Remuneration Policy

As a high-tech chemical company, we are committed to providing our customers with the best quality and services. We also follow the philosophy of “Management by Love” in our corporate governance, providing reasonable benefits and welfare for our employees and maintaining harmonious labor relations.
Everlight Chemical adopts practices that exceed requirements of the Labor Standards Act, providing employees with competitive compensation and a stable work environment to enable long-term professional growth. We regularly review our compensation levels against industry standards to ensure competitiveness and sound internal management. We also offer additional variable compensation such as bonuses, determined based on individual employee performance and achievement of organizational or profitability goals, to reward employees for their outstanding accomplishments and share the fruits of the organization’s success with employees.

Governance of Compensation Management

The Board of Directors is Everlight Chemical’s highest governance body, under which a Remuneration Committee is established in accordance with the law. The committee’s responsibilities are as follows:
  1. Periodically review the Company’s remuneration measures and provide suggestions accordingly
  2. Formulate and regularly review the policy, system, standards and structure of performance assessment and remuneration of directors and managers
  3. Regularly review the remuneration of the Company’s directors and managers

Process to Determine Remuneration

Article 27 of the Company’s Articles of Incorporation stipulates that 5% of the Company’s annual profits shall be allocated as employee remuneration where the Company realizes profits in the year. The compensation and bonuses of managers are determined based on the Company’s standards for remuneration and take into account the executive’s role, contribution, performance and responsibilities. Compensation decisions are reviewed individually by the Remuneration Committee on a regular basis and submitted to the board for approval. Performance evaluation includes criteria such as professional competence, interpersonal skills, values and leadership abilities and serves as the basis of year-end bonuses and employee remuneration.

Director Remuneration

In accordance with our Articles of Incorporation, the Board of Directors is authorized to determine remuneration of the Company’s directors, regardless of the Company’s profit or loss, based on their devotion to the Company’s operation and the value of their contribution and taking into account the compensation level of industry peers. The reasonableness of the compensation is approved by both the Remuneration Committee and the Board of Directors. Directors receive fixed remuneration and do not receive variable compensation.