Employee

TCC Group Holdings, guided by a "people-oriented" philosophy, considers all employees as part of a "family" where mutual care and shared prosperity are paramount. The company strictly prohibits child labor, human trafficking, and forced labor, adhering to all relevant wage and hour regulations to ensure fair and timely payment of living wages. Additionally, we provide a safe and health-promoting work environment, supporting employees in maintaining good physical and mental health as well as achieving work-life balance.

Human Rights Policy

Anti-Discrimination and Anti-Harassment Policy

Supplier Management Policy Statement

Supplier Code of Conduct

Letter of Undertaking for Health, Safety, and Environment

• Incorporating important policies such as the "Human Rights Policy" into annual mandatory education and training courses
• Establishing "Anti-Discrimination and Anti-Harassment Policy" to ensure that employees understand how to prevent and address unlawful acts in the workplace
• Implementing online platform for employee well-being, an e-mail for employee feedback, and dedicated procedures and channels for preventing and addressing workplace discrimination and harassment
• Conducting quarterly labor-management meetings or union meetings
• Review of all management policies and pertinent legal records throughout the due diligence phase of mergers and acquisitions to ensure strict adherence to human rights laws and regulations, preventing any violations

• 94.7% online reading rate of key policies among employees in 2023; total training hours amounted to approximately 1,886.5 hours cumulatively
• 100% coverage of labor-management agreements
• In 2023, the average employee engagement score from the engagement survey was 4.648 out of 5
• Human capital ROI (HC ROI)

  	2020	2021	2022	2023
  Total Revenue (Thousand NTD)	105,911,223	107,041,452	113,929,706	109,314,335
  Total Operating Expenses (Thousand NTD)	5,766,267	6,863,624	8,973,011	10,503,609
  Total employee-related expenses (salaries + benefits) (Thousand NTD)	7,215,173	8,668,722	9,848,683	10,679,971
  HC ROI	14.9	12.6	11.7	10.3

Employee Engagement Survey

• Purpose
  To encourage employees' active engagement and support for TCC Group Holdings' sustainable mission of "Serving Life." Each year, TCC Group Holdings conducts an employee engagement survey in questionnaire form to listen to employees' perspectives across various aspects

• Method
  Regular administration of an engagement survey questionnaire focusing on 4 dimensions: "Organizational Identity," "Work Environment," "Career Development," and "Work Relationships." The survey includes 25 questions designed to understand employees' expectations and actual experiences at work, serving as a benchmark for continuous improvement directions in the future

• Coverage
  TCC Group Holdings (Taiwan, Mainland China and affiliates included)

• Results

  ◤	Coverage Ratio: In 2023, the number of employees surveyed reached 7,559, with a coverage rate of 97% in Taiwan (affiliates included) and 94.5% in Mainland China
  ◤	Company Recognition: In 2023, the engagement score is 4.648 points (out of 5 points). The engagement score of Taiwan (affiliates included) is 4.526 points; the engagement score of Mainland China is 4.670 points Job Level Taiwan Mainland China General Employees (Direct Labor) 4.52 4.64 General Employees (Indirect Labor) 4.44 4.72 Low-level Managers 4.60 4.83 Mid-to-senior-level Managers 4.76 Seniority Taiwan Mainland China Less than 3 Years 4.49 4.64 3-0 Years 4.68 4.66 More than 10 Years 4.61 4.70
  ◤	Retention Rate: In 2023, the retention rate was 69.31% (Retention Rate = 1-Turnover Rate) Taiwan: 90.92%; Mainland China: 64.49%
  ◤	Major economies around the world are facing inflation, and Mainland China is experiencing severe structural changes. The total profit of the cement industry has reached its lowest point in 16 years, and the profit margin of sales is far below the average level of industrial enterprises. Therefore, there is a necessity for manpower adjustment. TCC Group Holdings adopts a diversified approach to maximize employment needs for its employees. This includes encouraging taking leave as a priority, entrusting some cement plants to peers in the form of management to leverage market synergies, or providing applications for second skill training for job transfers, cross-regional or cross-industry reassignments, etc. Only when it's absolutely necessary to reduce the significant financial impact on operations will corresponding manpower reductions be made to maintain the basic survival of the enterprise.
  ◤	Employee Turnover Rate Cement Business｜Taiwan and Mainland China 2020 2021 2022 2023 Total employee turnover rate 6.3% 8.1% 5.9% 30.69% Voluntary employee turnover rate 3.7% 4.6% 3.6% 6.68%

Diversified Workplace

2023
TCC International Employees: 5.42%

Come from 47countries

    

◤ TCC (Taiwan): Share of Employees with Disabilities

◤ TCC (Taiwan + Mainland China): Share of Employees of Indigenous Origin

Share of employees of indigenous origin in total workforce (Taiwan): 7.3% from Truku, 2.7% from Amis, 1.7% from Atayal, 0.5% from other indigenous people; in all management positions: 0.4% from Truku, 0.8% from Amis

Share of employees of indigenous origin in total workforce (Mainland China): 6% from Zhunag, 5.2% from Miao, 2.1% from Dong, 2.2% from other indigenous people; in all management positions: 3% from Zhunag, 2% from Miao, 2% from other indigenous people

Note Formula: Number of Employees of Indigenous Origin​ / Total Workforce