Getac believes that talent is the key to the sustained growth and profitability of a company, and a happy and secure workplace can boost employees' creativity and morale. Therefore, Getac is committed to creating a friendly and safe work environment. Starting with corporate culture, we encourage a culture of transparent and open communication that transcends cultural and regional boundaries. As long as individuals have the ability, they have equal opportunities for advancement. We provide competitive salary and benefits, comprehensive education and training, and a comfortable and safe working environment to attract and retain excellent talent.
Salary and Benefits
Compensation System：Adhering to the principles of fairness, justice, and objectivity, Getac Holdings offers equal employment opportunities to job seekers. Employee compensation is not differentiated based on race, religion, political affiliation, gender, sexual orientation, age, marital status, or physical or mental disabilities. The company provides salaries and benefits that exceed market standards. The salary level is regularly reviewed by the Remuneration Committee through industry salary surveys to assess the connection between employee compensation and market trends, evaluate salary growth potential, and provide salary increases and promotions to outstanding employees. The allocation of employee bonuses is determined each year based on the business performance and is reported in board meetings and shareholder meetings.
Welfare System：Comprehensive welfare measures are provided and arranged by the Welfare Committee. For employees working in Taiwan headquarters, the benefits include labor and health insurance, maternity and paternity leaves (or parental care leave), group insurance, birthday and festive gifts, club subsidies, employee travel subsidies, employee health check-ups, employee canteen, gym, and English course subsidies. To boost employees' relations with their families and children, movie screenings are held every quarter and employees' families are encouraged to participate. Kunshan employees are entitled to maternity and paternity leaves, leave for female employees to breastfeed their babies at home, and various social insurance protection in accordance with local laws and regulations. In addition to employee travel subsidies and birthday gifts, allowances based on employees' job positions are also provided.
Parental Care Leave：According to Taiwan‘s “Gender Equality in Employment Act,” employees in Taiwan who have worked for at least one year are eligible to apply for unpaid parental leave, with a maximum duration of two years until their child turns three years old. After the completion of their unpaid parental care leave, Getac will arrange for them to be reinstated and update them on the company's latest happenings.
Retirement Plan：Retirement applications and approvals are based on the Labor Standard Act and the Labor Pension Act. In pursuant to relevant regulations, Getac files report and contributes pension to dedicated pension account of the Bank of Taiwan (applicable to the old pension system) or employees'personal pension account (applicable to the new pension system).
Getac Holdings is committed to upholding basic human rights and adheres to the requirements of the Responsible Business Alliance (RBA). The company supports the principles of the United Nations Universal Declaration of Human Rights, the United Nations Global Compact, and the International Labour Organization's Declaration on Fundamental Principles and Rights at Work. In accordance with these principles, the company has developed its human rights policy to enhance the awareness of human rights among its internal colleagues and stakeholders and to prevent any actions that infringe upon or violate human rights.
1. Compliance with local labor rights and regulations and acceptance of inspections and monitoring by competent authorities.
2. Provide a safe, friendly, equal and equal working environment for all employees. Employment and promotion do not differ due to race, skin color, gender, age, language, region, or politics. Unequal treatment, discrimination, sexual harassment and workplace bullying are prohibited.
3. Prohibition of child labor.
4. Respect employees' right to freely choose their work, and under no circumstances shall use forced or coercive means to restrict employees' labor.
5. Employee working hours management and salary payment meet or exceed regulatory standards.
6. Respect the rights of employees to organize and participate in trade unions of their choice, to bargain collectively and to participate in peaceful assemblies.
7. Provide a smooth grievance mechanism, anyone can file a formal complaint, and shall not be discriminated against or retaliated against. We strive to ensure that this process is transparent, and that all grievance will be dealt with anonymously.
In 2022, the company revised its ESG guidelines and supplier code of conduct. The code explicitly states that in ensuring, respecting, and remedying human rights, the company takes actions consistent with the OECD Due Diligence Guidance for Responsible Business Conduct. These actions include proactively establishing human rights due diligence procedures, identifying and assessing relevant human rights issues, and establishing an effective and confidential internal grievance mechanism to ensure the implementation of the human rights policy. The company also requires its cooperative suppliers to commit to the spirit and fundamental principles of human rights.
Getac Holdings and its subsidiaries provide a whistleblowing and complaint channel to encourage both internal and external individuals to report any dishonest or unlawful behaviors. Complaint and reporting systems and regulations are established to address issues related to unethical conduct, corporate pollution, workplace harassment, and labor rights, among others. The identity of whistleblowers is kept confidential to ensure their protection, and measures are in place to prevent retaliation or personal threats against them. Upon receiving a complaint or report, the Audit Department or the responsible units will initiate an investigation within a specified timeframe, depending on the nature of the case. Effective communication with the whistleblower regarding the progress of the case is ensured. If the investigation confirms the validity of the reported case, appropriate measures and remedies will be taken in accordance with company policies and regulations to prevent similar incidents from recurring.
Employee Grievance Channel
Taiwan : Speakout_Getac@getac.com.tw
China :Speakout.email@example.com Getac Perspective WeChat Platform
Vietnam ：President’s Email Box
Getac's talent development policy aims to enrich employees' knowledge and skills, enhance work efficiency and quality, and align individual career growth with the company's development. Starting from the employees' onboarding process, we provide systematic and diverse training programs to promote continuous learning and development. We also review the implementation status and measure the outcomes of various training initiatives, allowing us to optimize and improve our training effectiveness.
In recent years, with the rise of Artificial Intelligence, big data, and digital transformation, our company's talent development plan focuses on cultivating and attracting more AI-related technical talents, fostering employee learning in digital transformation, and deepening relevant expertise. Through the application of digital transformation, we aim to enhance work efficiency, customer experience, and even business model transformation.
In 2022, the total education and training hours for Getac amounted to 594,461.5 hours, an increase of 19,927.47 hours compared to 2021. The average training hours per employee were 73.95 hours.
As a company that values employee safety and health, we place great importance on occupational safety and health management. Our Taiwan facility implements the occupational safety and health management system in accordance with Article 23 of the Occupational Safety and Health Act. Both our production bases in China and Vietnam have obtained ISO 45001 certification for occupational safety or an equivalent level of certification for management systems, ensuring that our occupational safety and health practices comply with international standards and safeguard the safety and health of our employees in their work. At Getac, a total of 7,352 employees, accounting for 91.45% of the total workforce, have been certified under the ISO 45001 management system.
Getac's management target is to achieve zero deaths and occupational illnesses. We continue to implement workplace health and safety management practices. In 2022, GTH, GTC, GTK, MTPZ achieved the goal of zero accidents with no work-related injuries. There were no reported cases of occupational diseases or work-related deaths at any of the company's global operating locations.
Getac aspires to construct a flourishing enterprise that drives economic growth and employment opportunities, fostering a harmonious society and promoting well-being. We are committed to upholding the rights of labor, following the guidelines of responsible business alliance practices. Gradually, we aim to enhance workplace diversity, equality, and inclusivity. In pursuit of this goal, we prioritize promoting exceptional female employees, optimizing recruitment channels for individuals with disabilities, and providing an improved working environment to attract and retain talent.