Careers

TWSE 2637 / LSE WML

Remuneration

  1. Annual pay adjustment: Employee pay is adjusted regularly every year according to market averages and economic trends. Adjustments are also based on employees’ self assessments of their professional competences, job description and actual performance, and annual review and expectations. Adjustments are subject to management review.
  2. Bonuses (holiday/performance bonuses) In addition, the Company has the Employee Work Rules and Bonus Guidelines in place and the Remuneration Committee, which consists of independent directors, to assist in assessing and overseeing the remuneration policy and employee remuneration standards. The generous bonus system provides annual bonuses for senior employees and guaranteed 15-month pay and a 5-month sign-on bonus for new hires.
  3. Employee remuneration: The Articles of Incorporation states that 1% or more of any profit in the year shall be allocated to employee remuneration.

Employee benefits

The Company also provides an excellent benefit policy and a full range of programs in order to enable employees to focus on work while maintaining quality of life. The holiday rules in place exceed what is required under the Labor Standards Act and comply with the labor laws and work rules. Examples include three days each of paid personal leave and sick leave. Meanwhile, the Employee Welfare Committee is in place to handle employee allowances, such as wedding and funeral allowances, hospital stay allowances, childbirth allowances, sports allowances, holiday gifts, and birthday gifts.

Education, training and career development

The Company places great emphasis on employee growth in both specialized and universal skills. A wide range of education and training courses are made available to employees to develop professional skills and explore their potential. In addition to internal orientation for new hires as needed, department heads act as instructors and present the operations and know-how of their departments to the other departments. Employees are encouraged to take professional courses at external institutions, and external parties are brought in to teach courses and help employees advance their professional training.

Retirement system and implementation status

The Company follows the new pension plan under the Labor Pension Act and contributes no less than 6% of employee's monthly salary to the plan every month pursuant to the Labor Pension Act. The contributions are held in personal pension accounts created by the Bureau of Labor Insurance. Other details are also handled as the law requires.

Given past service is also recognized, the Company follows the Labor Standards Act and allocates 2% of total employee salary to the pension reserve every month for employees except for those opt for the old labor pension scheme. The contributions are deposited in the name of the Company's Pension Fund Oversight Committee into the Bank of Taiwan, which handles collection, custody and management of the fund.

Work environment for employee safety and health

Efforts to protect workers’ rights and provide a safe and healthy work environment include the following:

  1. Work environment
    1. Establish fire safety facilities, emergency escape routes, and reporting systems, and maintain unobstructed walkways.
    2. Perform regular maintenance of elevators and fire safety facilities in office buildings.
    3. Implement access control management and post 24/7 security guards in office buildings to protect company property and employee safety.
  2. Personal safety
    1. Hold regular health and safety campaigns, firefighting training, and emergency drills.
    2. Provide physical examination allowances for employees to help them monitor their own health.
    3. Besides enrolment in the Labor Insurance, Employment Insurance, and National Health Insurance, we purchase group life and accident insurance policies to give employees greater coverage.
    4. We also Pay attention to information security and protection of employees’ personal information and privacy.
  3. Employer-employee communication
    1. We established the Guidelines for Measures of Prevention, Complaint, and Punishment of Sexual Harassment in the Workplace, to raise awareness of sexual harassment prevention and install appropriate reporting channels.
    2. We established the Guidelines for Handling Employee Feedback and Complaints to provide a channel for reporting violation of human dignity or employment contracts that leads to violation of employees’ rights.
    3. We hold employer-employee meetings regularly as a healthy channel of communication with workers, and discuss employer-employee issues relevant to the employees and propose improvements during these meetings.

More details can be found at ESG Report.

Salary and welfare measures

The Wisdom fleet is managed with a people oriented approach and many benefits. These benefits include return bonus, signing bonus, and seniority allowance and encourage crew to return to serve in the fleet in order to increase operational stability.

The Company hires crew for fixed terms as a rule. If a crew member applies to leave a ship for a personal reason, emergency, or terminally ill relative, the Company will try to arrange for the crew member to disembark as early as possible. Furthermore, in appreciation of the crew’s hard work and to increase crew loyalty, the Company pays bonuses for the Chinese New Year, the Dragon Boat Festival, and the Midautumn Festival to thank the crew for their dedication.

Education, Training and Career Development

Wisdom fleet strongly emphasizes career planning and on-the-job training for its crew members. In 2023, we have adopted OCEAN LEARNING online training. Before crew members embark on their ships, they undergo familiarization training and safety training tailored to their specific roles. During their time at sea, relevant training courses are arranged to address safety management systems and job requirements. The company regularly reviews training records and reports, assesses training effectiveness, and strengthens ship operation safety management.

Crew Performance Evaluation is a process that combines OCEAN LEARNING online training with personnel assessments. The evaluation is conducted within the first 10 weeks of service on board and before crew members leave the vessel. Crew members who perform well are assigned to various types of vessels to gain experience and develop their professional skills. If a captain or chief engineer intends to return to the company, their application will be given priority consideration.

Occupational Health and Safety

Safety training and exercises were designed according to the SOLAS Convention. The training and exercises targets everyday tasks and safety equipment provided by the company, including uniforms, safety shoes, protective helmets and gloves, safety ropes, goggles, earplugs, slip resistant shoes, and facial masks. Crew should select equipment appropriate for their duties to protect themselves.

The Company complies with the SOLAS Convention and the ISM Code and has established the Safety Management System (SMS) to be followed by all on-ship and on-shore crew. Ship visits or audits by external third party certification agencies are conducted regularly or as needed to ensure the SMS is executed effectively.

Ships and equipment are required to undergo regular maintenance and repair as required by law. More efforts are made to raise awareness among the crew in order to create a safe workplace and prevent occupational accidents.

To develop and strengthen shipping safety management and raise awareness of ship/shore safety, the Company created the Safety Management Committee in September 2017. The safety management system undergoes performance review, and the results are reported regularly to the board of directors.

Leisure , Entertainment and Internet

In today's world, internet accessibility has become an integral part of people's lives. Maritime crew members, who used to purchase internet cards in port to stay in touch with their families, can now enjoy onboard internet systems established by Wisdom Fleet. We provide crew members with monthly free internet allowances which enable them to stay connected with their loved ones onshore, even when they're off duty. This effort contributes to providing emotional support for crew members, recognizing the importance of their psychological well-being.

We value the well-being of our crew members, especially their physical health. That's why each ship is equipped with a fitness center and a recreational room. These rooms offer a variety of amenities including treadmills, multifunctional fitness equipment, chess, checkers, karaoke machines, and more. We also provide each crew member with a monthly entertainment fund that they can use at their discretion. By doing so, we promote their overall well-being and ensure that they have access to facilities that can help them stay healthy and happy.

Medical resources

The Wisdom Group has equipped its onboard medical rooms with essential medical equipment and medications as per the guidelines of the WHO. Additionally, they have collaborated with Taipei Medical University Hospital to offer crew members immediate access to specialized medical consultations through telephone or video conferencing. This arrangement allows crew members to consult with specialist physicians remotely and receive medical advice and necessary medications based on the doctor's recommendations.

If any crew member is in need of medical attention, the Company will immediately contact the appropriate port to arrange for the crew member to receive treatment. If away at sea, the ship will change course to the nearest available port or arrange for helicopter rescue in order to get the crew member appropriate medical care. Health and safety will be top priority in these situations.

More details can be found at ESG Report.

  1. The company supports and follows the United Nations "Universal Declaration of Human Rights", "Global Covenant", "International Labor Organization Convention" and other international human rights conventions.
    The Company follow the law and the International Bill of Human Rights and implement management policies and procedures and incorporate them into internal regulations, including corporate governance and bonus distribution. The human rights policy was established and disclosed on the company website on March 30, 2018. The policy ensures that the recruitment policy is free of any unfair practices in order to maintain fairness and impartiality in recruitment, benefits and compensation, training, performance evaluation and promotion. The Company also provides adequate, effective grievance mechanisms to address and prevent infringement of employee rights. Meanwhile, the Company works hard to create an equal opportunity workplace free of discrimination and harassment.

  2. The company's human rights management policies and specific plans are summarized as follows:

    1. Employee pay and promotion are not determined by gender, age, nationality, or race in any way. In 2023, female employees of the company accounted for 64.5% of the company's total number of employees, and female supervisors accounted for 51.6% of the company's total number of supervisors.
    2. Wisdom prioritizes the well-being of our employees by implementing reasonable working hours and strict guidelines for overtime. We ensure that our employees are not subjected to the dangers of overworking by monitoring and managing their attendance. Our goal is to maintain a healthy work-life balance for all our staff.
    3. To support the well-being and balanced development of employees, Wisdom encourages the establishment of diverse clubs, advocating for colleagues to join them.
    4. We maintain open communication channels and hold regular labor-management meetings to ensure mutual interests are met.
    5. To protect the privacy of our customers and stakeholders,ESG Report Wisdom established a comprehensive information security management system and strict control regulations.

In 2023, the company did not violate human rights-related issues. More details can be found at ESG Report.