Friendly Workplace
Human Rights Policy
inergy Technology are committeed to protecting employees' human rights and support the Universal Declaration of Human Rights. It have set the anti-discrimination and anti-harassment policies to ensure a workplace free from sexual harassment, with mandatory training for all new employees and a dedicated complaint channel. To protect employment rights, it comply with legal notice periods during major operational changes to minimize the impact on both inergy Technology and its employees. We hold reqular labor-management meetings to address concerns and maintain strong relations. In 2023, there were no incidents that compromised employee rights.
inergy Technology's human rights policy, approved by the Chairman, applies to all subsidiaries and promotes a safe, dignified, and equal working environment. This policy extends to its suppliers and partners, requiring respect for human rights in their operations. It prohibits all forms of discrimination, ensure equal pay, uphold freedom of association, and protect disadvantaged and high-risk groups by banning human trafficking, forced labor, and child labor. In accordance with the Gender Equality in Employment Act, employees can take unpaid parental leave after six months of service until their child turns three. If special leave is needed, inergy Technology preserves employment rights, and upon return, restore their position, salary, benefits, and seniority.
Human Resource Framework
As of the end of 2024, inergy Technology had a total of 89 employees, consisting of 88 permanent employees and 1 temporary employee. By employment type, there were 88 full-time employees, 1 part-time employee, and 0 non-guaranteed hours employees. Additionally, certain administrative tasks, such as office cleaning, are contracted to external providers. As of year-end 2024, there was 1 such external worker. The company’s workforce has demonstrated steady growth over the past three years.
Employment Composition
At inergy Technology, we take pride in our balanced workforce: 54% men and 46% women, with 78% of our team aged between 30 and 50. We are committed to an inclusive workplace, employing one staff member with disabilities.
Our global vision is reflected in our recruitment, with talent from two nationalities. While 12% of our team operates in overseas markets to drive international growth, our senior leadership remains deeply rooted in the local community—100% of our executives are local residents. We continue to promote diversity and equality as core pillars of our corporate culture.
Labor-Management Relations
At inergy Technology, we strive to create a transparent and balanced dialogue between our team and the company. Through various channels such as labor-management councils, the Welfare Committee, and feedback surveys, we provide a space where every employee’s opinion is valued and responded to. Our goal is to minimize friction and strengthen the bond between our leadership and staff, ensuring a workplace defined by stability, harmony, and mutual respect.
Talent Cultivation
Talents is inergy' Technology's greatest asset, only with great talent can maximize the profit and effectiveness. It established a dedicated policy in talent cultivation. It recruit talents through multiple channels such as job board, advertisement, employment counseling, and application through the Ministry of Economic Affairs.
Performance Appraisal
To facilitate thorough discussions between managers and subordinates regarding key objectives, reinforce core values, and establish Individual Development Plans (IDP), inergy Technology has implemented the "Employee Performance Appraisal Regulations." This system ensures a fair, reasonable, and objective evaluation process, serving as the basis for job assignments, promotions, salary adjustments, bonuses, and training development. Through probation evaluations for new hires and annual performance reviews, we aim to accurately reflect employee achievements, provide positive feedback, and set breakthrough goals for the coming year.
Furthermore, the company’s personnel regulations include "Employee Reward and Punishment Measures." Achievements or conduct that meet or violate company standards are reported by department heads to the General Manager for final decision and announcement. These records, along with annual appraisal results, are key factors in determining promotions, salary increases, and bonus distributions.
2024 Performance Review Status: In 2024, all new employees at inergy Technology completed their probation evaluations. For the annual performance appraisal, all full-time employees—excluding those who had been with the company for less than three months or were on unpaid leave—successfully completed the review process.
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Cultivate policy
inergy Technology prioritizes employee development, knowing that the continuous education and training are key to fostering both individual and company growth. Its cultivate policy is to "identify, plan, and execute tasks aligned with employees' capabilities, developing them into professionals who create value for sustainable growth." To boost organizational competitiveness, it has implemented a training system covering new recruits, on-the-job training, and professional qualifications. Its "Education and Training Management Procedures" guide the promotion of training courses and projects in various fields, aligned with inergy Technology's annual operational goals. -
New recruits educational training
To help new recruits quickly adapt to the work environment and meet company goals, the HR, department supervisors and colleagues will provide professional guidance. Ensuring a smooth integration into inergy Technology's culture and work processes. HR also coordinates training for recruits, covering general courses such as company overview, HR operations, environmental safety, labor rights, and computer system use, as well as basic professional courses like R&D operations and quality/environmental/safety management systems.
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On-job training
At the end of each year, the Human Resources Department develops an annual on-job training plan, aligning with inergy Technology's goals and employees' individual training need. The HR team coordinates general management education courses, while professional training follows the annual plan. This includes specialized training for colleagues, external skill development programs, and adjustments to the course plan based on evolving needs. -
Professional qualifications
For new recruits, supervisors assess their professional qualifications by using the probation assessment form and employee qualification evaluation form. The evaluation must be completed within three months of the employee's onboarding, with the new recruitment education and training form attached for the probation review.
Occupational safety training
To ensure effective occupational safety and health management and maintain a safe working environment. inergy Technonogy has designated occupational safety supervisors, and fire prevention managers. Regular training is provided to support these roles.
Emergency response drill execution
In response to the rising number of workplace accidents in Taiwan, inergy Technology has intensified its focus on disaster prevention. Alongside educational lectures, it conducts regular fire safety drills for all staff to ensure proficiency in disaster prevention and emergency evacuation procedures.
Employee Safety and Health
To align with SDGs by ensuring decent working conditions, health, and well-being, inergy Technology has appointed a Class A Occupational Safety and Health Specialist. We have established the "Industrial Safety and Health Management Procedures" and the "Safety and Health Work Codes" to guarantee a secure environment, prevent accidents, and protect the lives and health of our employees, thereby enhancing operational efficiency.
Employee safety education and training are integrated into our annual plans for daily implementation. For instance, the operation of laboratory electrical equipment is led by trained and qualified personnel who guide new hires in safe and correct usage. In addition to periodic laboratory safety briefings, we arrange for new employees to receive comprehensive equipment operation training at original equipment manufacturers.
