Golden Brother International Co., Ltd. held its first Labor-Management Meeting of 2026 on Monday, March 23, in the morning. The company reported to labor representatives on various operational conditions and the achievement status of the “Corporate Social Responsibility Performance Indicators” for the first quarter of 2026.

 

The meeting began with a routine report on the company’s overall business situation. The schedule for the distribution of the May Day bonus and the Dragon Boat Festival bonus was explained to the attending representatives. In addition, information was provided on the number of participants and tour groups for this year’s employee travel activities, with the hope that colleagues can fully utilize the company’s resources to relieve daily work stress.

 

Regarding regulatory compliance, there are currently 45 regulations requiring review. Among them, those directly related to the company’s recruitment business and any amendments have already been explained during regular working hours. Although other regulations have been revised, they have no material impact on the company, and therefore no adjustments to existing internal policies are required.

 

Chairman Lee then reminded the attendees of the following four matters:

1. Parental Leave and Childcare Flexibility Issue Regarding “parental leave,” the government has revised the regulations with a more flexible approach to meet the actual needs of the public. The key promotion focuses are “applying for parental leave by the day” and “providing childcare companionship by the hour.” This grants workers greater workplace flexibility in childcare matters, allowing them to balance work and family responsibilities while enabling enterprises to retain talent. At the same time, Chairman Lee requested the HR unit to collect statistics on actual usage of day-based or hour-based leave and present them at the next meeting.

 

For more information on the new parental leave and childcare regulations, please refer to the Ministry of Labor website: https://www.mol.gov.tw/1607/28162/28166/28284/28294/lpsimplelist

 

2. Production and Operational Status Given the nature of the company’s business, there is no manufacturing/production involved. Chairman Lee took this opportunity to explain the 2026 operational targets and the expected timeline for achievement to the newly joined labor representatives. Recently, due to the conflict between the United States, Iran, and Israel, global economic growth and stock markets have been significantly affected. Therefore, all employees must work together to promote business development. The representatives are requested to convey this message to their respective departments.

 

3. Regulatory Review and Compliance Due to the RBA audit conducted at the beginning of the year, the company has adjusted the list of regulations requiring review. In the future, detailed explanations will be provided only for items relevant to all employees. Adjustments related to operational procedures will be explained by the responsible units during regular working hours and will no longer be listed one by one in labor-management meetings, so as to make the meetings more efficient.

Chairman Lee also specifically explained the hierarchy of laws (“Constitution, Laws, and Administrative Orders”) to clarify why general administrative orders related to operational procedures are not specially addressed in labor-management meetings.

 

4. Corporate Social Responsibility Performance Indicators This year’s Corporate Social Responsibility performance indicators have been revised and new proactive indicators added in response to RBA requirements. Colleagues are requested to exert their utmost efforts in their respective areas of responsibility to collectively achieve the set targets. Chairman Lee also specifically mentioned the increasingly prevalent “Responsible Recruitment Program (RRP)” related to labor recruitment agencies.

 

The core purpose of the RRP is to ensure the recruitment process is conducted in a “responsible” manner, preventing migrant workers (especially foreign migrant workers) from paying high recruitment or placement fees or other related costs (such as medical examinations, visas, air tickets, etc.). This helps prevent “debt bondage,” which is regarded as a key risk indicator of forced labor. 

 

In the future, RBA audits may shift to focus primarily on RRP compliance. Further details will be provided to the meeting representatives once more information becomes available.

 

Finally, Chairman Lee once again emphasized that every colleague is cared for by the company during their tenure and is a valuable asset to the company. Therefore, if any representative has suggestions regarding the company’s operations or revisions to the performance indicators that could enhance business performance, they are welcome to inform the company at any time and raise them for discussion in the labor-management meeting.