Various employee welfare measures, further education, training, retirement systems, and their implementation status, as well as labor-management agreements and various employee rights and interests protection measures.

Welfare measures

In order to strengthen employee welfare measures and improve employee welfare, the company established the Employee Welfare Committee on January 3, 2003, and regularly holds dinner parties, distributes wedding and funeral subsidies, condolences for injuries and illnesses, gifts for three major festivals, and parental leave, etc.

All employees participate in labor insurance and health insurance, and internal emails occasionally announce various employee welfare matters (health examination and employee travel, once a year), welfare committee information, education and training course information.

• Health examination and healthcare benefits: Employee health examinations were held from September 18–19, 2023, with a total of 167 participants; employees receive two discounts on health care products and spectacle lenses twice a year in July and December.
• Employee physical and mental health: The Company held monthly birthday parties, provided annual department employee travel subsidy of NT$2,500 per person , held a 2023 year-end party, etc. to care for the physical and mental health of employees, unite staff teams, and build a sense of belonging so all employees can continue to work hand in hand with one heart to make progress together.

Further education and training

The Company has established "Education and Training Regulations" to provide professional and managerial training courses for various categories of employees in order to achieve the goal of sustainable development and to enrich the knowledge and skills of employees.

• 1、 Main contents of education and training:
  • For new employees: The Company's history, organization overview, rules and regulations, and future outlook, as well as the correct understanding of the organization and a sense of belonging.
  • In-service personnel: On-the-job training plans have been formulated based on the Company’s business philosophy and policies, the training requirements and development goals of each unit, as well as the job responsibilities and professional fields of each position. The scope of training includes internal training, outsourced training, and supplier training. The training methods include online learning, physical courses, external training, and on-the-job training.
  • Management: The Company provides professional, regulatory, and management-related cultivation and training for the Company’s supervisors and professional managers in accordance with the Company’s business development strategy and corporate sustainability thinking so as to enhance supervisors’ professionalism and leadership management knowledge and skills.
• 2、 Optometrist professional functions grading cultivation and training: The Company has carried out staffing as well as cultivation and training planning by professional functions grading for optometrists in accordance with the Training Blueprint 2.0, and has continuously developed professional courses according to the plan to provide optometrists with systematic on-the-job professional training that meets their practical needs.
• 3、 The Company has provided all personnel with relevant education and training on information security, personal data management, trade secret laws, etc. in accordance with the Company's information security rules, with the hope of strengthening colleagues’ awareness of information security risks so as to ensure information security.
• 4、 The training fee in 2023 was in the amount of NT$1,233 thousand, with a total of 8,585 training hours.

Retirement system and its implementation status

The Company has formulated the retirement guidelines, which have been in line with the implementation of the Labor Pension Act (hereinafter referred to as the “New System”) since July 1, 2005. The payment of the pension is made by the Company by setting aside not less than 6% of the monthly salary on a monthly basis to be deposited in the individual dedicated account for labor pensions. The original labor retirement reserve appropriation account under the Labor Standards Act had been settled in accordance with the law on June 30, 2011.

Labor-management agreements and various measures to protect the rights and interests of employees

The Company is an industry subject to the Labor Standards Act, and all operations are carried out in accordance with the Labor Standards Act. The labor-management relationship is harmonious, and there is no labor-management dispute in 2023.
The Company has established a labor-management meeting by election in accordance with the law, and regularly holds meetings on corporate governance communication and coordination, labor-management relations, and labor-management cooperation matters.

• Performance evaluations and interviews：every 6 months, 2 performance evaluations and interviews in 2023.
• Quarterly labor relations meetings：4 labor relations meetings in 2023. （3/29、6/26、9/27、12/7）

Working Environment and Employee Safety

UVB maintains strict standards for workplace safety, formulates “Occupational Health and Safety Management Manual”, establishes the workplace safety management mechanism, and creates a safe workplace. The Company identifies, evaluates, and manages hazards in workplace to reduce potential threats while generating teaching materials with reference to common occupational accidents to educate our employees and to strengthen their safety awareness in order to prevent accidents.

The company has promulgated the "Regulations for Establishing Measures of Prevention, Correction, Complaint and Punishment of Sexual Harassment at Workplace" , "Occupational Health and Safety Management Manual", "Human-caused Hazards Prevention Plan", "Execution Plan for Abnormal Workload Promoting Disease Prevention", "Plan for Prevention of Illegal Infringement in Duty Execution" etc. for labor safety and health measures, including accidents, fire safety, electrical operation safety, machinery and equipment operation safety, first aid and rescue, preparation, maintenance and use of protective equipment , accident notification and reporting, etc., have relevant regulations and regular education and training to ensure a good working environment and personal safety protection of employees.

Implementation status of employee personal safety and working environment protection measures for the year 2023 were as follows:

• Fire incident control: There were no fire cases, deaths, or injuries in 2023. The Company has formulated the Safety and Health Work Code, which clearly stipulates fire safety instructions. It has also formulated the Directions on Fire Alarm Response Handling in accordance with the Emergency Response Management Guidelines, stipulating the measures to be taken in the event of a fire alarm and a fire to activate the self-defense firefighting grouping and organization, etc., which serves to comprehensively reduce workplace fire risks.
• Fire escape drills: Fire escape drills are conducted regularly for employees to strengthen their safe escape concepts. Fire drills were conducted on May 25, 2023, and September 27, 2022, during the past 2 years.
• Fire safety inspection: Fire safety inspections were completed, filed, and reinspected by the fire brigade, etc. in succession at the head office on March 27, 2023, and in each store from March to July 2023, and self-defense firefighting grouping drills were also conducted.
• Work environment safety inspection: The Company commissioned qualified fire protection companies and architects to conduct fire protection equipment safety inspections and building safety inspection operations. The head office and stores implement 24-hour access control security management.
• Occupational safety education and training: For employee onboarding, occupational safety education and training were all implemented in accordance with the law, with 72 attendees and a total of 612 hours of training in 2023.（Each new employee must receive 8.5 hours of occupational safety education and training）
• CPR+AED first aid skills training: The training course was conducted on May 17, 2023, with 26 participants attending the training.
• Occupational disaster management and control: There were 0 occupational disaster cases in 2023, and the Company continued to strengthen the monthly advocacy of occupational disasters.
• Advocacy of occupational safety: Occupational safety advocacy information was shared 12 times in 2023.

Salary and Remuneration of Employee

Remuneration Policy

According to the Company's Articles of Incorporation, the Company shall distribute 1% to 10% of the profit for the year as employee compensation. However, if the Company still has accumulated losses, it shall make up for the loss. Employee compensation may be in stock or cash, and the recipients of the stock or cash may include employees of subordinate companies who meet certain conditions. The distribution of employee compensation shall be reviewed by the Compensation and Remuneration Committee, submitted to the Board of Directors for resolution, and reported to shareholders.

Performance Management

Work goal setting, management and assessment basis

• ◆ Semi-annual action plan formulation (project work and routine affairs)
• ◆ Weekly, monthly and quarterly work progress management and tracking
• ◆ Semi-annual work review form review score
• ◆ Execution of annual appraisal

Goal setting process: Top→Down

• ◆ In order to achieve the KPI of the enterprise, there is an action plan for the department/job, which is implemented by each unit
• ◆ Everyone's job role contributes to the achievement of corporate goals

Metrics should be set according to the "SMART" principle

• S —Specific
  　　The formulation of each goal clearly states that it must be specific and not a generalization.
• M—Measurable
  　　Each objective should be set with quantitative indicators as far as possible.
• A—Achievable
  　　All goals must be achievable, realistic and challenging.
• R—Relevant
  　　Each objective must relate to the focus of job performance.
• T—Timely
  　　Each goal must be completed within a limited time.

Salary Structure and Operating performance reflects the implementation of employee remuneration policies

The Company sets the compensation system according to the characteristics of the industry, market conditions and future development. We also provide appropriate incentives according to the achievement of the company's operational goals and the performance assessment results of departments and employees in order to motivate our employees to jointly create operational performance and long-term value with the Company and to realize our establishment purpose, vision and mission and sustainable management.

1. Establishment of the Remuneration Committee

It is responsible for the policy, system, standard and structure of salary and compensation. The salary standard is in accordance with the classification of the position. The salary, license allowance, and promotion of positions shall not discriminate on the basis of gender, age, race, nationality, and other factors.

2. Salary Structure

• (1) Monthly salary: Applicants' expectations and salary market conditions must meet the salary standards for graded positions. Job salary, additional license, expiry of probationary period, and job promotion.
• (2) Bonuses: monthly or quarterly operating bonuses, year-end bonuses, employee remuneration distribution, project/incentive bonuses
• (3) Year-end bonus：
  • The total year-end bonuses from 2021 to 2023 were between 3% and 7% of the current year's pre-tax profit and loss, and are issued according to the assessment standards.
  • Assessment standard: 4 (level) = excellent; 3 (level) = good; 2 (level) = good, for the standard, most of them; 1 (level) = those who have not reached the probationary period or the performance is not as expected or otherwise special Considerer; 0 (grade) = poor (end of year not given).
• (4) Employee compensation: The Company's Articles of Incorporation provide that the Company shall distribute employee compensation at a rate of 1% to 10% of the current year's profits.

3. Performance evaluation

Performance evaluation shall be carried out twice a year, and the evaluation results shall be used as the basis for promotion, salary adjustment, bonus payment and compensation payment.

Fair pay

The company is committed to implementing an equal and friendly workplace. The overall salary is better than that of OTC biotechnology and medical companies, and does not differ due to factors such as gender, age, race, and nationality, so that employees can develop their personal value in an equal workplace environment. And contribute to the director.

The Company is committed to providing an equal and friendly workplace. Taking non-management positions in Taiwan as an example, the average monthly salary in 2023 was 2.1 times the basic salary (the monthly basic salary in Taiwan in 2023 was NT$26,400); it was 2.3 times for men and 2.0 times for women, regardless of gender, age, race, nationality and other factors.