Sustainable Development

The company analyses various needs and employees' abilities at the end of the year, formulates annual education and training plan (divided by position, department and profession) and implements it according to the plan. The main ways of learning are internal training, self-study, short-term external training, job rotation, teacher-apprentice, speech contests, book clubs and so on. In addition, employees are encouraged and supported to achieve learning objectives related to job and career development and skill improvement in a manner, and the effectiveness of education and training is evaluated.

During the recruitment process, the identity of applicants is strictly audited to ensure that no child labour is employed. In addition, the company respects the human rights of employees, strictly prohibits the employment of child labour and forced labour, and organises internal inspections from time to time to ensure that the employment of labour is legal and compliant to the maximum extent possible.

The company strictly implements labor and production safety laws and regulations such as the Labor Contract Law, the Production Safety Law, and the Occupational Disease Prevention and Control Law, comprehensively clarifies regulations on labor employment, employee vacations, overtime, etc. Similarly, it strictly abides by and implements national labor laws and regulations, and protects the legitimate rights and interests of workers. In addition, the company is people-oriented, and formulates various protection measures according to different needs and provides personalised support. For example, the economic responsibility system of the process with clear rewards and punishments, the establishment of husband and wife rooms, the old to bring in the new, the master-apprentice system, the cultivation of multi-capable workers, the company in the summer for the staff to pay high-temperature benefits, holiday benefits, birthday benefits, etc. Meanwhile, the company attaches great importance to the construction of the relationship with the staff, and regularly communicates with the staff to establish communication channels, the company adopts the rationalised proposal, satisfaction survey, general manager's mailbox, the staff representative meeting, Performance interviews, exit interviews and other channels to listen to and adopt the suggestions of employees, through analysis and evaluation, identify and determine the key factors affecting employee rights and interests, satisfaction and motivation.

Sanlux Co., Ltd. adheres to the principle of "openness and fairness" in the recruitment process, treats applicants equally, recruits talents based on merit, and does not discriminate against any applicant based on age, disability, ethnicity, gender, marital status, nationality, political affiliation, race, religion, sexual orientation, or whether or not they join a union.

Sanlux does not discriminate or treat employees unfairly based on race, religious beliefs, gender, nationality, age, marital status, disability, and sexual orientation in terms of salary, training, and promotion opportunities. Meanwhile, our company stipulates that female employees will not be discriminated against or have their wages reduced without reason during the three periods of pregnancy, childbirth, and breastfeeding. The wage distribution implements equal pay for equal work for men and women, and the basic salary of female employees is guaranteed to be paid normally during the three periods. In addition, the company is committed to creating a respectful and equal working environment. We firmly oppose any form of sexual harassment and will adopt a zero-tolerance policy for any sexual harassment. Once the existence of sexual harassment is confirmed, the company will take appropriate corrective measures, including but not limited to warnings, suspensions, dismissals, or other appropriate disciplinary measures.