Employees & Society

  1. Home
  2. Sustainability
  3. Employees & Society
  4. Employee Benefits


Employee Benefits

Sustainability

Employee Welfare and Care
Love-Centered Values, Building a Happy Workplace Together
I. Comprehensive Benefits System to Safeguard Employee Well-Being

Arizon RFID Technology Group values the physical and mental well-being and quality of life of every employee and is committed to establishing a diverse, flexible, and people-oriented benefits system. In addition to providing a sound compensation structure and all insurance coverage required by law, the Group has developed multi-layered benefits tailored to employees’ diverse needs, including:

  • Health Care and Medical Protection
    Labor insurance, health insurance, critical illness insurance, group insurance, dependent coverage for employees’ family members, overseas travel safety insurance, biennial health examinations, and on-site medical and nursing services.
  • Bonuses and Incentive Programs
    Year-end bonuses (guaranteed at a minimum of 30 days), business performance bonuses, referral incentives, patent rewards, and recognition programs for outstanding and long-serving employees, encouraging shared growth between employees and the Company.
  • Work–Life Balance and Family Support
    Additional special leave, menstrual leave for female employees, prenatal check-up leave and accompanying prenatal check-up leave, maternity health protection leave, family care leave, lactation rooms, and partnered childcare service providers.
  • Employee Care and Engagement Activities
    Regular employee trips, year-end banquets or spring gatherings, occasional afternoon teas and team meals, festive gifts, and birthday allowances to foster team cohesion and enhance employee well-being. 
  • Career Development and Growth Support
    Professional skills training and subsidies for continuing education to support employees’ ongoing development and career advancement.

Arizon RFID Technology Group upholds the principle of fair and equitable compensation. Salary determination is free from discrimination based on gender, age, place of origin, or personal status. Compensation levels are regularly reviewed against market benchmarks to ensure competitiveness and effective employee motivation.

II. Family-Centered Approach: Strengthening Emotional Bonds within Arizon

In May 2025, the Yangzhou facility hosted a Family Day event themed “Building a Home with Love, Connecting through Responsibility.” Carefully organized by the Labor Union and centered on the concept that “Labor Is Honorable,” the event invited employees and their families to participate together.

During the event, family members toured the facility and experienced the working environment firsthand, gaining deeper insight into employees’ daily work and developing a stronger appreciation for Arizon’s corporate culture, values, and sense of care.

A series of educational and interactive activities were designed to combine learning with enjoyment, including games such as “Reverse Rice Planting,” “Herding Chickens,” and a “Labor Skills Challenge.” Parent-child collaborative activities, such as the “Potato Harvest Project,” further emphasized the values of labor, teamwork, and cooperation. In addition, clown performances and outdoor activities such as fishing and ring toss brought joy, laughter, and quality family time for children.

Through this Family Day event, Arizon not only demonstrated its genuine care for employees and their families, but also strengthened emotional connections between employees and the Company, enhancing their sense of belonging and organizational cohesion. Arizon firmly believes that only with the warmth of family can an enterprise grow sustainably and thrive over the long term.

III. Retirement Protection and Long-Term Commitment

Arizon RFID Technology Group implements comprehensive retirement systems in accordance with local laws and regulations to ensure employees’ financial security and well-being after retirement.

  • Mainland China
    In compliance with the Labor Contract Law of the People’s Republic of China, the Regulations on the Administration of Housing Provident Funds, and relevant local government requirements, the Group makes statutory contributions to employees’ social insurance and housing provident funds, safeguarding their basic rights and benefits.
  • Taiwan
    In accordance with the Labor Standards Act, the Labor Insurance Act, and the Labor Pension Act, Arizon has established a Labor Retirement Reserve Fund Supervisory Committee and a dedicated fund management system.
    For employees under the old pension system, the Company makes monthly contributions to the retirement reserve fund based on actuarial calculations. For employees under the new pension system, the Company contributes 6% of monthly salary to individual pension accounts in accordance with the applicable salary grades.

As of the end of 2024, the cumulative balance of the Labor Retirement Reserve Fund in Taiwan reached NTD 13,725 thousand, with an additional NTD 82 thousand contributed for foreign employees’ retirement funds, demonstrating Arizon RFID Technology Group’s long-term commitment to retirement security and responsible employment practices. 

IV. Advancing a Culture of Well-Being and Happiness

From comprehensive employee benefits and family-centered initiatives to learning support and retirement protection, Arizon RFID Technology Group puts its people-first philosophy into action through concrete and sustained efforts. The Company remains committed to continuously enhancing employee welfare policies, promoting a healthy balance between work and personal life, and fostering a safe, healthy, and inclusive workplace where employees feel a strong sense of belonging.

By empowering every member of the Arizon team to grow alongside the Company and share in its achievements, Arizon strives to build a resilient and caring organizational culture and to move forward together toward a more sustainable future.

Employee Satisfaction Survey and Improvement Mechanism

The Company values employee feedback and organizational climate, and regards the employee satisfaction (employee climate) survey as an important tool for continuously improving management quality and organizational culture. Through regular collection of employee feedback, the Company uses survey results as a reference for management review and institutional improvement.

I. Implementation of Employee Satisfaction Surveys

In 2025, the Company conducted employee satisfaction surveys across its major operating locations, including Taiwan, Mainland China, Vietnam, Japan, and the United States, taking into account the different stages of organizational development and operating conditions at each location. The overall implementation is summarized as follows:

  • Survey participants and coverage:
    The survey targeted active employees. Each operating location conducted the survey based on its workforce size and operational arrangements, covering feedback from the majority of employees.
  • Responsible unit:
    Surveys were conducted at each operating location, with the Human Resources function responsible for consolidating and analyzing the results.
  • Survey frequency and period:
    Conducted on a regular annual basis, with certain operating locations carrying out supplementary or phased surveys based on management needs.
  • Survey method and scope:
    Anonymous questionnaires were used. Survey topics covered core areas including job satisfaction, management support, communication and collaboration, work environment, perceptions of compensation and benefits, and overall organizational climate.

Overall results indicate that employees provided positive feedback on teamwork, mutual support among colleagues, and the Company’s care for employees. At the same time, differences were observed across operating locations in areas such as management communication, workload, work environment, and perceptions of compensation and benefits. These insights serve as important references for subsequent improvement efforts.

II. Improvement Directions Based on Survey Results

Based on feedback collected from the 2025 employee satisfaction surveys, the Company has identified the following common improvement directions, which are being advanced jointly by management and the Human Resources function:

  1. Strengthening management communication and organizational stability
    Enhancing transparency and cross-level communication through existing management communication mechanisms and review processes.
  2. Reviewing workload distribution and role clarity
    Using survey feedback to assess work allocation and process design as a reference for future workforce planning and operational optimization.
  3. Gradual improvement of the work environment and workplace safety
    Continuing to monitor feedback related to the work environment and workplace safety, and incorporating such items into improvement evaluations and prioritization at operating locations.
  4. Addressing compensation, benefits, and employee retention considerations
    Taking employee feedback on compensation, benefits, and development opportunities as input for reviewing human resource systems and long-term talent retention strategies.

The above improvement directions are incorporated into ongoing management tracking mechanisms, and progress will continue to be reviewed through future employee satisfaction surveys to form a continuous cycle of survey, improvement, and follow-up.

III. Ongoing Company-Level Enhancement

Recognizing that operating locations are currently at different stages of organizational development, the Company will continue to strengthen the overall planning and consistency of employee satisfaction surveys through the Human Resources function. The Company is progressing toward establishing a company-level survey framework and management mechanism, with the objective of improving cross-location comparability and management insights, while continuously enhancing employee experience and organizational culture.