Employees are the foundation of AMED. The company attaches great importance to the needs and satisfaction of employees within the company. Therefore, a number of mechanisms have been set up to investigate the opinions of colleagues, including employee suggestion boxes and labor-management meetings.

Labor-management meeting: 1 time/quarter

The representatives of the AMED Labor-Management Conference are composed of high-level executives and colleagues from various departments. Regular meetings are held every three months. Through active communication between labor and management to enhance cooperation and reduce conflicts, the two parties can reach a consensus to promote labor-management cooperation and improve Work efficiency.

Establish a diversified two-way communication channel, listen to the voice of employees at any time, and set up a special line for employee complaints:

02-22982-1755#140, the special e-mail box for appeals: hr@AMED.com.tw, by a dedicated person

Deal with employee reactions.

Strategic objective: conduct an anonymous survey on gender equality in the workplace from time to time

Promotion of gender equality culture in the workplace

The current ratio of male and female supervisors is 5.3:4.7. The overall corporate culture is gender-friendly, and we continue to pay attention to whether employees’ perceptions of the workplace culture are positive and friendly

Pay attention to human rights and the diversified development of talents.

Through fair and open recruitment channels, regardless of gender, race, or nationality, all appointments are treated equally to enjoy the same rights and various benefits, and we are committed to protecting basic human rights. Ensuring the employment of disadvantaged groups, hiring employees with disabilities, and treating foreign workers equally and friendly.

action plan:

Treat foreign workers equally and friendly

The recruitment website publicly solicits the delivery resumes of persons with disabilities.