遠東新世紀股份有限公司〈原遠東紡織〉,乃台灣規模最宏大、最多元化的紡織及相關產品製造者。本公司共分化纖、紡織、石化、土地開發與轉投資五大事業。

Sustainability Report DownloadSustainability Report Download
Sustainability Report Download
Home Page SwitchHome Page Switch
Home Page Switch
MenuMenu
Menu
Loading

Loading...

Sustainable Talent

Sustainable Talent

Human rights have been gaining attention in recent years. We protect employees as well as their human rights, striving for maintaining work-life balance

Scroll

Talent Attraction and Retention

FENC attracts top talents with competitive compensation package; retains high-performing employees with extensive remuneration system.

FENC established a variable payroll system that rewards long-term individual and team performance. For the performance evaluation for employees and senior executives, please refer to Talent Development. The Articles of Incorporations stipulates that 2-3.5% of the Company’s net profit shall be dedicated toward employee compensation.

We do not issue stock options, nor do we have company policy for deferred or vested share options. An option is employee stock ownership trust (ESOT / ESOP) with partial contribution from the Company. The trust offers high-level executives the option of purchasing Company shares through systematic investment plan. The trustee manages the shares and calculates the trust property equity. Upon termination of employment, employees may redeem the investment in the form of stocks or cash. ESOT offers long-term reward and investment that will prosper with long-term corporate development to high-level executives. The Company does not offer signing bonus or recruitment incentives for recruiting high-level executives.

Compensation for executive levels above executive vice president is based on corporate performance and market average. In addition, the compensation is adjusted based on performance review and factors in future operational risks. Considerations for the compensation of other employees include overall corporate as well as departmental performance; pay rate among listed companies; market survey provided by professional consulting firms; overall financial and management risks.
Regarding the remuneration for Board members and managers, the Remuneration Committee, which is convened by the independent Board members, determines the remuneration policy and presents discussions for Board approval. Please refer to Board Operation for details.

There is a gender difference among different industries within FENC’s industry chain. However, gender strengths are also reflected in the salary level, which is a reflection of the Company’s fairness in internal training and performance review.

FENC sites in Taiwan, China, Japan and the U.S. are mostly midstream and upstream industries with high reliance on chemistry, a field where male employees tend to outshine female staff, and therefore better paid. In contrast, Company sites in Vietnam see a higher concentration on the downstream garment industry, in which female employees tend to excel, hence receiving higher salary than their male counterparts.

Average and Median Annual Salary for Non-managerial Positions

Note:
1. Statistics in row A exclude senior vice president and positions that are higher; statistics in row B excludes senior vice present, positions that are higher, and positions held by foreign employees.
2. FENC is considered a stand-alone entity for the statistics in the above table.

Salary Comparison by Gender

(Female:Male)

Section Chief and above

Office Clerk

Factory Worker

Taiwan

2018

0.90:1

1.01:1

1.20:1

2019

0.89:1

1.01:1

1.24:1

2020

0.94:1

1.01:1

1.21:1

China

2018

0.94:1

0.82:1

0.95:1

2019

0.91:1

0.83:1

0.93:1

2020

0.88:1

0.78:1

0.92:1

Vietnam

2018

1.38:1

1.05:1

0.98:1

2019

1.28:1

1.01:1

0.93:1

2020

1.35:1

1.04:1

0.96:1

Japan

2018

0.92:1

0.91:1

0.97:1

2019

1.02:1

0.95:1

0.81:1

2020

0.99:1

0.68:1

0.84:1

U.S.

2018

0.96:1

0.99:1

1:1

2019

0.96:1

0.93:1

1:1

2020

0.98:1

1.:1

0.97:1

Note: The percentage is derived by dividing average female salary by average male salary for the same rank of job.

 

Salary Comparison to Market Rate

 

 

Average annual regular earnings over market rate

Entry level salary over minimum wage

Taiwan

2018

47%

25%

2019

41%

27%

2020

43%

25%

China

2018

8%

102%

2019

6%

126%

2020

8%

127%

Vietnam

2018

43%

13%

2019

46%

11%

2020

23%

12%

Japan

2018

-8%

111%

2019

1%

105%

2020

1%

140%

U.S.

2018

33%

143%

2019

25%

143%

2020

24%

143%

Note: Sources of market pay rates are: average salary in the manufacturing sector and minimum wage released by Directorate-General of Budget, Accounting and Statistics in Taiwan; average salary and minimum wage released by Shanghai and Suzhou Municipal Government in China; average salary and minimum wage of District 1 released by the General Statistics Office of Vietnam; Bureau of Labor, Ibaraki prefecture in Japan; United States Census Bureau in the U.S. All numbers are compared with the data of the current year.

 

Ratio of Salary Between the Highest Salary and Median Salary in 2020

 

Taiwan

China

Vietnam

Japan

U.S.

Ratio between the highest individual salary and median salary of other employees

6.60:1

4.44:1

8.19:1

5.60:1

2.20:1

 

Ratio of Salary Increase Between the Highest Salary and Median Salary in 2020

 

Company-wide

Ratio of salary increase between the highest individual salary and median salary of other employees

0.28:1

Note: Calculation is based on the average of FENC sites that underwent salary adjustment.

 

Next:Welfare SystemBack
For questions or comments regarding FENC sustainability,
please contact us through email or the online forms.
We will be happy to answer them for you.
Contact Us