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Home / ESG Information / Happy Workplace / Employee Benefits and Compensation
TRK Corporation is committed to building a sustainable and happy workplace. The company has established a comprehensive and law-surpassing benefits program consisting of four major categories and 24 distinct benefit items. A Welfare Committee is in place to regularly review and discuss employee benefit plans. TRK actively promotes engaging and inclusive employee club activities and continuously enhances physical and mental wellness measures to increase employee satisfaction and organizational cohesion.
One of the key initiatives is the “TAROKO PLUS APP”, through which employees receive exclusive monthly benefit vouchers. These vouchers allow employees and their invited friends or family members to access TRK’s nationwide leisure and sports facilities free of charge. In 2024, the total value of employee benefit vouchers distributed reached NT$4,721,900, covering all staff members. This initiative not only integrates wellness into the benefits system but also encourages a healthy lifestyle by enabling “exercise right after work with zero time gap for wellness.”
Continuing education subsidies
Group insurance
Birthday gift bonus
Wedding gift bonus
Childbirth gift bonus
Hospitalization condolence payments
Bereavement condolence payments
Exclusive discounts on proprietary brands
Department store counter discounts
Partner store special offers
Retirement fund contributions
Appreciation banquets for retirees
Old Pension System:
Employees who remained under the old system after the Company’s restructuring in 2005 are subject to the old system under the Labor Standards Act. The retirement benefits are calculated based on the number of years of service and the last monthly salary.
New Pension System:
The Company adopts a defined contribution system. Contributions are made monthly to the employees’ individual pension accounts at 6% of their monthly salary, in accordance with the Labor Pension Act and published contribution tables by the Bureau of Labor Insurance.
Taroko Group is committed to offering a competitive and industry-leading compensation structure. Our total compensation package includes base salary, allowances, and bonuses. We implement gender-equal pay practices and provide a transparent and fair promotion pathway.
The compensation system is established based on government regulations, prevailing market salary levels, and the Company’s operational performance. The minimum starting salary for new employees is NT$30,000, while the average starting salary is NT$36,000—1.3 times higher than the 2024 statutory minimum wage of NT$27,470. The Company has established a salary grading scale according to job level and category. Salary differentials are determined by employees’ professional competencies, functional skills, and performance evaluations.
In addition to statutory wages, we offer a variety of allowances and a performance-based incentive system. Bonus distributions are tied to corporate performance as well as team and individual results, with year-end bonuses granted based on the Company’s profitability to share operational achievements with employees.
Salary adjustments are conducted biennially based on external market salary surveys and internal business conditions. In 2024, we implemented an average salary increase of 11% for frontline staff, exceeding the industry average. For 2024, there were 146 male employees and 223 female employees in non-supervisory positions, with average annual salaries of NT$636,000 and NT$540,000, respectively. The overall median salary was NT$475,000. The average annual salary of all full-time employees was NT$579,000, with a median of NT$495,000—reflecting an approximate 5% increase compared to the previous year’s average of NT$550,000 and median of NT$472,000.
The Company has established reasonable employee benefit programs—including compensation, bonuses, leave, and various welfare measures—while upholding gender pay equality and providing a transparent and fair promotion pathway.
Our compensation policy is based on employees’ professional capabilities, contributions, performance, market competitiveness, and the Company’s long-term operational risk considerations.
In accordance with Article 27 of the Company’s Articles of Incorporation, no less than 0.5% of the annual profit, if any, shall be allocated to employee remuneration.
In the fiscal year, due to no remaining profit after offsetting accumulated losses, the Company did not appropriate employee and director/supervisor remuneration. Year-end performance bonuses were distributed based on a weighted evaluation of team performance and individual contributions.
TRK Corporation treats employees with openness and respect, values their opinions, and has established multi-channel communication platforms to listen to employee voices. We proactively, discreetly, and promptly address, respond to, and follow up on issues, fostering constructive two-way communication and enhancing employee engagement in corporate systems and policies. This also enables early identification of potential issues and the adoption of effective improvement measures.
In addition, we have implemented a comprehensive grievance mechanism. In the event of any misconduct, the designated unit will initiate an objective, fair, and confidential investigation. Disciplinary actions will be handled in accordance with relevant laws and the Company’s internal reward and penalty policies. The Company also offers necessary support, such as psychological counseling, to the complainant.
