Salary Policy
ICP DAS attaches great importance to retaining and nurturing talents, and is committed to providing competitive salaries and comprehensive employee benefits. Our salary scale is set with reference to local laws and regulations, the market situation of the industry, and the living standard of the local community, and does not affect the salary and compensation of employees based on gender, race, language, religion, age, political affiliation, or marital status. In this equal and inclusive workplace environment, women and men are paid equally at the beginning of their careers, but the final salary (basic salary plus pay) varies according to years of service, experience or job bonuses. The salary of our employees consists of basic salary, meal expenses, bonuses or allowances, etc. We also conduct annual salary adjustments based on our operating conditions or provide bonuses to employees based on their performance, to motivate our employees and encourage talents to grow together with the company.
Article 19 of the Articles of Incorporation
The Company shall set aside 3% to 12% of the Company's profit for the year as compensation to employees and not more than 3% of the Company's profit for the year as compensation to directors.
However, the Company shall reserve the amount to cover accumulated losses in advance.
No less than 10% of the aforementioned employee compensation should be set aside for the distribution of compensation to junior employees.
Employee compensation may be in the form of stock or cash, and may be paid to employees of the Company's subsidiaries who meet certain conditions.
The foregoing directors' remuneration may be paid in cash only.
Profit for the year referred to in the first paragraph is defined as the pre-tax profit for the year before deducting employee and director's compensation.
Article 19 of the Articles of Incorporation
The Company shall set aside 3% to 12% of the Company's profit for the year as compensation to employees and not more than 3% of the Company's profit for the year as compensation to directors.
However, the Company shall reserve the amount to cover accumulated losses in advance.
No less than 10% of the aforementioned employee compensation should be set aside for the distribution of compensation to junior employees.
Employee compensation may be in the form of stock or cash, and may be paid to employees of the Company's subsidiaries who meet certain conditions.
The foregoing directors' remuneration may be paid in cash only.
Profit for the year referred to in the first paragraph is defined as the pre-tax profit for the year before deducting employee and director's compensation.
