Golden Brother International Co., Ltd. held its second Labor-Management Meeting of 2026 on Tuesday morning, June 23, 2026. The Company reported to labor representatives on various operational matters and the achievement status of the 2026 Q2 Corporate Social Responsibility Performance Indicators.

 

The meeting began with a routine report on the Company’s overall business operations, with particular emphasis on this year’s annual targets and their progress. This year is very likely to become a record-breaking year for business growth at Golden Brother, and the Company is expected to achieve its annual targets ahead of schedule. This remarkable achievement is the result of the collective efforts of all colleagues and is truly worthy of celebration.

 

In addition, the Company explained the disbursement schedule for the Mid-Autumn Festival bonus to the attending representatives. A briefing was also provided on the current status of the first group of the two employee travel tours. Another trip to Hokkaido is scheduled for November. The Company hopes that every colleague will participate in the company-organized tours to refresh both body and mind.

 

Regarding regulatory compliance, the Company currently needs to monitor a total of 45 regulations. Two of these amendments are directly related to the Company’s intermediary business. However, the Document Management Unit has already provided explanations and corresponding measures during regular sessions, so no further elaboration is needed here. As for the Enforcement Rules of the Act of Gender Equality in Employment, which were amended on April 8, the changes have no material impact on the Company; therefore, no adjustments to existing internal regulations are required.

Dr. Wan-Gen Lee, the Chairman, then reminded attendees of the following four matters:

In light of the amendment to Article 9-1 of the Regulations on Leave-Taking for Workers, if an employee’s annual ordinary sick leave does not exceed ten days, the enterprise shall not give the employee any unfavorable treatment on the grounds of taking such leave. Unfavorable treatment includes changes in status, financial loss, or reduction of rights and interests. In the event of any dispute between the labor and management parties, the employer shall bear the burden of proof that the unfavorable disposition is unrelated to the ordinary sick leave.

If an employee has taken more than ten days of ordinary sick leave, the employer should comprehensively consider the employee’s estimated work ability, work attitude, actual performance, and other factors when evaluating performance, and must not use ordinary sick leave as the sole criterion for performance assessment.

 

Although this amendment has not yet taken effect, it will have a significant impact on corporate operations. Supervisors within the Company must carefully reconsider the language they use and the body language (physical signals) they display when interacting with colleagues in daily work to avoid unintentionally becoming involved in bullying disputes.

The key amendments to the Occupational Safety and Health Act include the following five major points:

• First: Strengthening Source Management

When an enterprise commissions a contractor to carry out engineering projects, it must assume responsibility for risk assessment in planning, design, and construction. The Company must also ensure that all machinery and equipment are fully registered and managed without omission. In addition, specific responsibilities for disaster prevention have been added for operators of particular machinery to reduce occupational hazards.

• Second: Strengthening Contractor Management

To ensure that upstream and downstream parties do not neglect safety management responsibilities, the safety management obligations of the original business entity and all levels of contractors have been strengthened. For those who lease premises or equipment, the responsibility to inform parties of hazards has been added. To prevent contractors from shifting responsibility to one another in the event of an accident, integrated management responsibility for parallel contracting has also been stipulated.

• Third: Improving Workplace Bullying Prevention

The definition of workplace bullying has been further clarified. Investigation and handling mechanisms as well as labor protection measures have been incorporated into the regulations. To prevent the highest responsible person of an enterprise from evading liability for bullying through the abuse of power, the provisions regarding complaint investigation and disciplinary actions against the highest responsible person have also been clearly stipulated.

• Fourth: Increasing Penalty Amounts

Under the newly amended Occupational Safety and Health Act, both administrative fines and criminal penalties (including fines) have been substantially increased. In cases of serious violations, penalties may be increased by up to 50% of the statutory maximum amount.

• Fifth: Expanding Public Disclosure of Violating Enterprises

Once penalized, the name of the business owner and the name of the enterprise will be publicly disclosed on government websites, which will have a significant adverse impact on the Company’s external image. In addition, the disclosure will include the date of the penalty, the violated provisions, the fine amount, and information related to occupational disasters.

 

For more information, please refer to the Company website: https://www.golden-brother.com/index.php?action=news-detail&cid=10&id=5120

 

To ensure employees can enjoy their own time and space after work, employers should refrain from assigning tasks via communication software after employees have finished their workday. Given that business operations and client inquiries often make it difficult to clearly distinguish between working and non-working hours, the government recommends that both parties “negotiate and agree through the labor union or labor-management meeting. Employers and employees should also communicate and reach mutual agreements in advance to reduce disputes.”

 

For more information, please refer to the Company website: https://www.golden-brother.com/index.php?action=news-detail&cid=10&id=5134

 

As Golden Brother International Co., Ltd. operates in a licensed industry, the Company must possess certain professional licenses to provide professional services. Colleagues who are interested in taking the examination for Employment Service Professionals are advised to pay attention to the registration and examination dates.

For more information, please refer to the Company website: https://www.golden-brother.com/index.php?action=news-detail&cid=10&id=5115

 

Finally, Dr. Lee once again emphasized that recent regulatory changes have been frequent and the requirements for enterprises have become increasingly stringent. Not only do domestic regulations affect the Company’s operations, but foreign regulations also exert considerable influence, including the zero-fee policy, as well as carbon taxes and carbon fees derived from greenhouse gas emissions. The business environment is volatile and ever-changing. We must not be complacent with temporary achievements but should remain constantly vigilant in facing challenges. Dr. Lee encouraged all Golden Brother colleagues to strive forward with dedication, focus on our core business, and retain and attract customers through excellent service.