Delta is committed to achieving harmonious labor-management
relations, improving employees' experience, as well as
developing a healthy and happy workplace, and creating a
better work-life balance. The strategic guidelines include
promoting harmonious two-way communication and creative
ideas between labor and management, promoting a healthy
workplace, improving the work-life balance for employees,
reducing labor disputes, properly managing and recording
employees' opinions, and moving towards a faster and more
satisfactory quality of response.
Employee benefits include the provision of competitive
salary and benefits, welfare programs superior to what is
stipulated by law, long-term incentives to retain employees,
and the creation of a LOHAS workplace so that employees can
manage and promote health in all aspects, and achieve a
work-life balance.
Delta evaluates the salary levels in the market and economic
indicators around the world through an annual salary survey,
and makes appropriate adjustments. In 2021, Delta's global
salary adjustment budget was around 3%~5% with a focus on
the competitiveness of the overall salary of key development
talents in R&D and engineering and those with outstanding
performance up to 8~10%.
Delta implemented annual salary adjustments based on the
performance of all employees, with 6% to 8% in plants in
Mainland China and 3% to 5% in the other plants. Besides
fixed monthly wages/salaries, employees in Taiwan are
eligible for three major bonuses including year-end bonuses,
performance-based bonuses, and profit-sharing. To retain
employees with outstanding performance and recruit talents,
promote organizational expansion, and enhance transformation
and technology improvements, the Company provided a salary
structure adjustment in 2021 for employees ranked
specialists and above by changing parts of the variable
salary to fixed salary and providing salary adjustments
based on their performance for the year. The average
increase was 9% to 15%.
Delta's board of directors has established the Remuneration
Committee and its organizational rules in accordance with
the Regulations Governing the Appointment and Exercise of
Powers by the Remuneration Committee of a Company Whose
Stock is Listed on the Taiwan Stock Exchange or the Taipei
Exchange. The board appointed independent director Mr.
Tai-Sheng Chao as the convener and chair of the committee.
The organizational rules clearly stipulate that the
committee's duties are to formulate and regularly review the
policies, systems, standards, and structure of directors and
managers' performance evaluation and remuneration, and to
regularly evaluate and set directors' and managers'
remuneration. The committee shall exercise care as a prudent
administrator to faithfully perform its duties and present
its suggestions to the board of directors for discussion.