大同股份有限公司

Rights of the Employees

Human Rights Training

The vision of Tatung is to fulfill the social responsibility. Tatung actively involves in social welfare activities, respects and cares for life. In addition, Tatung helps employees to clarify the values and concepts, as well as respect for dignity and human rights through common educational courses. For example, in general staff training courses we emphasis on ethics, team work, and respect. The manager-level training emphasizes equal rights for men and women, respects individual differences such as race, color, gender, language, and religion, avoids prejudice and discrimination, abides by the principles of fairness and justice, and shows empathy and affinity, so that all employees of the company can understand and practice human rights. As for security personnel, education in regarding to respect the employees’ emotion and wills is given before carrying out their duties. This is not only ensuring the employees’ human rights but also making security duties go smooth.

Freedom of association and collective bargaining

Tatung Labor Union was founded in 1959 for the purposes of taking care of labors’ rights, improving labors’ living standard, conducting collective bargaining, etc. Each employee has freedom choice to be the member of the union. Currently Tatung has totally 5 labor unions distributed in the HQ and factories. Tatung does not interfere with the wills of the employees to join labor unions. In 2021, 75.24% of employees are the members of labor unions.

▼ Percentage of employees who are labor union member




Labor-management relations

In order to provide employees with a working environment that complies with laws and regulations and continues to strive towards employee harmony. Tatung has “Regulations of Processing Employees’ Complaints” and other practices in place for the employees to complain about any disputes or sexual harassments and provides a channel to deal with. Tatung uses various methods such as gatherings, e-mails, electronic newsletters, or internal documents to deliver information in regarding to strengthen antidiscrimination, sexual harassment related prevention measures and appeal channels to the employees. The employees can not only propose questions in labor-management meetings or to labor unions, but also can directly mail the questions to Chairman’s Box or HR e-mail. There was no major labor-management dispute in 2021. Tatung sets the minimum notice periods regarding to operational changes in “Company Rules”. When there is any major change in operation and may affect employees, Tatung shall notify the employees according to it and give severance pay.

▼The shortest notice period




Child labor and forced labor

Tatung Labor Union was founded in 1959 for the purposes of taking care of labors’ rights, improving labors’ living standard, conducting collective bargaining, etc. Each employee has freedom choice to be the member of the union. Currently Tatung has totally 5 labor unions distributed in the HQ and factories. Tatung does not interfere with the wills of the employees to join labor unions. In 2021, 75.24% of employees are the members of labor unions.
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