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。

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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

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Employee Care

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

From employees’ perspective, safety, friendly environment and high quality facilities are critical support for their undivided devotion to work, but more importantly, the Company must provide comprehensive payroll and benefit policy.

Compensation

FENC established a variable payroll system that rewards long-term individual and team performance. The Articles of Incorporations stipulates that 2%-3.5% of the Company’s net profit shall be dedicated toward employee compensation. Please refer to Talent Development for details. Mid-level managers and above may participate in the employee stock ownership plan (ESOP), which purchases Company shares systematically with 30% contribution from the Company. A 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. ESOP offers a long-term option for employee bonus and investment returns.

Compensation for executive levels above executive vice president is based on corporate performance and the market average. In addition, the compensation is adjusted based on performance review and factors in future operational risks. The Company does not offer signing or recruitment bonus for senior managers. Considerations for compensation of other employees include overall corporate and departmental performance; pay rates among listed companies; market survey provided by professional consulting firms; overall financial and management risks. Stock options are not available for regular employees, and the company policy does not include deferred or vested share options.

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 Sustainable Management 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, Mainland China, Japan and the U.S. are mainly in the mid to upstream industries with high reliance on chemistry, a field where male employees tend to outshine female staff, and therefore better paid. For sites in Taiwan, pay rate for female employees are catching up to and even surpassing those of male employees. 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. FENC is considered a stand-alone entity for the statistics in the above table.
2. 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.

 

Salary Comparison by Gender

(Female:Male)

Section Chief and Above

Office Clerk

Factory Worker

Taiwan

2019

0.89:1

1.01:1

1.24:1

2020

0.94:1

1.01:1

1.21:1

2021

1.05:1

1.01:1

1.22:1

Mainland China

2019

0.91:1

0.83:1

0.93:1

2020

0.88:1

0.78:1

0.92:1

2021

0.93:1

0.79:1

0.90:1

Vietnam

2019

1.28:1

1.01:1

0.93:1

2020

1.35:1

1.04:1

0.96:1

2021

1.33:1

1.04:1

0.96:1

Japan

2019

1.02:1

0.95:1

0.81:1

2020

0.99:1

0.68:1

0.84:1

2021

1.05:1

0.96:1

0.93:1

U.S.

2019

0.96:1

0.93:1

1:1

2020

0.98:1

1:1

0.97:1

2021

0.94:1

0.94:1

1:1

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

 

Salary Comparison to Market Rate

 

 

Average Annual Regular Salary over Market RateEntry Level Salary over Minimum Wage

Taiwan

2019

41%

27%

2020

43%

25%

2021

43%

25%

Mainland China

2019

22%

126%

2020

14%

127%

2021

14%

136%

Vietnam

2019

46%

11%

2020

23%

12%

2021

44%

12%

Japan

2019

1%

56%

2020

1%

60%

2021

21%

73%

U.S.

2019

21%

73%

2020

21%

73%

2021

26%

146%

Total

2019

27%

73%

2020

21%

73%

2021

29%

76%

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 released by National Bureau of Statistics of China and minimum wage released by Shanghai and Suzhou government; 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 2021

 

Taiwan

Mainland China

Vietnam

Japan

U.S.

The Highest Individual Salary: Median Salary of Other Employees

7.48:1

5.15:1

8.35:1

2.38:1

2.16:1

 

Ratio of Salary Increase Between the Highest Salary and Median Salary in 2021

 

Taiwan

Mainland China

Vietnam

Japan

U.S.

The Highest Individual Salary: Median Salary of Other Employees

0.41:1

1.83:1

1.71:1

1.05:1

1:1

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