Talent Attraction and Retention
Compensation Plan
Salary to Compensation
SKS ensures fairness and non-discrimination across all personnel systems, including compensation, benefits, performance evaluation, promotion, and reward and disciplinary measures. Employees receive equal treatment regardless of race, gender, age, marital status, sexual orientation, or disability.
Under the promotion and compensation system, salary ranges are established based on employees’ market value and the Company’s compensation policies to ensure a reasonable and fair salary structure. Academic background, professional experience, and years of service are used as the primary considerations for compensation decisions. For entry-level employees, the ratio between starting salaries and the statutory minimum wage is 1:1 for both male and female employees, ensuring fair and equitable compensation practices.
- Reference - Our company’s official website / Corporate Governance / Operational Status / Employee Compensation Policy and Implementation: https://reurl.cc/ZernaQ.
- The ratio of the annual compensation of the highest-paid individual (A) to the median annual compensation of all other employees (B) in 2025 was 3.70 (A/B = 3.70).
- The growth rate of compensation for the highest-paid individual from 2024 to 2025 (C), relative to the growth rate of the median compensation (D), was 1.42 (C/D = 1.42).
- For the most recent salary information of full-time non-managerial employees, please refer to the Market Observation Post System (MOPS).
| Category | Salary | Compensation | |||
|---|---|---|---|---|---|
| Gender | Male | Female | Male | Female | |
| Supervisors | Section Chief | 0.9 | 1.0 | 0.9 | 1.0 |
| Manager | 1.0 | 1.0 | 1.0 | 1.0 | |
| Assistant Manager | 0.8 | 1.0 | 0.9 | 1.0 | |
| Employees | Administrative | 1.0 | 1.0 | 1.1 | 1.0 |
| Sales | 1.0 | 1.0 | 1.0 | 1.0 | |
| Service | 1.1 | 1.0 | 1.0 | 1.0 | |
| Dispatch | 1.0 | 1.0 | 1.0 | 1.0 | |
- Supervisors include job levels from section chief to assistant manager.
- The statistical data above vary due to personal seniority, performance, and bonuses.
- Salary refers to a monthly base salary; compensation is the sum of a full year’s salary, variable bonuses, overtime pay, year-end bonus, performance bonus, excellent performance bonus, and employee compensation divided by 12 months.
SKS has always attached great importance to employee welfare measures. In accordance with the Employee Welfare Fund Act, we have established an Employee Benefits Committee to offer different welfare measures and incentive bonuses such as variable bonuses, year-end bonuses, performance bonuses, excellent performance bonuses, and employee compensation. Besides, dispatch personnel are also rewarded with apprehension bonuses when they apprehend thieves in order to ensure the safety of customer property.
- Birthday gift (voucher) and points.
- LOHAS points for the Dragon Boat Festival, Mid-autumn Festival, and Spring Festival.
- Wedding subsidy.
- Death subsidy for the employee, his/her parents, spouse, or children.
- Childbirth subsidy for the employee or his/her spouse (Note 1).
- Subsidy for the employee suffering from a major injury or disaster.
- Education subsidy for children of deceased employees.
- Scholarship subsidy for members' children.
- Subsidy for club activities organized by employees.
- Childcare-friendly environment (Note 2).
- Annual discount on accident insurance and additional medical insurance (including dependents).
- Dragon Boat Festival and Mid-autumn Festival bonuses.
- Year-end and performance bonuses.
- Excellent performance bonus.
- Employee compensation distribution.
- Spring banquet lottery event.
- Subsidy for club activities.
- Pension subsidy.
- Wedding and funeral subsidies.
- Overseas travel, domestic group travel (self-improvement activities) subsidies.
- Maternity leave, parental checkup accompaniment paternity leaves, and family care leave (Note 3).
- Contribute to Labor Insurance, National Health Insurance, and (new/old) pension systems in accordance with the law.
- Regular health checkups are better than those required by law.
- Employees are eligible for a childbirth subsidy of NT$6,000 per child. If both parents are SKS employees, both of them are eligible to apply for the subsidy. The subsidy amount is multiplied by the second or higher birth order.
- The Group’s representative has signed a childcare service contract with Hess Educational Enterprise Co., Ltd., and employees will enjoy preferential registration fees at all of Hess’s nursery schools and after-school daycare centers.
- In accordance with applicable regulations, SKS provides 8 weeks of maternity leave, 8 days of prenatal check-up and paternity leave, and a parental leave without pay program. In 2025, the return-to-work rate following parental leave was 60%. Return-to-work support measures are also provided after childbirth, including suitable job arrangements and flexible work locations based on employees’ needs.
Apprehension Bonus
| Year | 2025 | 2024 | 2023 |
|---|---|---|---|
| Apprehended cases | 23 | 45 | 17 |
| Commended individuals | 27 | 63 | 19 |
| Amount released (NT$) | 205,000 | 372,000 | 160,000 |