Happy Workplace
Labor-management Relations
According to regulations for holding labor-management meetings, a labor-management meeting should be held at least once every three months. Owing to CSC's strong commitment to labor relations, it holds labor-management meetings monthly. A total of 12 labor-management meetings were held throughout the year to strengthen labor-management cooperation and improve work efficiency on an ongoing basis. On top of that, with a view to encouraging exchanges of ideas and discovering problems at its plants (or departments), each plant (or department) is required to organize communication meetings with employees every two (or three) months in accordance with the implementation directions for plants (or departments). These meetings are intended to gather opinions from the employees and jointly explore reasonable solutions, thereby enhancing the employees' sense of cohesiveness to CSC. A total of 240 communication meetings (approximately 4,527 participants or persons/times) were held across all plants (or departments) in 2024.
| Frequency of labor management meetings | |
|---|---|
| Taiwan laws | CSC |
| Once every three months | Monthly |
| Communication meetings for plants (or departments) | ||
|---|---|---|
| Year | Sessions | Participants (persons/times) |
| 2024 | 240 | 4,527 |
Collective Agreements
CSC shall comply with the internationally recognized human rights of labor, including the freedom of association and the right of collective bargaining.
We guarantee the right of employees to freedom of association and conclude a collective bargaining agreement with the labor union. Signed a collective bargaining agreement to protect employee’s rights and interests.
CSC has always valued labor-management relations. In order to maintain smooth communication channels and spell out fair and reasonable labor conditions for both the Management and Labor to observe, CSC has maintained collective agreements with the Labor Union, the first of which was signed on February 14, 1997. The collective agreements which cover all members of the CSC Labor Union (CSC's labor union covers 100% of its full-time employees) are reviewed every three years. This endeavor has set a milestone for labor-management harmony and handling of labor affairs. With articles and concepts superior to relevant legal requirements, CSC's collective agreements have become models for future labor unions to refer to when drawing up collective agreements.
At the end of the signing ceremony of the 6th collective agreement, the signatories took a group photo with the witnesses.
The 6th Collective Agreement on March 15, 2024, In the agreement, labor benefits that were better than those in the regulations were added, which included added labor rights that are superior to the law, including increasing Maternity Leave to 60 days, and increasing Pregnancy Checkup Accompaniment and Paternity Leave by one day, echoing the government's policy of encouraging childbirth and strengthening the care of female colleagues. In addition, In order to appreciate the contributions of our employees, a new " Long Service Leave " has been added, which provides employees with 20 years of service with one day of leave, and one day with every subsequent 10 years of service. It is hoped that with stable labor-management relations, a friendly and harmonious workplace can be created to enhance CSC's corporate competitiveness.
As for regulations on employee leave superior to regulatory standards, please refer to https://www.csc.com.tw/csc_e/esg/soc/soc1_ew.html
Communication Channels
CSC instituted the “Regulations for Prevention Measures, Complaints, Correction and Punishment of Sexual Harassment at the Workplace and in General”.CSC comprised the introduction of an investigation team and an external expert mechanism aimed at upholding fairness and justice. On top of that, China steel Corporation Prohibiting Sexual Harassment Statement (as attachment) have been carried out via electronic documents sent to all employees. Each department at CSC has also been required to put up written statements and stickers in appropriate places at the department regarding the prohibition and prevention of sexual harassment so as to prohibit any sexual harassment incidents.
With a view to safeguarding the rights of employees, CSC has also set up grievance channels where employees can voice their complaints or if those complaints aren't reasonably taken care of through the administrative channels when their rights are violated or mismanaged. CSC's grievance system, rules, and regulations related to sexual harassment complaints can be viewed and obtained at any time on its internal website. CSC has a zero-tolerance policy regarding sexual harassment. In addition, sexual harassment prevention training is provided to all new recruits. Employees can also voice their opinions through the following channels:
(Click to view PDF)
| Channels | Contents |
|---|---|
| Grievance Systems/Hotlines |
Employees who feel their rights have been violated, or when their problems have been mismanaged after they have followed the standard administrative procedures to find the solutions to their difficulties at work, can file their complaints. According to the regulations, the content of a complaint shall be kept strictly confidential and not be leaked. The relevant matters shall also be dealt with confidentially to ensure that the human rights of the person filing a complaint are protected. |
| The Labor Union of CSC | Labor members can submit their complaints to the union. |
| Periodic communication meetings held by mills or departments | Meetings regarding employee benefits, rights, and improvements that need to be made are held. |
| Labor-management communication meetings | Betterments of conditions at work, benefits, efficiency, and labor-management relations as well as cooperation are discussed. |
| The Occupational Safety & Hygiene Committee | Matters regarding safety, health, environmental protection, etc. |
| The Employee Welfare Committee | Employee welfare and benefits. |
| The Supervisory Committee of the Employees Retirement Reserve Fund | Depositing, utilization, and management of the retirement reserve fund. |
| The Sexual Harassment Grievance Committee |
The Committee is responsible for handling sexual harassment complaints. According to the regulations, the investigations of sexual harassment incidents shall not be open. Those who participate in the investigations, deliberation, resolution, and handling of sexual harassment complaints shall keep the relevant contents of the complaints confidential; relevant cases shall not be disclosed to protect the human rights and legal interests of the parties involved. |
The CSC Labor Union
Representatives from a sound labor union can express opinions and make suggestions on behalf of employees to demand a reasonable working environment, rights and development. It is of great help in terms of the balanced development of corporate operations and expansion of the level and depth of corporate participation in society.
Founded on December 30, 1980 with the aims of developing production, promoting solidarity among members, safeguarding the rights of members, improving the lives of members, and enhancing the competence of members, the CSC Labor Union is made up of employees who hold the positions below second-echelon executives and deputy executives in each department. Having been established for 40 years, it is not only one of the largest labor unions for a single mill in Taiwan at present but also the first in the country to practice union democracy. It faces demand from its members with an open attitude, pioneers the direct election approach in the election of the union chairman, strengthens the bargaining power of the labor union, and strives for the best welfare benefits for its members.
The elections of the 14th Union Chairman and Member Representatives were completed on November 17, 2021. A total of 8,399 members cast their votes in this election, the voting rate of which was 90.55%. Mr. Chun-Sheng Chen, the current Chairman, was re-elected successfully; he received 6,907 votes, accounting for 82.24% of the total votes cast. More than half of the union members supported him, which also broke the record for the highest number of votes in the election of the chairman of the CSC Labor Union. The Union needs to rely on the enthusiastic participation and support of its members in order to boost cohesion. In the future, the Union will act innovatively to serve its members and face new challenges so that all the members will be proud to have their identity to be CSC employees.
The Organizational Structure
The Member Assembly is the highest authority of the CSC Labor Union. One hundred representatives are elected by members from each unit. During the recess, the Council deals with union affairs. The Council has 27 directors, who are elected by member representatives; there is a chairman, who represents the Union, deals with routines, and is directly elected by all members. There are a secretariat and eight task groups below the Chairman that promote union affairs. There is also a Board of Supervisors that supervises the operations of the Council.
The first-echelon executives and deputy executives, the manager of the employment section of the Human Resources Department, and the manager of the corporate relations section of the General Affairs Department are regarded as non-union members because the CSC Labor Union considers them to be supervisors who exercise management rights on behalf of the employer. All the other employees have the right and obligation to join the CSC Labor Union. Currently, all employees with membership qualifications are covered.
| Item | 2023 | 2024 |
|---|---|---|
| Numbers of employees | 9,621 | 9,518 |
| Numbers of eligible employees to the Union | 9,559 | 9,452 |
| Numbers of initiated employees | 9,559 | 9,452 |
| Initiation rates (%) | 100% | 100% |
The Organizational Chart of the CSC Labor Union
| Committee seats assigned to the Union members | |
|---|---|
| Names | Numbers |
| Labor-management Meetings | 10 |
| The Rewards and Penalties Review Committee | 4 |
| The Pension Fund Supervisory Committee | 10 |
| The Safety & Health Committee | 15 |
| The Employee Stock Ownership Trust Committee | 3 |
| The Sexual Harassment Grievance Committee | 3 |
| Employee Representatives at Director Consultation Meetings | 1 |
| The Employee Welfare Committee | 15 |
| The Employee Complaint Committee | 2 |
| The External Organizations that the Union Has Participates in | |
|---|---|
| Organizations | Numbers |
| The Kaohsiung City Confederation of Trade Unions | 12 |
| The Kaohsiung City Machinery Workers Union | 13 |
| The Kaohsiung Municipal General Workers' Union | 4 |
Participation in Corporate Governance
- CSC holds periodic labor-management meetings and sets one seat for the labor representative on the Board. On May 31, 2001, industrial democracy was realized as the Union was elected as the labor representative, who served as a juristic person, on the Board. The Union has joined the Corporate Governance and Sustainability Committee and played an active role in corporate governance. The Union has also delegated its members to participate in the Human Resources Development Committee and in the Employee Rewards and Punishment Review Committee.
A Push for Labor Rights and Interests
- The CSC Labor Union makes an effort to gain labor rights and interests in a rational and peaceful manner at labor-management meetings, communication exchanges with directors and department heads, and collective negotiations.
External Exchanges and Cooperation
- Apart from fighting for the rights of union members and enhancing service quality, the Union has regularly arranged exchanges and visits with domestic and foreign trade unions and frequently interacted with major unions in Taiwan in recent years. The Union has participated in the Labor Day Parades organized by the Taiwan Confederation of Trade Unions in northern Taiwan many times to express their concerns and speak up for workers.
