Universal Scientific Industrial

USI adopts diverse recruitment channels and employment models to treat all applicants with impartiality and without discrimination, building the momentum necessary for continuous growth and innovative R&D. We implement structured mentorship programs and the "3-6-9 New Hire Care Trilogy" to help new employees integrate smoothly and foster a strong sense of belonging, while analyzing turnover reasons to refine interviewing techniques and align candidates with organizational culture. Concurrently, USI combines these turnover insights with the results of our regular employee satisfaction and Employee Engagement Surveys to implement targeted retention programs, demonstrating our commitment to continuously optimizing the workplace environment and proactively responding to our employees' expectations to prevent the loss of human capital.

USI formulates its compensation system based on the following philosophies:

• Recognize employee contributions, define internal relativity between positions, and maintain equitable salary structures
• Align remuneration with individual performance to motivate current staff and attract top market talent
• Ensure fair and reasonable compensation, with adjustments that correspond directly to expanded scopes of responsibility
• Maintain flexible agility to adapt to labor market trends and organizational restructuring

USI strictly adheres to local labor laws and implements an inclusive, gender-equal remuneration policy, ensuring the consistency and fairness of our starting pay and incentives irrespective of gender, religion, political stance, or marital status. To this end, we utilize a robust performance appraisal system to evaluate individual contributions and performance, providing competitive basic salaries alongside monthly performance bonuses, equity incentive schemes, employee stock ownership plans, and annual profit-sharing bonuses. Through this comprehensive reward structure, we deliver fair and substantive returns to recognize outstanding performance and retain top market talent.

• Supporting UN SDG 8 (Decent Work and Economic Growth), we regularly review global salary levels to ensure our colleagues and their families receive income sufficient to cover basic needs.
• We participate annually in compensation surveys to make appropriate salary adjustments, ensuring our overall remuneration remains highly competitive.
  • Basic Salary Adjustments: The salary adjustment for the Mainland China Facility was up to 10.3%, 3.0% to 4.2% for the Nantou Facility, 4.0% to 15.0% for the Mexico Facility, and an overall 7.0% for the Vietnam Facility.
  • Entry-Level Wage Ratio: Following precise calculations, the ratio of standard entry-level salaries to the local statutory minimum wage stands between 1.00 and 1.51, highlighting USI's market-leading starting pay that consistently exceeds local statutory minimums.

Embracing "Health, Happiness, and Learning," USI provides tailored welfare benefits and insurance planning for global employees based on localized needs. We offer facilities for physical and mental development and design diverse activities to strengthen fitness and health, enabling both full-time and temporary employees to achieve a balanced life between work and family. For detailed welfare benefits at each facility, please refer to Join USI.

Diversified Employee Communication: USI actively fosters an open, transparent, and seamless one-way and two-way communication environment.

• A total of 140 employee communication sessions were held; during these information-sharing sessions, we actively reinforced and broadcast awareness regarding both internal and external reporting and grievance channels.
• A total of 6,516 employee feedback cases were received globally across our facilities. Except for 6 cases that remain under continuous tracking and processing, 6,510 cases were successfully and promptly resolved through mutual communication, achieving an outstanding closure rate of 99.9%. This underscores the company's high regard for employee feedback and its commitment to efficient execution.

Comprehensive Welfare System:

• Fully allocate pensions and old-age social security insurance in strict accordance with the retirement regulations of each operational site.
• Implement flexible working hours and work models, accommodating global cross-site and time-zone communication, and providing appropriate work arrangements based on business needs and job nature.
• Conduct workplace stress management evaluations, provide psychological counseling services, and organize physical and mental health seminars, activities, and arts and culture movie appreciation.
• Engage third-party professional consultations covering psychological, legal, financial, and medical areas, and utilize stress surveys to assist colleagues in coping with career transitions or retirement challenges.
• Conduct annual health check-ups once a year, with dedicated medical staff providing free medical consultations to assist employees in safeguarding personal health management.
• Provide comprehensive family support programs and a structured reinstatement care mechanism in alignment with local government birth incentives to help employees smoothly reintegrate into the workplace post-childbirth.
  • For pregnant employees, we adjust work shifts appropriately, provide convenient parking, meal benefits, and maternity subsidies, legally grant and set up lactation rooms, and offer maternity/pregnancy check-up leave and paternity/pregnancy check-up leave.
  • Employees breastfeeding post-childbirth are supported and granted 60 minutes of lactation breaks daily.
  • Employees with childcare needs may opt for company-contracted childcare centers to care for infants during working hours.
  • Employees requiring extended periods to care for family members may apply for family care leave, childcare leave, or parental leave to focus fully on their families. The right to apply for parental leave is explicitly granted in accordance with local regulations; employees may apply for reinstatement, and our Proactive Notification mechanism will actively remind them of the expiration date of their parental leave.

  Parental Leave Indicators (Nantou Facility):

  Year	2022			2023			2024			2025
  Unit (%)	Male	Female	Total	Male	Female	Total	Male	Female	Total	Male	Female	Total
  Reinstatement Rate	80	63	68	87	74	79	55	82	69	73	83	78
  Retention Rate Post-Leave	0	50	47	88	87	87	23	85	61	73	56	62

Work-Life Balance: USI actively subsidizes various sports clubs and venues, encouraging employees to effectively manage their personal time to engage in sports activities and enhance family bonding, thereby promoting a deep balance between work and life. Through hosting events inclusive of family members, we foster a family-friendly workplace environment, fulfilling our joyous learning philosophy of "bringing life into skills and skills into life." This not only allows colleagues to unwind during interactions but also effectively strengthens teamwork and cohesion, shaping a high-trust, efficient workplace culture that injects stable operational momentum into the enterprise. In 2025, a total of 316 club events were held, with annual employee participation reaching an impressive 12,379 attendees.

USI believes that high employee engagement can significantly optimize operations and bring positive impacts and has collaborated with expert consultants to conduct a survey every two years since 2017. We hope to continuously transform the analyzed survey results through practical actions into policy tools for attracting, retaining, and cultivating talent, achieving a win-win situation for both the employer and employees. The next employee sustainability engagement survey will be implemented in 2027.

Employee Engagement Survey Annual Targets:

Note: Data Coverage Rate = Actual employees who took the survey / Number of employees who should take the survey.