Employee Benefits / Environmental Safety
The company's labor conditions, such as wages, vacations, leaves of absence, retirement, and occupational accident compensation, comply with the provisions of the Labor Standards Act. Quarterly labor-management meetings are held to protect employee rights, implement employee management, and promote harmonious labor relations. The company has established "Guidelines for Complaints and Disciplinary Actions against Workplace Harassment." All employees of the company participate in labor insurance and national health insurance, with insurance premiums subsidized by the company in accordance with legal regulations. Policies related to recruitment, selection, employment, distribution, assignment, evaluation, promotion, education and training, and salary payment do not discriminate based on gender, sexual orientation, age, race, or religion.
In addition to legally safeguarding employees' rights, the company actively communicates all matters related to the rights of all employees through internal website announcements. For individual employee rights, various methods are employed to actively remind employees to assert their rights.
Employee Benefits
| Employee relations-enhancing welfare |
Capital Financial Group registered the establishment of the Employee Welfare Committee with the competent authority in 79, providing employees with subsidies for weddings, funerals, celebrations, club activities, travel, emergency relief, and other beneficial welfare measures. They also set up a dedicated area on the company intranet, offering access to contracted childcare centers, stores, employee subsidy information, and various diverse welfare products for group orders. They organize annual events such as the MVP selection, which has received great responses from employees. The company has subsidized various welfare measures of the 2025 annual employee welfare committee.
Other Employee Benefits in 2025:
|
|---|---|
| Employee further education and training | To nurture talent and enhance operational management effectiveness, our company actively conducts various educational training programs, including orientation for new recruits, specialized training, leadership development, and inviting experts and scholars to hold financial seminars. Since 1996, we have established Capital Financial University as a cradle for cultivating mid-level executives internally. We also conduct intensive training for sales personnel through province-wide video conferences and broadcast connections to improve their professional skills. To reinforce learning outcomes, we have developed multiple e-learning courses using various digital systems, enabling our colleagues to learn and grow anytime, anywhere. |
| Retirement system |
To care for employees after retirement, according to the employee retirement regulations, retirement reserves are set aside monthly in accordance with the law to establish long-term harmonious labor relations. Under the regulations of the Labor Standards Act, funds are deposited into a special account at the Bank of Taiwan under the name of the Labor Retirement Reserve Supervisory Committee, available for employees who meet the conditions of the retirement regulations. Additionally, in July of the 94th year of the Republic of China, in compliance with the implementation of the Labor Retirement Pension Act, the company respects employees' freedom to choose to apply the new retirement pension system, contributing 6% of monthly salaries to individual retirement accounts. According to our company's employee retirement guidelines, senior employees who have served for more than ten years and are aged fifty-five or older, or those who have served for more than twenty years, may apply for early retirement under provisions that exceed those of the Labor Standards Act. ‧ Under the Labor Standards Act retirement system, the company contributes monthly to a retirement reserve fund, ranging from 2% to 15% of the total monthly salary of the laborers, deposited into the special account for labor retirement funds at the Bank of Taiwan. ‧ Under the Labor Retirement Pension Act, the company contributes 6% of the insured salary of employees monthly to their individual retirement accounts at the Labor Insurance Bureau. |
| Employee insurance | In addition to legally providing employees with labor insurance and national health insurance, our company also offers group insurance coverage such as life insurance, accident insurance, accident medical care, and occupational hazard insurance. We also negotiate discounted group insurance plans for employees and their dependents, including term life insurance, accident insurance, medical insurance, and cancer insurance, to ensure their insurance welfare. |
Employee health
| Insurance and Employee Benefits |
Health Protection and Insurance Coverage
|
|---|---|
| Environmental Health |
|
Workplace safety
| Safety certification | Capital Financial Group has obtained the ISO 22301 certification for Business Continuity Management from the British Standards Institution. The primary purpose of this certification is to ensure that the company can minimize harm in the event of sudden emergencies, safeguarding personnel safety, compliance with regulations, customer rights, and the preservation of company reputation and assets. It also ensures that critical business operations within the group are gradually restored within recovery time objectives to maintain continuity of operations, with annual educational training provided to employees. | |||||||||
|---|---|---|---|---|---|---|---|---|---|---|
| Occupational Safety |
|
|||||||||
| Fire safety |
|
|||||||||
| Safety and security |
The company's business premises and all branch offices are insured for the following items:
|
Employee Engagement / Satisfaction Survey
The Capital Group conducts an “Employee Engagement / Satisfaction Survey” at least once a year. At year-end, the Human Resources Department distributes the questionnaire anonymously to collect employees’ feedback, ensuring objectivity and authenticity of responses. The survey covers eight major categories: “Organizational Climate,” “Leadership,” “Management Systems,” “Job Satisfaction,” “Work Environment,” “Human Rights Protection,” “Promotion of Sustainable Finance,” and “Organizational Identification,” comprising a total of 15 questions.
It provides a comprehensive understanding of employees’ perceptions of the Company’s systems, culture, and working environment over the year. The survey covers all employees in Taiwan, and its results serve as an important basis for refining management systems, strengthening employee care, and advancing the Company’s sustainability initiatives.
| Year | 2024 | 2025 |
|---|---|---|
| Response Rate (%) | 32% | 79% |
| Respondents | 99 | 266 |
| Distributed | 307 | 338 |
Survey Results
| Category | Analysis |
|---|---|
| Organizational Climate | Employees highly recognize the positive internal atmosphere; however, there remains room for improvement in cross-departmental collaboration. |
| Leadership | Employees give positive feedback on supervisors’ communication and the professionalism and fairness in task allocation, indicating growing recognition of managerial effectiveness. |
| Management Systems | Employees hold an overall positive view of workplace safety and operational systems; however, the transparency and incentive effectiveness of the linkage between performance and rewards can be further strengthened. |
| Job Satisfaction | Most employees maintain a positive attitude toward company support and future development, while having higher expectations regarding career development paths and the practical linkage between training and daily work. |
| Work Environment | Overall scores remain at a high level, indicating that the working environment, training programs, and resources provided effectively support employees’ professional performance. |
| Human Rights Protection | Welfare measures, health care initiatives, and gender equality policies receive high recognition, reflecting stable achievements in human-centered management and the promotion of a friendly workplace. |
| Promotion of Sustainable Finance | Employees generally recognize the Company’s efforts in ESG and sustainability-related initiatives, and feel a sense of pride in the Company’s commitment to environmental and social responsibility. |
| Organizational Identification | Employees demonstrate a strong sense of belonging to the KGI Financial Group and express willingness to continue growing together with the Company. |
Based on the employee satisfaction survey results in recent years, both the highest and lowest scoring items have consistently fallen under the “Organizational Climate” category, presenting a representative contrast in organizational culture. While employees generally agree that relationships with colleagues are harmonious, indicating a solid foundation of a positive workplace atmosphere and mutual trust, satisfaction with cross-departmental collaboration remains relatively lower. This suggests that positive interpersonal relationships have not yet been fully translated into organizational-level collaborative effectiveness.
Conclusion and Improvement Plan
Future improvements will focus on turning our positive workplace culture into more practical and effective ways of working. The Company will strengthen communication between departments, clarify roles and responsibilities, improve workflows, and encourage more cross-department projects and regular coordination. We will also work to make information sharing more open and timely.<br>Through these efforts, we aim to make collaboration across the organization smoother and more efficient, helping us move from simply “getting along well” to “working well together,” and turning good relationships into real results and stronger overall performance.
