Company Philosophy

Novatek is committed to the pursuit of sustainable development and growth for our shareholders, employees and the community to create a reasonable profit and value by adhering to government regualtions and lwas and its long-term dedication to the integrity and openness. We value the interests of all stakeholders, and have established a transparent, effective and multiple communication channels to respond to the interested parties' expections, suggestions and demands timely, whitch are considered as valuable input and reference for the Company's social responsibility and future development plans.

 

Identifying Stakeholders

Novatek referenced the nature of its businesses as well as the 5 key principles of AA1000 SES (Stakeholder Engagement Standard) to identify a total of 7 types of stakeholders while formulated a management system for the identification of and communication with various stakeholders, maintaining effective stakeholder communication. We focus on listening to the voices of all our stakeholders, and have adopted a proactive communications approach to promptly and reasonably respond to external demand. Also, our official website was used as a means of disclosing important information.

 

Stakeholders’ Contact Window

governance-stakeholder-step__en.jpg (217 KB)

Stakeholder Communication Channels & Results

Through a wide variety of communication channels, the expectations and suggestions of our stakeholders are widely accepted.

Employee
 

Relevance to the Organization

Communication Method and Frequency

Concerned Issues

Novatek’s Responses

Communication Results in 2024
Employees are the most important resources, creating the biggest value for the Company
  • Department meeting (Monthly)
  • Educational Training Committee (Semi-annually)
  • Labor-Management Meeting (Quarterly)
  • Performance interview (Annually)
  • Occupational Safety and Health Committee (Quarterly)
  • Electronic suggestion box/bulletin board (Aperiodically)
  • Employees’ Welfare Committee (Semi-annually)
  • Channels for grievance and reporting (Aperiodically)

 

 

 

 

 

 

 

 

 

 

 

 
  • Compensation and benefits
  • Information security and privacy protection
  • Industry-university cooperation and social welfare
  • Waste disposal
  • R&D and innovation

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 
  • Occupational health and safety
  • Labor-management relation
  • Talent recruitment
  • Talent training plan and result
  • Workplace environment, compensation and benefits
  • Work-life balance

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 


 

 

 

 

 

 

 

 

 

 

 

 
  • The average non-supervisor salary in 2023 was NT$3.712 million and the median was NT$3.028 million.
  • Throughout the year, 565 diverse physical and online courses were offered, with a total of 71,766 employee participations in training sessions.
  • 89 sessions of employee welfare events were held, with a total of 12,649 participations.
  • 4 labor-management meetings have been held throughout the year.
  • 9,284 applications were made for childcare allowance, with a total payout of NT$46.42 million.
  • 1,337 applications were made for work from home for parenting, with an application rate of 37% and an average of 5.9 days per person.
  • The completion rate of sustainable development common compulsory courses: 【Ethical Management and Guidelines for Conduct】、【AEO Supply Chain Security】、【RBA Code of Conduct】was 100% of all.
  • Received 2024 CHR-Corporate Health Responsibility “Health 99 Enterprise” Award.
  • First time received “CommonWealth Talent Sustainability Award”.

 

 
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ESG Committee