Chang Hwa Bank|Corporate Social Responsibility-Employee Communication Channel

For the best experience, change the screen to portrait mode.

:::

Employee Communication Channel

Employees are the most important and most valued assets of the Bank; thus, the Bank is committed to building a work environment where human rights are respected, free of discrimination and harassment, as well as safe, healthy, and friendly. In order to truly understand the needs of employees, the Bank has established diverse and bilateral communication channels to hear the voices of our employees.

Employee Satisfaction and Engagement

In order to listen to the voices of our employees and understand their feelings, the questionnaire on employee satisfaction and engagement is divided into six aspects, including job satisfaction, workplace satisfaction, salary assessment satisfaction, education and training satisfaction, health check-ups and consultation satisfaction, and employee engagement. The results of the overall satisfaction of the top five aspects are thereof all "satisfactory", with an average score of 3.8 points (out of 5 points). The result of employee engagement is "dedicated", with an average score of 3.43 points (out of 5 points).

Number of Samples

A total of 2,211 people responded to this questionnaire. The statistics of the questionnaire survey are as follows.

Results of the Survey

The questionnaire adopts sequential questions. According to the five-point scale of satisfaction/ engagement, it is expressed with a score of 1~5 points. The average scores and satisfaction / engagement levels of each aspect are as follows:

Labor-Management Meetings and Collective Agreements

Labor-Management Meetings

In order to achieve friendly interaction with its employees, the Bank has been holding labor-management meetings once every three months according to the "Chang Hwa Bank Guidelines for Labor-Management Meeting Implementation" since July 28, 1999, to conduct discussions and negotiations regarding matters such as labor-management relations and cooperation, employee salaries and benefits, and labor safety.

Protection by the Collective Agreement

In response to changes such as amendments to labor policies, laws and regulations, the Bank and the CHB Corporate Union representatives re-initiated negotiations regarding collective agreement. The Bank and the CHB Corporate Union signed the collective agreement again on May 14, 2018. The contents of the collective agreement were established after being fully discussed by the representatives of the employer and the employees, and after taking account of labor-related laws and collective agreements of peers in the financial industry. Many of the provisions in this collective agreement are superior to current legal requirements, such as paid annual personal leaves, family care leaves and sick leaves; compensation payment for employees who passed away due to illness or accident while on unpaid leave due to military service, injury, or illness, as to take care of their surviving dependents; and bone marrow or organ donor leaves with duration adjusted according to actual needs, as to encourage employees to participate in public welfare.
The Bank signed the "Collective Bargaining Supplementary Agreement" with the CHB Corporate Union on July 30, 2020, which was approved by the Department of Labor, Taipei City Government on record. With that, five articles in total were added (amended), including Article 7-1 "Anti-Free Rider Clause".
In order to enhance the harmony of labor-management relations, one seat of the Personnel Review Committee is reserved for a representative designated by the corporate union.

Employee Proposals

The Bank has established the "Incentive Guidelines for Employee Proposals" to encourage employees to propose constructive plans for the Bank's internal operating procedures and development of various businesses. After the employee files a proposal, the evaluation panel will decide on the award level and grant the prize money, as to achieve development in the Bank's business through employees' collective awareness towards management, proactive research, and drawing up of improvement programs.

Implementation Status：There were 20 employee proposals in 2023, among which 2 won the proposal award, 13 have not won the award, and 5 were returned due to not meeting the requirements of the proposal.

Exchange of Opinions with Employees

In order to exchange opinions with employees, the Bank has set up hotlines and an employee communication mailbox, so that employees' voices can be heard and responded to, as a way to improve the management of the Bank.

Education and training-hotline：02-2560-3659
Performance remuneration-hotline：02-2560-3658
Administrational welfare-hotline：02-2571-6735
E-mail：reward@chb.com.tw

Implementation Status：The Bank did not receive any emails from employees in 2023. If any employee email is received, it will be properly handled by the relevant department according to the rules.

Employee Complaints

The Bank has established "Chang Hwa Bank Employee Complaint Notice" to provide employee complaint channels. There was no employee complaints in 2023.

Competent Authorities' Penalties and Improvement Measures

No labor disputes or incidents related to work rights was imposed by the competent authorities in 2023.