Giga Computing has established a comprehensive job grade and salary system, offering remuneration that exceeds industry standards to maintain external competitiveness. At the same time, by defining job grades and levels, an appropriate salary structure has been set to ensure internal fairness. We also provide comprehensive welfare measures to ensure that employees can perform at their best in a balanced state of mind and body. This enhances workplace happiness, fosters a sense of unity, and cultivates workplace motivation.

 

Manpower Structure

Employee Category	Giga Computing							GIGAIPC
	Under 30 Years Old		Aged 30 to 50		Aged 50 and Above		Total	Under 30 Years Old		Aged 30 to 50		Aged 50 and Above		Total
	Male	Female	Male	Female	Male	Female		Male	Female	Male	Female	Male	Female
Senior managers	0	0	13	0	4	0	17	0	0	5	0	1	0	6
Mid-level managers	0	0	21	5	70	13	109	0	0	2	0	6	3	11
Entry-level managers	4	1	6	5	38	23	77	0	1	0	0	3	3	7
General Employees	115	41	21	9	153	120	459	13	3	3	0	24	11	54
Total	119	42	61	19	265	156	662	13	4	10	0	34	17	78
Employee Category	Total
	Under 30 Years Old				Aged 30 to 50				Aged 50 and Above				Total
	Male		Female		Male		Female		Male		Female
Senior managers	0		0		18		0		5		0		23
Mid-level managers	0		0		23		5		76		16		120
Entry-level managers	4		2		6		5		41		26		84
General Employees	128		44		24		9		177		131		513
Total	132		46		71		19		299		173		740
Percentage of total employees	17.84%		6.22%		9.59%		2.57%		40.40%		23.38%		100.00%
	24.06%				12.16%				63.78%				100.00%

Note 1: Senior managers: Management position (Managers of M07 Division-level or above)
Note 2: Mid-level managers: Management position (Managers of M05-M06 Assistant Manager/Manager level)
Note 3: Entry-level managers: Management position (Managers of M03-M04 Assistant Section Chief/Section Chief level)
Note 4: General employees: Professional position (P01-P09, from General Engineer/Staff to CTO)

 

Diverse Employee Benefits

To build a comprehensive benefits system, we not only adhere to legally mandated insurance, leave, retirement systems, and health checkups but also offer additional benefits beyond legal requirements, creating a robust support network for our employees. Giga Computing has joined the GIGABYTE's Joint Employee Welfare Committee to collaboratively establish new benefit policies and promotional activities for employees, enhancing workplace satisfaction. Additionally, the Welfare Committee meets once a month to discuss matters such as providing employees with reasonable rights and benefits. They ensure compliance with local laws at operational sites and grant employees their fundamental rights, including insurance, retirement pensions, and leave.

Item	Content
Comprehensive Insurance Plan	In addition to the statutory labor insurance and national health insurance, we also provide group comprehensive insurance, which includes life insurance, accident insurance, hospitalization medical insurance, critical illness insurance, and cancer insurance. Employees and their families are also eligible to enroll in these insurance plans.
Comprehensive Health Care	To comprehensively care for employees' health and well-being, regular health checkups are provided for employees who have been with the Company for more than two years. Employees aged 40 and above receive an annual health checkup, while those under 40 are eligible for a checkup every two years. For senior managers and employees with high-risk work, additional health checkup subsidies are provided. Additionally, we implement an Employee Assistance Program (EAP) that offers counseling services in areas such as mental health, financial matters, and legal issues to support employees' overall life needs and psychological wellbeing. Through the above measures, we demonstrate our commitment to and care for the overall well-being of our employees.
Various Bonuses and Allowances	To acknowledge the hard work of our employees, the Company provides various bonuses, including three major festival bonuses, birthday gifts, marriage/childbirth/funeral allowances, and travel allowances. In 2023, a total of 263 employees applied for marriage/childbirth/funeral allowances and travel allowances.
Special Agreement Contractors	To provide employees with a diverse range of benefits and discounts, the Company has signed special agreements with 21 contractors. These contractors cover various fields such as dining services, childcare centers, and kindergartens, allowing employees to enjoy these services at more favorable prices. In addition, we offer employee discounts on company products, as well as free access to arts and cultural lectures, music performances, and related ticket discounts, enriching employees' lives and encouraging participation in cultural activities.
Childcare Subsidy	To reduce the childcare burden on employees, the Company provides a childcare subsidy of NTD 3,000 per month for employees in Taiwan with a child under the age of two, along with flexible working hours allowing for a 2-hour adjustment. In 2023, a total of 212 people applied for a total of NTD 636,000.
Employee Clubs	To encourage employees to enjoy a balanced life and interact with colleagues from different departments, we have established various clubs including sports and dance, environmental services, and crafts. We also organize leisure activities such as E-Sports tournaments, sports events, and family days to promote diverse interests and foster communication among employees.
Pension	According to the "Labor Standards Act", we allocate monthly retirement reserves for employees under the old retirement scheme. Additionally, for employees under the new retirement scheme as per the "Labor Pension Act", we contribute 6% of their insured salary to their retirement pension each month, with the option for voluntary contributions ranging from 0% to 6% to their individual retirement account established by the Bureau of Labor Insurance.
Scholarship	Employees and their children who are enrolled in public or private schools, approved cram schools, open junior colleges, open colleges, or in-service programs, and who hold a formal academic degree, are eligible to apply for scholarships ranging from NTD 1,000 to NTD 4,000 in the form of book vouchers. In 2023, a total of 280 applicants applied for the scholarship, with a total amount of NTD 407,000 distributed.
Video Appreciation Activities	The Welfare Committee arranges for reservations for external movie theaters. All employees and their family members can participate, and free drinks and snacks are provided. Employees sign up for participation through the internal system. Holding this activity can reduce stress, enhance employees' work satisfaction and sense of belonging, and promote employee relaxation and team cohesion.
Vision Impairment Massage Services	Employees can make massage appointments each month through the "Reservation Management System". After booking, they can visit the B1 fitness center at the scheduled time to enjoy a 15-minute massage session with an on-site massage therapist. In 2023, a total of 500 visits to the massage service were recorded.

 

Vision Impairment Massage		Family Day		E-sports Tournaments
Movie Screening Activities		Hand-made Floral Arrangements		ZUMBA Dance Club

 

Talent Cultivation and Management

Giga Computing has developed corresponding training programs for different levels and positions to enhance employees' professional skills, improve management capabilities, and achieve the company’s operational goals, thereby strengthening corporate competitiveness. In 2023, Giga Computing provided training to a total of 1,487 participants, with an average training time of 4.08 hours per person.

 

Average Hours of Training in 2023

Gender	Employee Category	Giga Computing (Headquarters)			GIGAIPC
		Number of Employees	Total Training Hours	Average Training Hours	Number of Employees	Total Training Hours	Average Training Hours
Male	Senior managers	46	97.00	2.11	3	5.50	1.83
	Mid-level managers	110	742.00	6.75	14	70.00	5.00
	Entry-level managers	196	514.00	2.62	-	-	-
	General employees	590	2,181.00	3.70	36	70.00	1.94
Female	Senior managers	1	1.00	1.00	-	-	-
	Mid-level managers	74	171.00	2.31	1	7.00	7.00
	Entry-level managers	43	285.00	6.63	11	34.50	3.14
	General employees	343	1,844.00	5.38	19	38.00	2.00
Total		1,403	5,835	6.00	84	225.00	4.00

Gender	Employee Category	Total
		Number of Employees		Total Training Hours		Average Training Hours
Male	Senior managers	49		102.50		2.09
	Mid-level managers	124		812.00		6.55
	Entry-level managers	196		514.00		2.62
	General employees	626		2,251.00		3.60
Female	Senior managers	1		1.00		1.00
	Mid-level managers	75		178.00		2.37
	Entry-level managers	54		319.50		5.92
	General employees	362		1,882.00		5.20
Total		1,487		6,060.00		4.08

 

Human Rights Commitment and Communication

Giga Computing supports international human rights conventions and complies with the regulations of the regions in which it operates. We have established various human rights standards to protect employees’ human rights. In the event of relevant incidents, employees can submit complaints through the "Giga Computing HR Mailbox" or via labor-management meeting representatives. All related complaints are handled by dedicated personnel, ensuring that the identity of the complainant and details of the complaint process are kept confidential to protect employee rights. In 2023, Giga Computing did not receive any human rights-related complaints (including discrimination, child labor, forced or compulsory labor) through reporting or investigations. There were also no incidents of discrimination based on ethnicity, gender, religion, political affiliation, sexual orientation, sexual harassment, or workplace bullying.

Human Rights Commitment	Actual Actions
Talent Inclusion and Nondiscrimination	GIGABYTE's "Corporate Code of Conduct" specifies that recruitment and promotion of employees shall not be discriminated against based on race, gender, age, skin color, sexual orientation, language, religion, political affiliation, place of origin, nationality, physical or mental disabilities, or marital status. All Giga Computing Taiwan sites employ more than 1% of people with physical or mental disabilities in accordance with the "People with Disabilities Rights Protection Act" of the Ministry of Health and Welfare.
Prohibition of Forced Labor and Child Labor	In accordance with the "RBA Code of Conduct", suppliers are required to comply with labor and human rights-related regulations, and the use of conflict minerals is investigated. The "Employment Management Regulations" stipulate that employees under the age of 15 and children above the age of 15 but under the age of 16 shall not be hired.
Preventative Workplace Unlawful Infringements	We have established the "Workplace Illegal Infringement Prevention Plan" and its handling procedures, and issued a "Written Statement Prohibiting Workplace Violence" to protect employees from workplace bullying or violence.
Gender-friendly Workplace	Established the "Guidelines for Preventing Sexual Harassment in the Workplace". Employees who feel they are experiencing harassment can file a complaint with their managers, the HR Department, or through a dedicated email address, with confidentiality ensured in the handling of the case. If the investigation confirms the validity of the complaint, disciplinary action will be taken, and in severe cases, termination may be considered. In 2023, there were no cases of sexual harassment or discrimination reported at Giga Computing.

For more information, please refer to Chapter 2 of GIGABYTE's Corporate Code of Conduct: Equal and Safe Working Environment

 

Occupational Safety and Health Risk Assessment

Giga Computing has always been committed to creating a safe and friendly working environment for its employees. We have established the "Safety and Health Work Rules" and "Occupational Safety and Health Management Plan" to continuously improve the safety and health of the working environment and reduce the risk of occupational disasters, and to ensure the safety of employees and promote their physical and mental health. We have established an Occupational Safety and Health Committee and held meetings every three months to discuss workplace safety and health management policies, oversee safety and health performance, and update on occupational safety regulations.

 

Occupational Safety and Health Risk Assessment Process

 

Material Risk Items and Countermeasures

Operations with Material Risks	Description of Risk Content	Countermeasures
Product R&D Testing	Exposure to noise environments over extended periods may pose a risk of hearing damage	Regular noise level measurements in the work environment are conducted, and engineering improvements are made in areas identified as having potential noise hazards. Regular health checkups Provide earplugs and earmuffs Education, training and promotion

 

Occupational Injuries and Diseases

To ensure the effectiveness of occupational safety and health management measures, Giga Computing uses statistics on occupational injuries and diseases as indicators to assess the performance of its safety and health management, trace the root cause of issues, and continuously improve its management strategies. In 2023, Giga Computing did not experience any major occupational accidents, recordable occupational injuries, or cases of occupational diseases. In the future, Giga Computing will continue to enhance the supporting measures related to occupational injuries and diseases, conducting regular reviews and dynamic optimizations, steadily moving towards the goal of zero workplace accidents.

 

2023 Occupational Injuries and Diseases Data

Locations	Total Working Hours Note 1	Number of Days Lost Note 2	Recordable Occupational Injury		Severe Occupational Injury		Number of Occupational Diseases	Work-related Fatalities Note 5
			No. of the injured	Ratio Note 3	No. of the injured	Ratio Note 4
Giga Computing (Headquarters)	1,220,576	0	0	0	0	0	0	0
GIGAIPC	144,688	0	0	0	0	0	0	0
Total	1,365,264	0	0	0	0	0	0	0

Note 1: The total working hours experienced by all employees: This includes all personnel except the employer (including both employees and non-employee workers). It is calculated by multiplying the total number of working days per year by the number of working hours per day.
Note 2: Number of days lost: The number of days an injured person is temporarily unable to return to work. The total number of days lost does not include the day of injury and the day of return to work. However, it should include all intervening days (including Sundays, holidays, or shutdown days) and any full days of inability to work after returning to work due to the incident.
Note 3: Recordable occupational injury rate = [Number of recordable occupational injuries (number of occupational injuries + number of fatalities due to occupational injuries) x 106]/total working hours
Note 4: Serious occupational injury rate = [number of serious occupational injuries (excluding fatalities) x 106]/total working hours
Note 5: Including the number of fatalities due to occupational injuries and occupational diseases.
Note 6: The data in this table do not include recordable occupational injuries caused by traffic accidents.