Salary & Welfare
As a wholly-owned subsidiary of Sinyi Realty Inc., Sinyi Development follows the compensation and rewards principles set forth by the Sinyi Group. Although there is no separate independent director or a compensation committee in place, nor external consultants for assessing the company´s compensation and rewards system, Sinyi Development´s compensation and rewards system is guided by three key principles. , These principles establish a clear management mechanism that managers and employees can follow and implement.
Fair Compensation and Transparent Career Advancement
Sinyi Development has established the "Job Level and Salary Management Regulations" to clearly define employee salary adjustment procedures and promotion criteria based on job performance and competency requirements. Each April, a comprehensive internal salary review and adjustment is conducted.
We place great emphasis on professional experience accumulation and value passing down knowledge across generations. Through transparent promotion channels and salary adjustment meetings, Sinyi Development fosters a spirit of surpassing oneself without shortcuts, encouraging continuous professional growth and achievement.
Salary and promotions are determined based on performance evaluations, market benchmarks, internal assessments, and individual professional development, without discrimination based on gender, religion, marital status, or nationality. Fair and reasonable compensation is provided to all employees in accordance with company policies.
Sharing Business Achievements
Sinyi Development implements a "Performance Incentive Bonus Program," enabling employees to share in the company’s business success and encouraging contributions to corporate growth.This initiative also aims to boost employee morale and reduce turnover, attracting outstanding talent into our team. Annual bonuses are distributed based on overall business performance results, embodying the spirit of collective achievement and profit-sharing within the organization.
Performance Management
Sinyi Development supports continuous employee growth through comprehensive talent development and career learning mechanisms. Beyond systematic training programs, we focus on timely identification and cultivation of high-potential employees, ensuring the organization remains agile and adaptable to market challenges. A transparent and consistent performance appraisal system has been established, allowing fair evaluation of individual contributions based on clear goals. Annual performance reviews and feedback are conducted to identify opportunities for improvement and set new growth targets. In 2023, Sinyi Development ensured that the completion rate of performance appraisals across the organization reached 100%, reinforcing a performance-driven culture.
Welfare System
Family Care
1. Parental Leave without Pay Sinyi Development fully complies with relevant legal requirements regarding employees’ applications for and return from parental leave without pay. As of December 2024, there were no employees who utilized this benefit. 2. Second Child Birth Incentive Program In support of the government's initiatives to encourage childbirth, Sinyi Development has implemented the "Second Child Birth Incentive Program." Employees who have completed one year of service and give birth to a second (or subsequent) child are eligible to receive a NT$120,000 incentive per child. As of December 2024, no employees have yet utilized this incentive program.
Work-Life Balance
Sinyi Development promotes the "Employee Assistance Program (EAP)." Through a dedicated hotline, employees can schedule individual consultations with external professional advisors to seek support on issues such as career development, family matters, emotional well-being, mental health, financial planning, and legal concerns. The program aims to help employees manage personal challenges outside of work, supporting their mental and physical health and fostering a balanced work-life dynamic. Furthermore, the EAP benefits are extended to employees’ family members, demonstrating Sinyi Development’s commitment to caring for employees' families and enabling employees to better focus on their career development.
Comprehensive Benefits
Sinyi Development provides all employees with comprehensive benefits beyond the statutory insurance and leave entitlements required under labor laws, such as labor insurance, National Health Insurance, and various types of leave (including personal leave, sick leave, maternity leave, prenatal check-up leave, paternity leave, menstrual leave, family care leave, epidemic isolation/care leave, marriage leave, bereavement leave, occupational injury leave, special leave, and parental leave without pay). In addition, we proactively offer and encourage employees to utilize the following welfare programs: On-site Professional Massage Services Professional massage therapists are available to provide stress-relief massages for employees. Group Insurance Coverage Employees are provided with group insurance coverage totaling NT$5 million (NT$10.5 million for those stationed at construction sites), including term life insurance, accident insurance, accidental medical insurance, hospitalization insurance, burn unit insurance, cancer medical insurance, and occupational injury insurance. Family members may also participate in the group insurance program at preferential rates on a voluntary basis. Employee Assistance for Major Life Events Financial assistance is provided for employees’ weddings, funerals, childbirth, hospitalizations, and emergency needs. Subsidies for Employee Clubs Financial support is offered for employee-organized clubs and activities. Flexible Benefits Program Sinyi Development implements a flexible benefits program to comprehensively support employee well-being, aiming to enhance organizational atmosphere, employee engagement, and satisfaction. Under this program, employees are awarded 10,000 virtual points (“Sinyi Points”) annually. Welfare items are categorized into learning and development, health maintenance, family care, and environmental protection, each with weighted value multipliers (up to 1.5 times). Employees can customize and allocate their points according to personal needs and plans to enjoy corresponding welfare offerings.
Work-Life Balance Initiatives
1. Overtime Management Mechanism Sinyi Development has established clear rules and procedures governing employee attendance and work schedules, ensuring compliance with applicable labor laws. Overtime work must comply with regulations: if extended working hours are required, supervisors must obtain the employee's consent in advance, and overtime must not exceed 46 hours per month. Additionally, employees identified as high-risk through annual health checkups receive special health care attention, and their supervisors are notified to adjust work assignments as necessary. 2. Optimized Leave Policies Each employee is granted one day of paid volunteer leave per year, encouraging participation in volunteer activities that promote compassion and positive social impact. For special leave, supervisors are required to assist employees in taking their leave. If special leave cannot be fully utilized, employees may choose from the following options: (1) receive a payout for unused leave, (2) carry over unused leave to the next year, or (3) partially cash out and partially defer unused leave to the following year. 3. Flexible Working Hours To foster a supportive work environment and help employees balance employment with family responsibilities, Sinyi Development has implemented a flexible working hours system for administrative units. Employees are allowed to adjust their start and end times within designated timeframes. 4. Shortened Working Hours Employees facing special circumstances (such as childcare, family caregiving, lifestyle changes, etc.) may apply for shortened working hours, allowing them to either start work later or finish earlier based on individual needs, thereby promoting work-life balance.