To ensure all employees have a good understanding of sexual harassment in the
workplace and know their rights and how to respond and seek help, the internal training platform, the
Learning Center, provides a scenario-based online course, "Say No to Sexual Harassment and Create a
Better Workplace" for all employees. In addition, all new hires are required to complete the course.
Zero tolerance policy for discrimination
LITE-ON is committed to recruiting, hiring, training, compensating, promoting, contracting, retiring, and providing other employment conditions without regard to race, color, religion, national origin, gender, sexual orientation, age, disability or other characteristic protected by law. LITEON is striving to become a workplace where workforce diversity and equal opportunity are respected and implemented.
Employee satisfaction/engagement survey

Labor Unions
Each LITEON’s major plant in Taiwan and overseas is equipped with a union, of which 59.25% of the workers are union members. Union representatives are elected by employees, and represent the employees in regular engagement with the management. Meanwhile, the unions gather information, call regular meetings, discuss counter measures, and direct union activities, such as group travel and employee care programs. The unions also work to protect the rights of employees and maintain a stable employer-employee relationship.
Percentage of union membership
2017 | 2018 | 2019 | 2020 |
66.9% | 64.64% | 59.29% | 59.25% |
➤ For more information on employee welfare measures, please see Human Resources section LOHAS at LITEON
Protection of Interests of Employment
To ensure protection of employees’ interest, LITEON set up all of the relevant policies in accordance with the regulations and laws:
Lawful hiring practices
LITEON complies strictly with employment regulations by prohibiting the use of child labor aged below 15; meanwhile, employees aged below 18 are not allowed to perform dangerous work. All changes to terms of employment have been duly notified as required by law.
Fair performance assessment
LITEON designs performance management with the aim to improve performance of individual employees and the organization as a whole. The company has instituted two-way communication and implemented an employee development plan. Performance assessments are fair and reasonable, so that assessment results can provide a basis for promotion, salary increments, remuneration, and employee training. If an employee is not competent to perform his or her work, LITEON will provide counseling or transfer the employee to a suitable position or affiliated enterprise. If the employee still fails to fulfill the terms of the employer-employee relationship, the company will give the appropriate notice* and terminate the employee's contract with severance pay in accordance with relevant laws and regulations. The company will also provide relevant proof and documents required by law in order to facilitate the application for unemployment benefits or professional training grants for the employee and to protect the employee's employment rights.
The minimum notice periods for plants in Taiwan governed by the Labor Standards Act are as follows:
Those who have been in employment for three months or more but less than one year should be given a ten-day notice.
Those who have been in employment for one year or more but less than three years should be given a twenty-day notice.
Those who have been in employment for three years or more should be given a thirty-day notice.
Executive managers
In order to strengthen corporate governance, the performance indicators of executive managers were revised as shown in the table below after the Compensation Committee resolution approved by the Board of Directors in 2020.

Performance review of indirect labor

Performance review of direct labor
There is a direct link between performance of direct labor and the company's production performance. Therefore, for those in direct labor, the plants follow a monthly bonus system based on product characteristics. Employees are rewarded according to performance. Employees' overall performance will be scored in the annual performance review at the end of each year.
New hire review
When a new employee reaches the end of his/her trial period, the manager should conduct an interview and assessment regarding the employee's performance during the trial period. For those who fail to pass the review, the company may terminate the employment contract as permitted by law or, by mutual consent, extend the trial period. The extension should not exceed the original trial period.
Employee Care ▸
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