GOVERNANCE Corporate Governance
• Human Resources Policy
- We are committed to seeking partners who wish to grow together with us. The Tait Marketing and Distribution Co., Ltd. values the work enthusiasm and required competencies from our employees. Our employment policy remains unaffected by the influence of factors such as gender and age. We also create an equal and safe work place for our employees to dedicate themselves to the work and grow with Tait.
- An Analysis of Tait Employees
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- Period of Financial Statements：2023
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•Number of full-time employees who are not in supervisory positions(annual average)：91(persons)
•Salary information for full-time employees who are not in supervisory positions：73,585(NT$ thousands)
•「Average Salary」 for the non-supervisory full-time employees：809 (NT$ thousands)
•「Median Salary」 for the non-supervisory full-time employees：705(NT$ thousands)
- Period of Financial Statements：2024
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•Number of full-time employees who are not in supervisory positions(annual average)：89(persons)
•Salary information for full-time employees who are not in supervisory positions：77,923(NT$ thousands)
•「Average Salary」 for the non-supervisory full-time employees：876 (NT$ thousands)
•「Median Salary」 for the non-supervisory full-time employees：762(NT$ thousands)
• Welfare matters
Tait review the salaries of personnel every year with reference to the company's operating performance and market salary levels to maintain the competitiveness of talents, and provide employees with various welfare measures.
Allowances∣Gifts∣Pensions∣Trips∣Club activities∣Education & Training
• Employee compensation
1. Article 31 of Articles of Incorporation of Tait Marketing & Distribution Co., Ltd.
If the Company makes a profit for the year, it shall contribute not less than 2% to the remuneration of its employees and 2% or less to the remuneration of its directors and supervisors. If the Company has accumulated losses, it should retain the amount to cover the losses in advance. The profit for the year referred to in the first paragraph means the profit for the year before taxation before deductions for distributions to employees' and directors' emoluments. Employee remuneration is payable to employees of the Company's subsidiaries who meet certain criteria.
2. Compensation policy
Tait adjusts salary according to market salary level, economic trend and personal performance. Based on the 14.7% increase in pre-tax net profit in 2024 compared to the previous year, and the salary adjustment level compared with the market (P50), the average annual salary increase in 2025, including executive and non-executive positions, is 3.0%.
Based on the 5.2% decrease in pre-tax net profit in 2023 compared to the previous year, and the salary adjustment level compared with the market (P50), the average annual salary increase in 2024, including executive and non-executive positions, is 3.2%.
The Board of Directors approved the proposed cash remuneration distribution to employees for 2024 of NT$22,240 thousands. There are a total of 12 employees holding managerial positions, and the cash remuneration distribution to employees is NT$7,836 thousands; there are a total of 89 employees holding non-managerial positions, and the cash remuneration distribution to employees is NT$14,404 thousands.
The Board of Directors approved the proposed cash remuneration distribution to employees for 2023 of NT$18,673 thousands. There are a total of 8 employees holding managerial positions, and the cash remuneration distribution to employees is NT$6,608 thousands; there are a total of 97 employees holding non-managerial positions, and the cash remuneration distribution to employees is NT$12,065 thousands.
• Policy on linking senior managers’ compensation and ESG-related performance evaluations
1. The performance evaluation of the managers and the staffs can be divided into: ①financial indicators: achievement rate of operational targets and growth rate compared to last year's operational performance,accounts for 80% of the overall evaluation. ②non-financial indicators: project achievement status (new brand introduction / new product development / new channel development/Specific project execution performance...), accounts for 10% of the overall evaluation.③ESG indicators：ESG performance table of assessment and evaluation indicators for 7 types of risks, accounts for 10% of the overall evaluation. Calculate the remuneration for its operating performance, and review the remuneration system at any time based on the actual operating conditions and relevant laws.
2.In order to encourage senior managers, outstanding key professionals and all employees to pay attention to long-term comprehensive performance and achieve sustainable operations, the six sustainable development strategies and goals are communicated with the company's general managers, senior managers and business department heads. Short-term and long-term incentive compensation links.
2-1.General Manager：performance indicators-Sustainable development performance(10%)｜Implementation modalities-Green product innovation(2%)、Low carbon manufacturing transformation(2%)、Occupational safety and health(2%)、Sustainable Responsible Procurement(2%)、Circular economy(2%)
2-2. Senior Managers：performance indicators-Sustainable development performance(10%)｜Implementation modalities-Green product innovation(2%)、Low carbon manufacturing transformation(2%)、Occupational safety and health(2%)、Sustainable Responsible Procurement(4%)
2-3. Business Department Manager：performance indicators-Sustainable development performance(10%)｜Implementation modalities-Green product innovation(2%)、Low carbon manufacturing transformation(2%)、Occupational safety and health(2%)、Circular economy(4%)
• The Company's retirement system
Tait Marketing & Distribution Co., Ltd. has established the "Employee Retirement Benefit Scheme". Employees who have (1) 15 or more years of service and are at least 55 years of age, (2) 25 or more years of service, and (3) 10 or more years of service and are at least 60 years of age may give the Company one month's notice of their intention to retire before their expected retirement date. Pensions are paid in accordance with the standards of the pension system applicable to officers.
- Tait Marketing & Distribution Co., Ltd. has established the "Employee Retirement Benefit Scheme". Employees who have (1) 15 or more years of service and are at least 55 years of age, (2) 25 or more years of service, and (3) 10 or more years of service and are at least 60 years of age may give the Company one month's notice of their intention to retire before their expected retirement date. Pensions are paid in accordance with the standards of the pension system applicable to officers.
- Old Pension System:For employees who joined the company on or before June 30, 2005, and either chose the old pension system or opted for the new system while retaining seniority under the old system, their retirement benefits are calculated based on Article 55 of the Labor Standards Act. For each year of service under the old system, employees are entitled to two months’average wages.For service beyond 15 years, each additional year is entitled to one month’s average wage.The maximum payout is capped at 45 months’average wages.Tait has established a Labor Retirement Reserve Supervisory Committee, which holds regular quarterly meetings. Additionally, the company contributes 8% of the salaries of employees under the old system (who account for 1% of the total workforce) to a dedicated labor retirement reserve account on a monthly basis. Starting August 2022, since the company had already fully funded the estimated retirement reserves for employees under the old system, the Labor Bureau approved a one-year suspension of contributions. In July 2024, the company re-evaluated the funding status, applied for, and received approval to extend the suspension for another year until July 2025. The company will continue conducting annual reviews to ensure sufficient labor retirement reserves are maintained.
- New Pension System:For employees who joined the company on or before June 30, 2005, their pension follows the new system starting from the date they opted for it. For employees who joined on or after July 1, 2005, their retirement benefits are governed by the Labor Pension Act. Under this system, the company contributes 6% of the salaries of employees under the new system (who account for 99% of the total workforce) monthly to the individual pension accounts managed by the Bureau of Labor Insurance. Employees may also choose to make voluntary contributions of up to 6% of their salaries, and the company assists with the related administrative processes. In 2024, approximately 16% of employees opted for voluntary contributions. Upon retirement, employees can apply for their personal pension funds directly from the Bureau of Labor Insurance, in accordance with the Labor Pension Act.
- Tait shall pay the retirement benefits to employees within thirty days from the date of retirement.
• Education & Training
Depending on the needs of our staff at different stages of their work, our education and training can be divided into: new recruits training, professional competency training and management competency training. In addition to in-house training and sharing, the Company also invites external professional lecturers or specialised staff to attend external public courses or seminars from time to time to enhance the working knowledge and competence of our staff.
Tait will arrange internal education and training for new staff. The course will cover the following topics: company rules and regulations, compliance with laws and regulations, code of conduct for honest management, procedures and conduct guidelines for honest management, prevention of insider trading, and promotion of the prohibition of insider trading. Through the courses, we will promote the ethical conduct of our employees as the primary requirement for our employees. We will also help our staff to quickly familiarise themselves with the organisational environment and basic regulations by providing an introduction to the operating system, brand introduction, product launch and logistics instructions.
People are the most important asset of a company. Therefore, during their employment, the Company will enhance their working knowledge through internal sharing in modules or cases. In order to develop the professional or management skills of our staff, we will assist in arranging appropriate external courses to enhance their working abilities. In addition, to encourage employees to develop a habit of reading and absorbing new knowledge, the Company subscribes to books, newspapers and magazines for loan to employees, and provides the “CommonWealth Magazine- Read All Online" program for mid-level executives and above. The total expenditure in 2022 is approximately $32,000.
• Safty working environment
The safety of our staff is our top priority. Dangerous equipment should be avoided in the workplace. Fire-fighting equipment is regularly inspected by the Building Management Committee. Access to the office building is managed by security personnel. Surveillance equipment is provided in common areas so that security staff can monitor abnormal conditions at all times. The office entrance is also controlled by an access control system during non-working hours and entry is by means of an identification card. From time to time, mailings are sent out to promote and remind staff of disaster and work safety concepts and measures to enhance their safety. In the event of a natural disaster (e.g. typhoon), the Human Resources Department will, in the first instance, refer to the announcement of the municipal government of the prefecture where the employee works, resides or has access to, and will still pay the employee as normal, so as to reduce the chance of the employee risking his or her attendance at work. No work-related injuries have occurred in the workplace in the past three years. In case of epidemic diseases or disasters, such as influenza, earthquake, etc., the Company will from time to time promote prevention or precautionary measures to enhance employees' knowledge of epidemic and disaster prevention. The Company also makes use of the Group's or external resources (e.g. government agencies, disaster prevention associations) to arrange 1-2 hours of safety or health talks within the Company from time to time. However, from 2020 onwards, in response to the COVID-19 global epidemic, we will suspend the arrangement of external lecturers and instead provide in-house occupational safety and health education and training to ensure that our staff are aware of work safety and disaster prevention and are familiar with various first aid SOPs. In 2023, we completed occupational safety and health education and training for all employees, and arranged a second session of fire prevention self-defense firefighting drill courses.
From 2023 onwards, in response to the COVID-19 epidemic, all department heads are invited to hold regular COVID-19 epidemic prevention meetings under the chairmanship of the General Manager. In order to maintain a safe working environment and the health of our staff, in addition to communicating the latest epidemic situation, various epidemic prevention measures are discussed and decided upon to minimise the impact of the epidemic on our operations. The Human Resources and General Affairs Department is responsible for coordinating the planning of all epidemic prevention measures, announcing the epidemic prevention measures and acting as the window for abnormal reports.
• Diversity and Gender Equality：
1. Tait has a 'Human Rights Policy' in place, committed to providing a friendly and safe working environment where employment, promotions, and compensation are not influenced by factors such as race, gender, religious beliefs, age, and more. The compensation for new employees is determined based on the job responsibilities, educational background, expertise, or certifications of the individuals hired. For existing employees, adjustments to salaries or bonuses are made based on job performance, and there is no inequality based on gender or other unrelated factors.
We have also established the 'Sexual Harassment Prevention Measures, Complaints, and Disciplinary Procedures.' Through orientation and periodic awareness training for new employees, we remind personnel to respect each other and avoid situations of sexual harassment or gender discrimination. There were no cases of sexual harassment or gender discrimination reported in 2023 and 2024.
2. Diversity Metrics
2-1) Y2023
2-1-1) Gender
2-1-2) Age
2-1-3) Others
Tait has employed 2 person with disabilities, accounting for approximately 2% of the total workforce. T's employees are all Chinese nationals, and there are no foreign nationals or aboriginals.
2-2) Y2024
2-2-1) Gender
2-2-2) Age
2-2-3) Others
Tait has employed 1 person with disabilities, accounting for approximately 1% of the total workforce. Tait's employees are all Chinese nationals, and there are no foreign nationals or aboriginals.
2-3) Y2025
2-3-1) Gender
2-3-2) Age
2-3-3) Others
Tait has employed 1 person with disabilities, accounting for approximately 9% of the total workforce. Tait's employees are all Chinese nationals, and there are no foreign nationals or aboriginals.
2-4) Gender and age summary table
2-4-1)As of December 31, 2023, Tait had a total of 113 full-time employees (including 4 part-time employee) and no temporary employees; the proportion of men and women among all employees was 37%:63%, and the proportion of men and women in supervisory positions was 54%: 46%.
2-4-2)As of December 31, 2024, Tait had a total of 115 full-time employees (including 3 part-time employee) and no temporary employees; the proportion of men and women among all employees was 34%:66%, and the proportion of men and women in supervisory positions was 54%:46%.
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A Strong Commitment to Corporate Sustainability and Employee Well-being
As a firm pillar of corporate sustainability, TAIT & Co. upholds the core belief that "employees are the company’s most valuable asset." We are dedicated to fostering a work environment that promotes physical and mental well-being, and a balanced, fulfilling life. We firmly believe that only with healthy employees can a company advance with stability.
To strengthen employee health promotion, the company organizes annual health checkups, complemented by follow-up care, health education campaigns, and other initiatives to support employees in managing their own health. In 2023, we were honored with the "Health Start Mark" certification from the Health Promotion Administration, recognizing our outstanding efforts in employee wellness. In addition, we regularly advocate for simple indoor exercises and healthy lifestyle habits to build a culture of movement and self-care among employees.
◎Workplace Health Services and Systematic Health Protection Programs
Since 2022, TAIT & Co. has officially implemented the “Occupational Health Service Plan,” approved by the General Manager. The plan outlines four major strategies: the “Overload Prevention Plan,” “Ergonomic Hazard Prevention Plan,” “Unlawful Acts Prevention Plan,” and the “Maternal Health Protection Plan,” ensuring the physical and psychological safety and labor rights of all employees. Furthermore, in alignment with the latest guidelines from the Occupational Safety and Health Administration of the Ministry of Labor, the company established the “Health and Safety Plan for Middle-aged and Senior Workers,” made available via the HR Portal to raise awareness and self-management capabilities.
◎Medical Support and Preventive Strategies for Workplace Health Risks
In our pursuit of a safe, healthy, and sustainable workplace, TAIT & Co. has enhanced its workplace health management system. Medical resources are allocated proactively—occupational health nurses are available on-site three times a month (two hours per session), and professional physicians are scheduled every six months to offer health consultations and preventive recommendations. Through consistent and expert intervention, employees receive guidance to understand health risks and obtain the necessary support.
In 2024, we continue to provide individualized follow-up for employees flagged in the 2023 health checkup, reinforcing our disease prevention and risk control strategies. The key outcomes for the year include:
- Follow-up for Health Check Abnormalities: 48 individuals (including 6 new hires with abnormal findings)
- Ergonomic Hazard Prevention: 1 case received a personal consultation with a designated physician
- Prevention of Illness from Overwork: 10 cases completed consultations with no referrals needed
- Maternal Health Protection: No applicable cases in 2024
- Health Education Campaigns: 8 themed campaigns launched in 2024, including 3 focused on obesity and the “three highs” (high blood pressure, blood sugar, and cholesterol):
(1)Healthy Holiday Eating: Encouraged mindful eating during holidays by moderating salt and fat intake and avoiding overindulgence.
(2)Understanding Hyperlipidemia: Emphasized that even slim individuals may suffer from high cholesterol due to lifestyle factors, and offered four key prevention tips.
(3)Understanding Metabolic Syndrome: Educated employees on risk factors like abdominal obesity and abnormal blood pressure/lipids, and their links to stroke and
heart disease, with lifestyle adjustment tips.
In 2025, our occupational health team compiled and analyzed the 2024 employee health check data for 81 employees (28 male, 53 female), with an average age of 41.3 years. Through systematic data comparison and anomaly tracking, professional health personnel will offer individualized health management, promoting preventive medicine and risk control. Key findings include:
- Framingham 10-Year Cardiovascular Risk Assessment:
- Low risk (<6%): 92.5%
- Moderate risk (6–10%): 7.5%
- No cases with high (10–20%) or very high (>20%) risk, indicating effective risk control.
- Metabolic Syndrome Analysis:
13 employees met the criteria for metabolic syndrome (3 or more of 5 key indicators), and have been included in the 2025 health improvement plan.
◎Cultivating a Healthy Workplace Culture
In 2024, the employee welfare committee subsidized the formation of the “Life Skills Learning Club,” which hosts regular sessions with internal and external speakers covering topics such as financial planning, language learning, travel planning, and home fitness/stretching. These activities aim to foster personal interests, encourage healthy exercise habits, promote relaxation, and enhance stress management—ultimately supporting the prevention of metabolic syndrome and lifestyle-related diseases.
In 2025, the committee expanded its initiatives by sponsoring a “Yoga Club,” offering instructor-led sessions to help employees relieve fatigue from prolonged sitting, improve posture, increase flexibility, and strengthen core muscles. These efforts aim to reduce body fat and boost metabolism while creating an interactive, supportive health community.
Through the integration of occupational health policies, medical resources, and employee welfare programs, TAIT & Co. continues to enhance its preventive care mindset and optimize health promotion initiatives, striving to be a genuinely caring and sustainable “happy workplace.”
◎Provide a safe and healthy working environment for employees and provide regular safety and health education to employees
To ensure a safe and hygienic workplace for all employees, TAIT & Co. complies with the Occupational Safety and Health Act by appointing a qualified safety and health manager. This individual is responsible for planning and executing safety operations, guiding improvements in worksite safety, coordinating related matters, and ensuring the effectiveness of the safety management system. In the event of safety concerns or incidents, the manager convenes relevant supervisors to discuss issues and propose improvements for General Manager approval.
Monthly inspections of fire safety equipment, evacuation facilities, and potential fire hazards are conducted, alongside semiannual fire drills to enhance employee awareness and emergency response skills.
All new hires are required to complete occupational safety training, and each office location is staffed with certified first-aid personnel to provide immediate assistance in the event of illness or accidents.
Employee safety is our top priority. In the event of natural disasters (e.g., typhoons), the HR department will immediately refer to local government announcements regarding work suspension, while continuing to provide paid leave to avoid unnecessary risk.
Hazardous equipment is avoided in the workplace. Cleaning activities such as mopping are scheduled outside of working hours to prevent slips or falls. Employees are trained to identify immediate hazards and evacuate when necessary. In 2024, repairs were carried out to address flooring concerns in the Taipei office to enhance walking comfort and safety.
There have been no work-related injuries in the past three years, and no occupational injuries or illnesses were reported in 2024.
Since January 2022, Tait has introduced on-site healthcare services by signing contracts with external professional institutions. Nurses provide temporary services three times a month, each lasting two hours, and a physician is on-site every six months. Apart from offering health care and consultation for employees, they assist in reviewing and establishing various health or hazard prevention plans. In January 2022, the General Manager approved the "Employee Health Service Plan," which includes four major execution policies: "Overload Prevention Plan," "Human Factor Hazard Prevention Plan," "Execution of Duties Subjected to Unlawful Harm Prevention Plan," and "Maternal Health Protection Plan." In April 2022, in response to recent guidelines from the Occupational Safety and Health Administration of the Ministry of Labor, Tait formulated the "Safety and Health Plan for Middle-Aged and Elderly Workers" and the "COVID-19 Workplace Safety and Health Protection Measures Plan," among others. These plans aim to identify and prevent risks and ensure the health and safety of employees. To promote a friendly workplace, Tait continues to conduct safety and health education training, environmental risk assessments, safety audits, and healthcare consultations with medical personnel. Periodic health education and promotion are also carried out through letters or Tait's internal website bulletin board.
In 2025, a total of 36 on-site sessions (three times per month) were arranged with contracted occupational health nurses to provide physical and mental health education/protection, hygiene guidance, hazard assessment, and health consultations. Among these, 21 sessions included health care and consultations for a total of 41 employees. Additionally, in May, September, and December, three on-site sessions with contracted physicians were arranged, providing health care and consultations for a total of six employees.
The Labor Health Service Plan in 2025 focuses on the implementation of key health concerns under four major programs, with the number of affected individuals as follows:
a. Follow-up on abnormal health check results: 48 individuals (42 from regular health checkups and six from pre-employment physical exams).
b. Prevention of ergonomic hazards: 1 individual (physician consultation).
c. Prevention of work overload-induced illnesses: 10 individuals (all recommended for consultation, but none requiring mandatory physician consultation).
d. Maternal health protection: 0 individuals (no consultation required in 2025).