to strengthen employees’ skills and adaptability. TCC also regularly organizes in-person courses and workshops, while providing online courses and recorded resources to support flexible learning. This approach helps employees progressively build the core competencies needed to face future challenges.