Talent – the Cornerstone of Kedge Construction
Employees are the cornerstone of corporate growth. Kedge Construction has a three-layered talent strategy: attract, cultivate, and retain talent. We have established industry-academia mechanisms for exchanges with schools, providing industry experiences to attract talent, setting up an excellent talent recruitment platform, and constantly creating a safe and stable work environment in which employees feel respected, allowing everyone to achieve their career goals and realize their dreams.
Giving back through local job opportunities
Kedge Construction recruits new employees based on the principle of local employment, provides regional employment opportunities in the operation office or project location, and implements labor-related laws and regulations to protect employees’ work rights and interests.The number of full-time employees (employed under non-fixed-term contracts) of Kedge Construction is 584 (including 7 employees who stay on leave without pay), the number of part-time employees is 1, and the number of summer/semester interns is 68. The rights and interests of all employees are protected by the Labor Standards Act and related laws. There are also 29 employees under fixed-term contracts (11 men and 17 women), and 533 migrant workers, for a total of 1,215 employees.
Number of persons with disabilities employed over the years
Number of persons with disabilities employed over the years
The main manpower of Kedge is young and middle-aged employees aged 30 to 50. More than 90% of the employees have a college degree or above. The disproportionate ratio of males to females is due to the characteristics of the industry.
Compensation System
During 2024, the highest individual annual total compensation represented approximately 8.2 times the median salary of other employees. Employee salary median refers to formal employees maintaining employment throughout the entire year (excluding foreign workers) and amounts actually paid to aforementioned employees during that year. The median individual annual income increase was 17%, compared to the highest individual annual total compensation change at approximately a 1:5 ratio. Individual annual income increase refers to formal employees employed during both previous and current years (excluding foreign workers) and amounts actually increased for aforementioned employees during the current year.
Kedge establishes compensation based on market competitiveness principles and internal equity concepts. Total compensation positioning follows third-party market research company surveys of construction industry compensation, adjusting according to overall economic fluctuations, government regulatory requirements, etc. Salary design adheres to the principle of “enabling high performers to excel further,” with adjustments based on overall company profitability, departmental performance, and individual performance metrics. Additionally, year-end bonuses are distributed according to annual company profitability levels and organizational goal achievement status, based on colleagues’ annual work performance evaluations. Furthermore, following engineering project completion and settlement, appropriate profit allocations become bonus distributions for colleagues demonstrating exceptional performance in engineering projects, motivating staff while achieving profit-sharing mechanisms and strengthening organizational cohesion and employee pride, encouraging colleagues to pursue excellence and embrace responsibility. Company salary standards maintain consistency without distinction based on gender, race, religion, political affiliation, marital status, or other factors. Compensation and benefits encompass merit-based salary increases and various bonuses to ensure and attract exceptional talent.
Senior management compensation policy receives Compensation Committee recommendation and Board of Directors approval, based on corporate sustainable management strategy, financial indicators, and environmental, social, and governance performance metrics to ensure operational objectives align with sustainable management outcomes.
Beyond establishing fixed salaries referencing market salary levels, senior management compensation directly connects ESG implementation effectiveness to executive performance evaluation criteria, representing 10% weighting as variable bonus distribution basis, ensuring long-term value contributions beyond short-term financial indicators.
Non-managerial male entry-level personnel regular salary exceeds minimum wage by 2.22 times, non-managerial female entry-level personnel regular salary exceeds minimum wage by 1.75 times, with overall salary increase ratio of 4.5%.
Focus on gender equality in the workplace to allow employees to work with peace of mind
Employees who have served for more than six months can apply for a maximum of two years of unpaid parental leave before their child turns three years old, in accordance with the Act of Gender Equality in Employment and the Regulations for Implementing Unpaid Parental Leave for Raising Children. After the end of the unpaid parental leave, the Company will arrange their return to their unit and position and provide relevant education and training courses to smooth out their return to the workplace. In 2024, a total of 9 people applied for unpaid parental leave, and a total of 6 were reinstated this year.
Employee benefits
We attach great importance to labor-management relations and provide various excellent salaries and benefits to motivate employees to work with peace of mind and strive to achieve operational targets. Remuneration and benefits include salary increases and various bonuses for outstanding performance. To attract and retain professional talents needed by us, we have established innovation awards and rewards measures for senior role models to motivate other employees and enhance their commitment.
We regard every employee as an important partner and family member and are committed to providing a happy and harmonious work environment. In terms of work, we adopt various reward systems to enhance employees’ sense of honor. We provide them with the most complete care, so that they can enjoy a good quality of life after work, including a variety of employee benefits and bonuses and a benefits system. For example, we have established an Employee Welfare Committee in accordance with the Employee Welfare Fund Act to provide all employees with subsidies for various activities and events, such as employee health examinations, sports days, year-end party, and departmental gatherings, as well as coffee machines, snacks, afternoon tea, and massage services, to relax their body and mind and adjust their status at work. (In addition, those who do not contribute to the welfare fund are not entitled to subsidies, the welfare fund, travel subsidies, and health examination.)
Innovation Award
The establishment of the Innovation Award and the Long-term Model Employee Award aims to recognize and present appreciation plaques. This initiative serves to attract talent and retain the professional personnel needed by the company, thereby motivating employees and strengthening team cohesion.
Senior employee award
To appreciate employees for their long-term contributions, we present awards to long-serving staff members each year. In 2024, a total of 35 employees received awards. Specifically, 22 employees with 5 years of service, 10 employees with 10 years, 2 employees with 20 years, and 1 employee with 30 years of service were honored.
Employee Care and Welfare Measures
Our company prioritizes employee physical and mental health alongside quality of life, dedicated to establishing a secure, supportive, and fulfilling work environment. Through comprehensive welfare systems, healthcare initiatives, and work-life balance mechanisms, we actively cultivate workplace culture enabling employees to work confidently and live joyfully, realizing core values of “people-centered, employee wellbeing.”
I. Health and Safety Protection with Physical and Mental Care
II. Worker Health Services and Risk Prevention
Following “Worker Health Protection Regulations,” we establish and implement comprehensive health service programs:
III. Diversified Welfare Measures and Family Support
IV. Employee Compensation and Shared Business Success
Following company charter provisions, employee compensation is allocated and distributed according to annual earnings, sharing enterprise growth outcomes with all team members to strengthen organizational commitment and talent retention competitiveness.
Labor-Management Communication Channels
Kedge prioritizes employee participation through various mechanisms promoting labor-management dialogue. Should any significant changes be anticipated, the company will engage in communication and consultation with employees at least two weeks in advance. Throughout the reporting period, no major operational changes significantly impacting employee rights occurred, nor did any employee grievances or disputes arise. In accordance with Labor Standards Act provisions, any substantial adjustments to organizational structure or employee responsibilities will be announced and discussed with employees at least two weeks prior, strictly preventing forced labor, discrimination, or mistreatment. The company rigorously adheres to Labor Standards Act requirements, with both labor and management observing these principles.
Labor-management meeting
Quarterly labor-management conferences address major operational decisions including business development, employee health, safety, welfare, compensation, and disciplinary matters with labor representatives, with meeting records published for colleague awareness. During 2024, 4 labor-management conferences convened, achieving 90% attendance from labor and management representatives.
Retirement System
Our company establishes employee retirement procedures according to relevant legislation including the “Labor Standards Act” and “Labor Pension Act.” For employees under the new retirement pension system, monthly contributions of minimum 6% of salary are deposited into individual Bureau of Labor Insurance accounts. For those maintaining partial old system tenure, a retirement fund supervisory committee oversees monthly contributions of 3% of total wages to Taiwan Bank dedicated accounts. Employees may request voluntary retirement upon meeting tenure and age requirements, or face mandatory retirement at age 65 or when work-related injuries prevent job performance. Retirement benefit calculations follow applicable regulations – old system benefits calculated per “Labor Standards Act” with 20% additional compensation for occupational disability; new system maintains company fixed 6% contributions. The company must complete retirement benefit payments within 30 days following employee retirement to guarantee retirement entitlements. Related regulations and systems detailed on pages 85-86 of the company’s 2024 annual report.
