RichWave strives to create a harmonious, equal, and safe workplace by offering diverse employee benefits, establishing diverse employee communication channels, maintaining the employees’ human rights, and valuing workplace safety to minimize potential dangerous events.

Employee Health and Well-being

Insurance Benefits

On top of basic labor and health insurance, RichWave has also planned comprehensive group insurance that encompasses life insurance, major illness insurance, accidental injury insurance medical insurance, and cancer insurance, where all the insurance expenses are paid for by the company. Apart from caring about our colleagues, we also look after their families’ health protection and life, where full-time employees may purchase RichWave’s group insurance for their spouses, children and parents, thereby providing their families with the same level of protection from the company. For colleagues going on overseas business trips, we will provide them with travel insurance to offer them more adequate protection.

Maternity Protection Policy

RichWave’s “Workplace Maternal Health Protection Plan” is devised based on the “Occupational Safety and Health Act,” adopting the necessary safety and health measures to ensure the physical and spiritual health of our pregnant, postpartum, and breastfeeding female employees. Additionally, RichWave offers on-site nurses and physicians to provide them with health services including employee interviews and health risk identification during the maternal health protection period, as well as offering them pregnancy and breastfeeding health guidance and consultation. When there are health-related concerns, they will engage in health protection interviews and relevant medical health instructions. To offer our employees peace of mind when starting a family and to allow them to strike a balance between work and life, RichWave offers parental leave regardless of gender and it will not affect the employees’ bonuses, performance appraisal or result in other unfavorable disciplinary actions. In 2024, 5 people qualified for parental leave (including 2 women and 3 men), of which 100% of female workers applied for parental leave without pay and all of their applications were approved.

Retirement System

RichWave’s retirement system complies with the Labor Standards Act and the Labor Pension Act. Following the implementation of the Labor Pension Act, employees may choose to apply either the old or new pension scheme, while retaining their seniority accrued under the old system. For employees subject to the old labor pension scheme, the Company has established a Labor Pension Fund Oversight Committee and contributes 2% of monthly salary to a dedicated pension account at the Bank of Taiwan. In accordance with IAS 19 "Employee Benefits," the Company utilizes actuarial reports from qualified actuaries to ensure full pension contributions, safeguarding employees’ future pension entitlements. This also incentivizes long-term employment and strengthens employee loyalty. The Labor Pension Act was implemented on July 1, 2005, adopting a defined contribution plan. This applies to employees under the new pension scheme, with monthly contributions of 6% of their salary allocated to their individual pension accounts at the Bureau of Labor Insurance, based on the Monthly Contribution Classification of Labor Pension. Additionally, the Company assists employees with voluntary contributions to their labor pension accounts as per their individual preferences.

Employee Welfare Committee

RichWave’s Employee Welfare Committee consists of representatives from various departments and it is in charge of coordinating and planning diverse company activities. These include the annual employee year-end banquets and employee birthday celebration, allowing them to unwind and alleviate their stress, thereby achieving work- life balance. Furthermore, to enhance our colleagues' physical and spiritual well-being, we have promoted proper entertainment and recreational activities to improve their work efficiency and foster camaraderie and bonding. RichWave encourages our colleagues to form clubs in the workplace.

Monthly Employee Birthday Celebrations and Afternoon Tea Activities Are Held From Time to Time During Different Festivals

Diverse Clubs in the Workplace

2024 RichWave Year-end Banquet

Employee Communication

RichWave is committed to creating open and effective communication channels with its employees, fostering mutual understanding and consensus between the Company and its workforce. To promote employees’ understanding of the Company’s operations and policies, and to address work environment-related issues, RichWave has established a communication platform and regularly holds employee communication meetings and labor-management meetings. Employee representatives are invited to respond to and discuss major issues with executives, ensuring that employee feedback receives a timely response. Department heads regularly hold meetings to communicate with employees, monitor their attendance, and provide immediate support during emergencies.

Moreover, for matters pertaining to Articles 11 and 13 of the Labor Standards Act, collective bargaining will be conducted according to the following advanced notification period:

To strengthen internal communication, RichWave published the inaugural issue of “RichWave News” in December 2021. We have published 13 electronic news messages to date and expect to continue to publish at least one electronic newsletter per quarter in the future to let our employees understand the company’s status and operational strategies; the newsletter also includes application columns and industry status, offering insights into the latest patent information and technological trends, thereby improving our employees’ thinking and endowing them with an international business perspective. At the same time, it also serves to convey information about the Welfare Committee’s activities to effectively achieve horizontal and vertical communication.

Human Rights Assessment

RichWave Human Rights Policy

RichWave regards its employees as its most valuable asset. In alignment with the United Nations Guiding Principles on Business and Human Rights and the Responsible Business Alliance (RBA) Code of Conduct, we have established a comprehensive human rights policy. We are committed to providing our employees with meaningful work, a safe and healthy working environment, and competitive compensation and benefits. In addition, we actively promote work-life balance by encouraging employees to make time for family, friends, and hobbies. Furthermore, we also encourage our colleagues to strike a balance between work and life by looking after their family, making friends and developing personal hobbies.

RichWave regularly assesses potential human rights risks in its operations and formulates remedial measures. An “Employee Internal Complaint Mail Box” and a “Sexual Harassment Prevention Hotline and Complaint Mail Box” have been established to ensure complainants are protected from retaliation. After receiving the complaint, the Company will conduct an investigation in accordance with regulations. If the investigation confirms the complaint is valid, the Company will take necessary remedial measures and respond.

Human Rights Policy Communication and Annual Implementation Status

RichWave actively implements human rights policies and workplace diversity principles, promoting the following measures. In 2024, 71.8% of RichWave’s employees were male and 28.2% were female, with women holding 21% of the company’s executive positions. Please refer to 4.1 Human Resources Management for more details.