Labor–management policy
The Company complies with the ILO Conventions and forbids any form of forced labor. If employees work overtime due to capacity needs, they are entitled to either overtime pay or compensatory leave. If operation faces dramatic change and could affect labor rights, the Company makes announcement in advance according to the Labor Standards Act and other relevant regulations to protect workers’ rights. Employees may report an issue and seek help for any damage to or infringement of their rights and interests via internal grievance channels. In 2022, there were not any employee grievance cases or cases in connection with violation of applicable laws, strikes or cease of operations.
Procedures for handling grievances
Labor–management communication
For the smooth communication between labors and the management, Yulon Motor convenes the labor–management meetings to have a thorough discussion on improvement of issues between labor and management and assigns personnel to attend the routine directors’ and supervisors’ meetings of the union to understand and reply to the union’s requests in order to achieve a harmonious labor– management relationship. The Company also discusses with officers of the union about matters regarding laboring and signs a group agreement covering and protecting all of the full-time employees. We often seek advice from the administrative authority governing labor issues and experts aiming to optimize our labor rights protection system and organize labor–management training courses regularly to increase labor’s awareness of self-rights and interests.
Besides the labor–management meetings, Yulon Motor has established various channels and systems for employee grievances, e.g. we created the“ Employee Message Column” in 2021 covering rolling company information and the summary of frequent Q&A, the grievance channel“ I Have Something to Say” and search function for past cases to allow employees to express issues using the anonymity function of the platform comfortably when they have troubles or questions of any kind. When the dedicated point of contact receives the question, he or she will transfer the case to relevant unit for reply and follow-up to ensure the employee’s question can be specifically addressed and effectively improved.
Employee communication channels
- Labor–management meetings
- Employee representatives’ meetings
- Employee Welfare Committee’s meetings
- Directors’ and Supervisors’ meetings
- Employee Message Column
- Nice to meet Yu Line
- New employee seminars
- Environmental safety officers’ meetings
- Employee grievance hotline (I Have Something to Say)
- President Seminars
- Training officers’ meetings
- Employee satisfaction
Employee satisfaction
Yulon Motor cares about employee development and retention, so it carries out employee satisfaction survey every other year to grasp employees’ core demands and formulate corresponding measures. We introduced the online questionnaire system for the 2022 employee satisfaction survey and adjusted and added questions to the survey by referring to the conditions of domestic and international industry benchmarks. Thereby, we extended the scope of topics covered in the survey and consequently facilitated a better understanding of employees’ opinions or demands for the Company’s existing system. Subsequently, we devised the corresponding improvement measures by benchmarking against industry peers. Combining with various existing channels, Yulon Motor has put employee communication and discussion into practice and continues driving the cooperation between labor and management for a better future.
Satisfaction Survey Result by Aspect
Improvement measures
|
Aspect |
Measure |
|---|---|
 Remuneration
|
In the future, we will take into account the difference between the salary of various job types and the market standard in the salary adjustment on top of the comprehensive consideration of price level, business performance, personal performance and development potential. |
 Development
|
|
 Corporate culture
|
|
