In order to improve workplace health and safety, Chailease has introduced the occupational safety and health management system ISO 45001:2018 (only the Taiwan headquarters building), and passed third-party verification to provide healthy and safe working conditions, comply with local government occupational safety and health laws and related requirements, eliminate hazards and reduce occupational safety and health risks , Promote employee occupational safety and health consultation and participation, which covers all employees, contractors, and personnel whose work activities are controlled by the organization, and follow the PDCA cycle for continuous improvement.

In order to prevent occupational accidents and protect the health and safety of workers, and in accordance with the provisions of the "Occupational Safety and Health Law", a full-time management unit - Occupational Safety and Health Management Department was established, with full-time occupational safety managers and nurses, and the "Occupational Safety and Health Law" was established. Sanitation Management Regulations" and the establishment of the "Occupational Safety and Health Committee". The number of the committee includes more than one-third of labor representatives (labor representatives’ account for 45% of the committee members). The occupational safety and health committee holds regular meetings every quarter to review occupational safety and health. Issues and risk management issues, participants besides labor representatives, department heads at all levels, occupational safety teachers, nurses and top management personnel also participated.

The Occupational Safety and Health Department’s duties include formulating, planing and promoting occupational safety and health management measures and assisting relevant departments in their implementation to reduce risks from environmental hazards, prevent workplace accidents, and continually improve workplace environment and safety. The department is also responsible for promoting safety education among labor safety staff, employees and contractors. These measures will help ensure the safety and health of our employees.

In order to prevent occupational accidents and ensure the safety and health of workers, the top management of the company formulates occupational safety regulations in accordance with international standards (ISO45001, International Labour Organization-ILO), taking into account the participation of workers and representatives in consultation, the needs and expectations of stakeholders, and hazard identification risk assessment. Hygiene policy, the scope of protection covers all workers, contractors, and personnel under the command and supervision of the organization. The contents are as follows:

In order to ensure workplace safety, hazard identification and risk assessment were implemented, through the evaluation of the probability of occurrence of hazards and the degree of impact, identify the hazards that the company should first attention to, and carry out hierarchical management and control. A total of 166 hazards were identified: physical hazards: 116, chemical hazards: 16, biological hazards: 16, human hazards: 14, psychological hazards: 4 items, implement target control for medium risk and above:

In order to enhance each employee's knowledge of occupational safety and health related laws and regulations and the Company's safety and health management mechanisms, we refined the safety and health education and training courses by adding online courses to the original physical courses to enhance the learning and training effects and create a culture and concept of safety, health and wellness. The new online courses include: Introduction to Occupational Safety and Health Law, Maternal Health Protection & Overload & Human Hazard Prevention, CPR & AED First Aid Training, Fire Prevention and Response, Gender Equality Awareness in the Workplace, Prevention of Unlawful Assault and other related education and training courses.

In addition, in order to prevent occupational hazards, we have implemented procurement management, contracting management, and change management at the source, considered occupational safety and health to reduce risks before procurement and change, and implemented hazard factor notification and safety and health education training when contracting.

In order to build up the workplace safety of Chailease Holdings, we regularly implement disaster prevention education drills, explaining the causes of fires and practicing fire-fighting drills to enhance the awareness of disaster prevention and disaster response capabilities of our employees. In the future, we will continue to enhance training on disaster prevention, ambulance and epidemic prevention to provide a healthier and safer workplace environment and fulfill our corporate social responsibility.

In order to comply with occupational health and safety laws and regulations and to place greater importance on employees’ physical and mental health so that they may avoid fatigue and other problems, we have hired a full-time nurse and a doctor for consultation. In doing so, we hope to provide, in a more professional manner, a healthier workplace for the benefit of all employees. We provided employees with free regular health check reports that highlighted irregularities and included in-depth analyses of body weight, cardiovascular disease risk factors, and an abdominal ultrasound. This promoted overall health programs and assisted employees in improving health self-management.

Employee Assistance Programs (EAPs) are one aspect of employee benefits. They provide resources to enable employees to stay healthy mentally and physically, which helps them focus on their jobs and enhances productivity.

Family care and work development are both important for employees. The company believes that the definition of a happy company is not limited to providing basic benefits. It also includes substantial ambition, sense of responsibility, and continued pursuit of excellence and sustainable development. A company should give employees opportunities to reach their full potential and grow with the company, while helping them strike a balance between work and home. 

Chailease Holding has a team of healthcare professionals to look after the health of its employees. Each year, we plan annual health management plans and health promotion activities, such as annual health checkups, onsite physician consultations, healthcare seminars, and blood donation activities, based on indicators such as employee health checks, health management effectiveness, and epidemiology. For employees with abnormal examination results, potential health risks and those in need of health consultation, we provide case health management, care and regular follow-ups, and aim to improve employee health by providing correct diet and lifestyle adjustment activities and seminars, such as digital movement activities, workplace stress management, smoke-free workplace, weight loss activities, etc.

1. We received the “Badge of Accredited Healthy Workplace and Health Promotion” from the Ministry of Health and Welfare’s Health Promotion Administration for the “Physical Work Environment”, “Psychosocial Work Environment”, “Individual Health Resources”, and “Corporate Community Involvement”.
2. We value workplace safety and actively build a safe and healthy working environment for our employees. In 2023, we organized CPR+AED (Cardiopulmonary Resuscitation and Automated External Defibrillator) training. More than 80% of our employees in the head office have completed the training and received AED Safe Place Certification from the Ministry of Health and Welfare. 
3. We are committed to protecting maternal health and caring for the needs of our employees to create a quality workplace. In order to provide a comfortable breastfeeding environment for our employees, we have set up a warm and cozy breastfeeding room with complete facilities and safety and privacy. It has been awarded the Excellent Breastfeeding Room Certificate by Taipei City’s Department of Health.

Flexible work hours—employees can apply to arrive at or leave work early or late for personal reasons, such as taking classes or picking up and dropping children off at school. Flexible paternal leave—paternal leave time has been extended to four weeks and can be taken starting before actual delivery. Family care leave—the ten days for family care leave are not counted as part of personal leave. Reduced work hour program—employees can reduce the amount of hours they work on a daily basis for needs related to family care issues like pregnancy, caring for children, caring for older family members. Encourage getting off work on time—the company is promoting getting off work punctually a set number of days each month to encourage employees to enjoy their family lives or cultivate personal interests. We encourage them to work more efficiently as opposed to longer hours to get the same amount of work done. In addition, in order to continue to implement maternity protections, pregnant employees are not required to fulfill or may reduce their performance targets to reduce the stress of work while they are on maternity leave.

Chailease Holdings has implemented a "hybrid work" since 2020. Remote work standards were instituted for all employees throughout the Coronavirus Pandemic in conjunction with a mobile time clock, remote connectivity, and video conferencing to help employees work from home. In response to the post-epidemic era, the scope of the hybrid work was expanded in 2022 to provide employees with a variety of work environments. In light of considerations that maintain existing productivity while meeting employee's need for flexibility, employees can arrange 1-2 days of remote work per week according to their work schedule to save on commuting time and improve productivity.

The Chailease Holding Company Human Rights Policy was approved in September 2018 and revised in Dec 2023. It is a symbol of the company’s dedication to the maintenance of worker rights, opposition to any form of discrimination, commitment to providing a safe, healthy workplace, and establishment of a smooth and transparent communications channel. At the same time, our support for international human rights treaties is reflected in specific actions with regards to our employees, suppliers, customers, contractors, public interest groups, business partners, and communities.

Chailease Holding conducts human rights due diligence in accordance with the human rights policy approved by the Board of Directors. Chailease Holding adopts systematic approaches to identify the potential risk of human rights violations which might interfere with the business. All Chailease Holding’s subsidiaries are required to include human rights norms in their regular risk assessment and to apply them in line with a risk-based approach. In 2020, Chailease Holding developed a human rights due diligence process to identify critical suppliers with a high potential for human rights violations.

Due diligence for the human rights survey included topics like: working hours, child labor, forced or compulsory labor, sex discrimination, workplace violence, workplace sexual harassment, labor disputes, workplace health and safety and employee health, maternity protections, human trafficking, freedom of association, and collective bargaining rights. The groups surveyed include employees, women, children, indigenous people, immigrants, third-party contractors, and local communities.

Employees and business partners are requested to speak up and report incidents if they believe in good faith that someone relevant to Chailease Holding may be involved in something that violates our ethical or human rights principles. Whistleblowing channels were established for employees, clients and suppliers of Chailease Holding and all subsidiaries, to report incidents of fraud, illegality and violation of human rights or the Code of Conduct to the company via the formal report system. Once the content of the report is confirmed, we will take appropriate corrective actions. If an incident involving human rights concerns is confirmed, it should be reported to the Board of Directors and the Corporate Governance Committee, explaining the details of the incident and reporting contingency measures.

Human rights training for internal employees has been increased. For example, new hires receive training and education regarding corporate ethics, including the company code of conduct and classes related to business operations, including working hours, gender equality, and other human rights considerations. In 2023, new hires attended a total 33,063 hours (human rights protection issues accounts for approximately 11.07%) in Taiwan.

A sexual harassment prevention and complaint coordination mechanism was also established. Email accounts were set up for department heads, to enhance employee training and concept promotion, helping to prohibit any form of gender harassment, discrimination, or other acts of intimidation. Moreover, staff incentive and disincentive measures were outlined and then implemented by the Human Resources Committee. No major human rights violations occurred in 2023.

In 2023, our subsidiary Chailease Finance established Labor-Management Meeting Guidelines, in accordance with the Labor Standards Act and Regulations for Implementing Labor-Management Meeting. The same year, Chailease Finance held elections for labor representatives. Labor and management representatives serve as delegates at labor-management meetings during their four-year terms. Labor representatives can be reelected and management representatives can be assigned for multiple terms. Labor-management meetings must be held at least once every three months.

Contracting of employees is as per all labor laws and regulations, and employees are guaranteed all labor rights. For example, in Taiwan, if there is a change to an employee's work content or location, notice must be given at least one week in advance, and various helps, subsidies, leave time or pre-service training provided. If a worker is unable to do his or her job, there is a transfer or a shrinkage of duties, notice period is determined by seniority, with a minimum of 10-30 days previous notice required

To effectively support and solve business needs in the hypercompetitive finance industry, innovative means to attract, support, develop and maintain talent is required to survive and thrive. The Chailease HRD culture of innovation is guided by our C.E.O. strategy of Customised Efficient Original program development.

1. It means senior management from the CEO down emphasizes the value of talent management function with engagement and representation..
2. The Company gives every employee an equal opportunity for future advancement without ceilings providing impartial self-improvement and advancement resources driven by their own effort and desire. CEO strategy also implies every new employee can one day rise to the position of CEO, as the current CEO began in sales
3. Our target clientele are small and medium enterprises (SMEs). Front-line employees are empowered to interact with leaders of SMEs to reveal and develop business opportunities. Hence, to succeed they are provided the knowledge, tools and support to communicate with industry senior managers and CEOs.

Talent cultivation at Chailease Holdings uses four essential pillars: Core Skillset Training, Management Skillset Training, Professional Skillset Training and Digital Empowerment Training to establish a complete education and training network together with a strict performance management system. Every year, 100% of our employees participate in regular performance evaluations and career development questionnaires. Functional evaluations and employee performance reviews that reflect the annual development and team goals of our organization in conjunction with the personal growth plans of our employees are the foundation used to create a comprehensive career development, team performance and Individual Development Plan (IDP) for each employee based on gradual annual progress with respect to individual professional development, career development, and personal performance counseling programs. In addition, through schedule management and performance counseling, we provide immediate feedback and guidance to employees on a regular basis, review performance goals on a monthly basis, and conduct year-end evaluations based on goal achievements and work development.

The total number of employee training hours in 2023 was 614,088 hours and the average training time per employee was 62.1 hours. Since 2009, we have been promoting an "Independent Departmental Training System" to systematically plan and execute training activities that improve the diversity of overall training programs, truly satisfy specialized training requirements of individual units, and meet the needs for our employees to enhance their professional knowledge in various niche markets. We have authorized each department to organize various courses in different industrial fields. First to supplement and then to reinforce training provided by the head office in an effort to build and strengthen the professional ability of our employees. This also ensures that our employees can apply what they have learned and foster a positive corporate learning culture to create further performance advancements.

The Company encourages employees to take the initiative to acquire new knowledge outside their work. There is an incentive mechanism for those who have obtained relevant licenses, such as accountant, real estate appraiser, Financial Risk Manager (FRM), Certified Financial Analyst (CFA), Advanced Financial Management Associate (AFMA), etc. In addition, when recruiting new employees, priority is given to those who hold the above financial licenses or professional licenses relevant to available vacancies.

Chailease learning & performance ecosystem is an environment that integrates working and learning. It connects people with knowledge, guidance, learning, colleagues, and experts in ways that optimize individual performance and organizational productivity.

Since 2019, Chailease Holdings has launched the Golden Ten Year Plan, aiming to significantly increase the total assets of Taiwan, China and ASEAN in 2028, expecting the operating scale in 2028 to be 4 times larger than that in 2018, and making ASEAN the third profit engine of ASEAN, which is a very ambitious goal. In order to support the rapid development of the organization, the Talent Development Department has created the MAGIC talent brand since 2021, which is composed of the following four talent development sub-programs (please see the table below). Since each program has a focus on development, MAGIC's brand slogan is: Focus Makes MAGIC, emphasizing that only by focusing can we 

Chailease Holding adheres to the laws and regulations of the locations where it operates as well as international human rights norms, and protects the rights and interests of its employees to build a diverse, equal, and harassment-free work environment. In 2023, Chailease Holding had 4,078 full-time employees in Taiwan, 5,809 full-time employees overseas, and 166 part-time employees, totaling 10,053 employees, with major locations in China, Thailand, Vietnam, Malaysia, Cambodia, the Philippines, and Indonesia. Please refer to “Employee Data” in the Appendix for the distribution of employee types and age distribution of employees.

47.76% of Chailease Holding’s full-time employees were women. Female managers accounted for 31.57% of all managers, an increase of 0.81% compared to 30.76% in 2022.

The company is committed to supporting the employment rights of indigenous peoples and individuals with disabilities and provides employment opportunities through relevant channels. Chailease Holding employs 41 employees with disabilities and 32 indigenous persons. In addition, we also recruit multinational talents in our domestic and overseas operations. In Taiwan, the company employs a total of 19 international staff, creating a diverse and inclusive workplace to enhance its competitive edge.

We offer complete and competitive salary packages and performance-linked bonuses. Moreover, we regularly commission a professional management consulting company to conduct financial industry salary surveys and we adjust salaries accordingly. For example, according to one report, our new hires with two areas of specialization earned approximately 1.61 times the average basic monthly salary. (There is no gender difference in initial emolument) Chailease Holding ensures fairness in the management of employee pay and promotion opportunities, and ensures that employees are not subjected to any discrimination, harassment, or any unfair treatment on the basis of race, national origin, gender, sexual orientation, color, class, marriage, language, ideology, religious beliefs, age, political affiliation, financial assistance received, or any other characteristic.

To solicit the opinions of all employees, Taiwanese subsidiaries organized labor-management meetings in accordance with the "Regulations for Implementing Labor-Management Meeting ", and 24 labor-management meetings have been held in 2023. Furthermore, we provide a variety of communication channels such as a staff discussion area on the company platform and senior executive forums where employees can discuss business operations, working conditions, and employee benefits. Although the Company’s Employee Welfare Committee is not a labor union, the Committee will not interfere with or violate employees’ mutually agreed upon freedom of association. The Committee also oversees employee benefits and consists of all departments, which elect labor representatives to participate in regular meetings. The purpose of the meetings is to take the needs of all employees into consideration and promote harmonious labor relations.

Our subsidiary Chailease International Finance Corporation Finance Leasing established a labor union in 2024 which held its first union members’ congress to protect the rights of the employees. Chailease International Finance Corporation accounts for 30% of Chailease Holding’s total employees. Members of the union shall not be unfairly treated in terms of salary, appraisal, reward, punishment, promotion, or evaluation of other labor conditions due to their participation in union activities or their positions in the union. The successful convening of the union congress will serve as a systematic protection of employees’ rights and interests. In the future, the union will be empowered by the growth of the employees and the development of the organization, which will help the company’s sustainable operations and create greater value for society.

To understand employees' job satisfaction, sense of purpose and happiness, the new employee engagement survey from 2020 covered four areas: work recognition (job satisfaction included), core values (sense of purpose included), growth development and motivation (happiness level included), and organizational recognition. The target population for this survey was the subsidiaries in Taiwan. In 2023, a total of 3,810 employees from Taiwan and China subsidiaries participated in the survey, with a response rate of 92.9% and a dedication rate of 92.4%. The average score discrepancy between men and women increased slightly from 0.26 last year to 0.23.