Talent Caring

ECOVE is committed to creating a happy and friendly workplace for its employees. Through talent development and training, we combine the Company's goals with individual career planning, enabling employees to grow and thrive together with ECOVE. Together, we strive towards a sustainable and bright future.

Talent Composition and Remuneration

Employee Composition and Distribution

ECOVE is dedicated to the field of circular economy and actively focuses on the recruitment and development of professionals in this area. In 2022, ECOVE had a total of 891 employees (excluding overseas employees and directors). Additionally, there were 138 non-employee workers who were contracted for long-term tasks such as facility maintenance, cleaning, solidification packaging, and greening. Among these workers, there were 112 males and 26 females. Due to the nature of the business and industry, there is a higher representation of male employees, accounting for 79.0% of the workforce. In terms of employment categories, the majority of employees at ECOVE are full-time staff, accounting for 98.3% of the workforce. ECOVE has only employed one foreign graduate in Taiwan, while the rest of the employees are local talents. This demonstrates ECOVE's commitment to providing employment opportunities and contributing to the local workforce in Taiwan.
▼ Number of male and female employees in managerial and non-managerial positions in 2022

Managerial roles: supervisors with ranks above foreman.
Non-managerial roles: Engineering - personnel who are engineers; Technical - on-site operation technicians; Others - such as financial, accounting, legal, auditing, human resources, administrative and clerical personnel.

▼ Statistics on number of employees and gender

New Employees and Turnover

In 2022, there were 181 new recruits, accounting for 20.3% of the total workforce. The majority of the new hires were male, constituting 75% of the new recruits. In terms of age distribution of the new employees, most are aged between 31 to 50. In terms of employee attrition, there were 64 departures, accounting for 7.1% of the total workforce. This aligns with the target range set in 2019 of 5-8% attrition rate to be achieved by 2025. Additionally, there were 4 colleagues who met the retirement eligibility criteria and chose to retire voluntarily.
▼ Age distribution and gender ratio of new recruits in the past 4 years.

▼ Age distribution and gender ratio of employee attrition in the past 4 years

Promotion and Remuneration

ECOVE provides fair and competitive compensation in order to attract, retain, and motivate talented individuals. Every September, an annual performance evaluation is conducted for all employees who have completed their probationary period. For employees who have not yet completed their probationary period, a performance assessment is conducted after the probationary period ends. Salary adjustments and bonus distributions are based on individual performance, level of responsibility, and future growth potential. The magnitude of salary adjustments and the criteria for bonus distribution are not influenced by employment type, gender, or age differences. Furthermore, ECOVE actively participates in salary surveys to ensure the provision of competitive overall compensation packages. In terms of career development, the Company provides employees opportunities for cross-departmental competencies and learning development and consults employees on their willingness before internal rotations are conducted. In the event that there is a need to transfer employees due to business needs or employees voluntarily seek for a transfer, both parties will spend time together to negotiate and discuss so that sufficient preparations and adjustments for business arrangements and employee preparations can both be achieved. Should there be significant operational changes, employees would be notified in advance within the time limit prescribed by law and regulations. All of the above efforts are made in pursuit of deploying the right people in the right places.

Human Rights Protection and Benefits

ECOVE adheres to the human rights policy established by the CTCI Group, supporting the key principles of the United Nations Global Compact (UNGC), the Universal Declaration of Human Rights, and the UN Framework and Guiding Principles on Business and Human Rights. The Company explicitly prohibits any form of discrimination or exclusion among employees based on factors such as gender, race, religion, political affiliation, sexual orientation, job level, nationality, and age in its code of conduct for ethical behavior. Additionally, ECOVE emphasizes the importance of maintaining a healthy and safe working environment, strictly prohibiting any form of sexual harassment, violence, threats, or intimidation. In 2022, ECOVE employed a total of 13 employees with disabilities, surpassing the required employment ratio set by the regulations in Taiwan. This demonstrates ECOVE's commitment to creating a fair and inclusive employment environment, where individuals with disabilities are given equal opportunities and support.

With respect to sexual harassment, ECOVE has established a Sexual Harassment Grievance Handling Committee and set up a complaint hotline at (02)2162-1688#56112 and dedicated email HR@ecove.com to receive complaints. If there are occurrence or suspected occurrence of sexual harassment incidents, the committee shall activate an investigation procedure to conduct investigations on the basis of the principle of confidentiality and non-disclosure. Investigation reports shall be submitted within three months. If found to be true, punishments will be meted based on the seriousness of the incidents. There are three committee members in the Sexual Harassment Complaint Handling Committee. The department head of Group Shared Services (GSS) serves as the commissioner while other members are selected from among employees by the head of each department in consultation with the highest supervisor of the GSS. The ratio of female members shall not be less than half.

ECOVE is committed to ensuring the freedom of association for its employees and does not employ child labor. With a belief in caring for employees and sharing benefits, ECOVE provides a good working environment and an open communication channel. In 2022, there were no reported cases of sexual harassment or unlawful discrimination. Furthermore, there were no labor disputes or strikes that led to the suspension of employment during the year.

Communication Channels

ECOVE has established an "Employee Opinion Platform" to enhance communication with its employees and provide them with a channel to voice their opinions. The platform is divided into five major categories: facility management, employee mailbox, proposal for improvement, sexual harassment complaints, and reporting of unethical behavior. All complaints are treated confidentially to safeguard the rights and interests of the complainants. In 2022, there were no cases reported through the platform.

Furthermore, in accordance with regulations, ecove has also nominated employer and employee representatives with a representation ratio of 50% on each side. In order to promote communications and harmony between the company and the employees, labor relations meetings are convened on a quarterly basis to discuss matters on labor conditions, benefits, and productivity.

A senior executive forum is also held annually to invite personnel to have a meal with the Chairman and the President, enabling personnel to have face-to-face communication channels to improve and solve problems in a timely manner. Personnel can also share their views in normal time via internal grievance email HR@ecove.com. In 2022, there were no violations of labor laws reported as a result of effective communication between labor and management.

ECOVE also embraces the trend of the digital era by launching the my CTCI APP in collaboration with the Group. This digital platform integrates various systems such as HR, education and training, and real-time message announcements. It allows employees to access the latest information instantly, whether they are at home or on the go, enabling seamless communication regardless of distance.
 
During the challenging times of the pandemic, my CTCI played a crucial role and became one of the essential tools for remote work.

Employee Caring

ECOVE is committed to providing comprehensive care and support to its employees, and it spares no effort in this regard. In addition to the existing life, medical, accident insurance, and funeral subsidies, ECOVE has taken additional measures to address the COVID-19 pandemic. Since 2021, it has offered all employees insurance coverage for vaccines and epidemic prevention. Furthermore, it provides group insurance plans for employees' dependents, and over 80% of employees choose to include their family members in the group insurance. Other benefits include coverage for major illnesses, disasters, maternity subsidies, and condolences. These welfare programs not only ensure the occupational safety of employees but also safeguard their family life. By taking care of their well-being, ECOVE aims to create a comfortable and supportive environment where employees can fully dedicate themselves to their work without undue burdens.

For employees stationed overseas (in Mainland China and Macau), ECOVE provides comprehensive support to ensure their well-being and enable them to focus on their work. In addition to fully subsidizing round-trip airfare and providing home leave, the company has taken additional measures in response to the COVID-19 pandemic. Since 2021, all overseas employees receive subsidies for quarantine hotels, coverage for nucleic acid testing costs, business travel insurance, and epidemic prevention kits. These measures ensure that employees working abroad have peace of mind and can devote themselves wholeheartedly to their work, thereby contributing to the overall success of the company.

ECOVE complies with gender equality laws and relevant regulations. In addition to statutory provisions such as "maternity leave without pay" and "sick leave," the Company also offers "epidemic care leave." In 2022, a total of 23 employees applied for "epidemic care leave." This policy allows employees to take care of their family members without worries, promoting a work-life balance and providing a supportive workplace environment. In 2022, a total of 7 employees applied for "maternity leave without pay." Among them, 4 individuals have completed their leave and returned to their positions to resume their employment.
▼ Data on unpaid parental leave

Welfare Pluralism

ECOVE has established the "Labor Pension Reserve Supervisory Committee" as required by regulations and opened an account in a government-designated financial institution. The existing pension scheme is actuarially calculated, compliant with government regulations, and fully allocated. Under the new pension scheme, the Company contributes 6% of employees' monthly wages to the individual retirement accounts at the Ministry of Labor, which applies to all eligible employees.

ECOVE established an Employee Stock Ownership Trust (ESOT) Charter with an eye to attract and retain talents while motivating employees and boosting the cohesiveness of employees to co-create benefits for the Company and shareholders. Employees can withdraw 5% - 15% of their salary each month as a deposit and the Company will provide a 50% rebate of the withdrawal amount as a form of reward to encourage employees to make long-term investments. Employees are therefore incentivized to hold stocks of the parent company on a long-term basis to reap business achievements. In 2022, a total of 540 employees participated in the Employee Stock Ownership Trust (ESOT), representing a participation rate of 63% among eligible employees.

In an effort to encourage employees to undergo regular health checkups, ECOVE reviews the health checkup items offered by contractual hospitals once every two years and provides free health check for employees. We continue to care for employees and promote health management, as well as provide a safe, healthy, and friendly work environment. In addition to the basic labor insurance, health insurance, group insurance, health check-ups, and employee stock ownership trust, employees are provided with life insurance and accident insurance coverage fully paid by the Company from the day of employment. Furthermore, employees and their families have the option to choose additional insurance coverage, such as hospitalization medical insurance, accident medical insurance, maternity benefits, daily hospitalization allowance for parents, cancer medical insurance, and funeral allowances (with the Company covering 60% and employees covering 40%), with subsidies provided. This ensures that employees feel the Company's commitment to providing extra financial security for their families.

ECOVE and its subsidiaries have established an Employee Welfare Committee for many years. In 2020, in collaboration with affiliated companies within the Group, the CTCI Joint Employee Welfare Committee was established. The committee consists of representatives elected by employees and representatives from management, working together to enhance the planning and provision of welfare services for employees within the Group. The committee organizes periodic trips, family day, club activities, sports day, year-end parties, etc. To boot, birthday gifts, seasonal holiday gifts, and various subsidies are offered so that personnel can focus on their work without worries.

In response to the ongoing impact of the COVID-19 pandemic in 2022, and to mitigate the risk of spreading the virus through gatherings, it was decided after careful consideration to cancel various group activities scheduled for that year. However, the allocated budget for these activities was still utilized to provide practical gifts or vouchers as a form of appreciation to the employees. ECOVE has officially launched the Welfare Portal, providing a convenient platform for employees to access information about the Welfare Committee's operations, related regulations, and guidelines. Through this platform, employees can electronically apply for various welfare subsidies and register for activities. This digitalization of processes ensures transparency and efficiency in serving the employees. Furthermore, the Welfare Committee has collaborated with online platforms to replace the traditional distribution of physical gift vouchers with welfare points. Employees can now use these points on the platform to choose from a variety of options such as travel, shopping, or redeeming vouchers. This change aims to enhance the convenience, flexibility, and diversity of welfare benefits for employees.

Talent Cultivation and Development

Educational Training and Industry-University Collaboration

Due to the unique and professional nature of the business, ECOVE has formulated the "Employee Continuing Studies Management Procedures" for training and cultivating of professional competence of employees, and annual training plans and subsequent follow-up reviews of results are carried out accordingly. At the same time, with the aim of improving competitiveness and internationalization, ECOVE encourages employees to obtain certificates in English, Japanese, German, and Arabic language. On top of providing subsidies, employees are also offered online learning resources, books available for borrowing, and discounts for supplementary courses.

ECOVE has recognized the lack of educational programs and resources in the field of incineration in Taiwan. To address this gap, we have collaborated with relevant companies in the industry to establish a series of training courses. In recent years, we have signed memorandums of understanding for industry-academia collaboration with universities such as Tamkang University, Chia Nan University of Pharmacy and Science, Feng Chia University, Fooyin University, Tajen University, National Kaohsiung University of Science and Technology, National Kaohsiung Marine University, and National Yunlin University of Science and Technology. Through these collaborations, we engage in long-term partnerships in various areas, including consulting, technical exchanges, internship programs, and on-the-job training.

In 2022, we continued to promote industry-academia collaboration and signed internship cooperation programs with seven universities, including Ming Chi, Chin-Yi, Feng Chia, Chia Nan, Tamkang, National Central, and Chaoyang. The goal was to cultivate young talents and foster high-quality manpower. However, due to the impact of the pandemic, only one intern participated in the upgrade and refurbishment project at the Xizhou Plant. The intern was able to earn academic credits from the university while gaining practical experience, allowing for effective utilization of resources and the establishment of a collaborative relationship between the industry and academic institutions. In 2022, a total of three students who participated in the training programs joined ECOVE after their graduation.

Since 2020, we have integrated the existing online training systems, GTS (Global Training System) and the Knowledge Base System, with other business groups within the CTCI Group and external resources to create a new comprehensive training management system called "CTCI University." We have expanded our knowledge domains to include six major colleges: HSE College; Engineering and Design College; Project Integration College; Business Management College; Leadership College; and General Education College. Following a university-like structure, each college offers various specialized departments and programs tailored to meet the specific professional competency requirements. Every employee within the Group is assigned to a specific department in one of the colleges, and a customized set of required credits is designed based on their job requirements. This assists employees in advancing towards their career development goals. In addition, we leverage digital platforms to integrate the existing knowledge base system with external resources such as MOOCs, TED Talks, YouTube, etc. This allows us to transform knowledge and experiences into courses or learning materials that are accessible to employees across the Group, both domestically and internationally. This training platform enables unlimited access and multiple viewings, eliminating the constraints of time and location, and facilitating synchronized learning for all employees.

In 2022, the total duration of employee training programs, including online, classroom-based, and external training, amounted to approximately 27,572 hours. These training programs covered various areas such as specialized knowledge and skills training in incinerator operation and maintenance, safety and health training, self-care and wellness courses, as well as general and management training. The total expenditure on training costs for the year was approximately NT$ 4.14 million.

▼ Statistics on training hours for courses on the digital platform of CTCI University

ECOVE is actively investing resources in talent development, aiming to attract like-minded professionals and providing comprehensive education and training programs. The Company focuses on training new talents and offers specialized training for different job categories. In addition to creating Individual Development Plans (IDPs) for each employee, ECOVE also allocates resources to develop management capabilities, implement mentorship programs, and establish the CTCI University. This comprehensive approach ensures that employees have access to the necessary resources and opportunities for diverse development at every stage of their careers. By fostering a culture of continuous learning and growth, ECOVE promotes a strong sense of identification with its corporate culture and heritage.

With regard to formulating the IDP for personnel primed for key roles, personnel are able to understand their own strengths and weaknesses through communication with workplace mentors, on top of being encouraged to hone their knowledge, skills, and attitude. A diversified development approach is adopted to elevate their competitiveness, which in turn would effectuate a win- win result in elevating the competitiveness of personnel and the Company and fostering a work environment of limitless career progression and boundless opportunities for growth. Along with that, we use the elite talent training mechanism to properly lay out the division of labor for each business area and customize the mobility plans for personnel, essentially carrying out the succession training plan to cope with the potential risks in time to come.

Total Participation of ESG

ECOVE combines corporate culture with sustainability issues and implements a series of internal activities to ensure that employees embody the spirit of sustainable development in their daily work practices, thereby achieving the vision of ESG (Environmental, Social, and Governance) integration for all. We foster a sustainable culture by promoting soft advocacy and fostering consensus among employees. Through methods such as team readings, bulletin postings, group sharing, and team advocacy, we ensure that information is conveyed to each and every employee. We also continuously integrate the corporate culture into the daily lives of all employees through activities that raise awareness of ESG. By encouraging team participation in these activities, we aim to enhance team cohesion.

ECOVE is committed to fulfilling its corporate social responsibility by integrating corporate culture with sustainability issues. We have designed and implemented a series of internal activities to internalize the importance of ESG among our employees. These activities aim to raise awareness, foster a sense of identification, and encourage active engagement in daily work with a focus on sustainability. By doing so, we empower our employees to make a greater sustainable impact and contribute to the long-term success of our organization.

In response to the United Nations' Sustainable Development Goals (SDGs), ECOVE actively integrates the SDG indicators into the work and lives of its employees. One of the initiatives taken is the SDGs Photo Challenge, which encourages all ECOVE employees to incorporate the SDGs into their work and daily lives.

The first step in promoting "All-Staff ESG" at ECOVE is to incorporate ESG issues into the Company's meeting processes. Prior to any internal meeting with five or more participants, an "ESG Moment" is introduced to encourage employees to broaden their perspectives beyond their own work and engage in discussions related to sustainability and environmental protection.

ECOVE actively connects with international initiatives, with our executives serving as ambassadors, leading all employees to respond to international initiatives in promoting energy conservation, carbon reduction, and a new lifestyle in epidemic prevention, taking action to protect our planet.

▲ [Figure Caption] By promoting the "ESG Moment," employees are encouraged to pay attention to ESG sustainability issues.
The ESG Award is organized by CTCI Group to encourage employees to take climate action. It includes categories such as "Net Zero EPC, Circular Economy, Smart Solutions, Biodiversity", and "Talent Development, Gender Equality, Multicultural Workplace, Social Care for Vulnerable Groups, Community SDGs Sustainability Events" for social influence. The award recognizes outstanding project proposals that contribute to these themes. The employees of ECOVE, embracing the spirit of "All-Staff ESG," have achieved recognition in the ESG Award for their outstanding contributions to sustainability and impactful initiatives. They have received awards in the categories of Climate Action and Social Impact, focusing on themes such as plastic reduction, healthy living, and community welfare.