TBB upholds and maintains the rights and interests of employees, shareholders, and the Bank, with protecting employees’ right-to-work and interests as the major principle. TBB also fully communicates with the labor union with the utmost sincerity based on the principles of compliance, reasonableness, and fairness in accordance with the provisions of the Collective Agreement Act.

TBB completed the signing of the first collective bargaining agreement on May 16, 2011. The agreement included benefits, insurance, employment, transfer, dismissal, regular leave, leave, retirement, work hours, and labor safety and health. The agreement was renewed for the first time on September 2, 2014 and renewed for the second time on December 4, 2018, and the third time on December 15, 2022, on the basis of the strong mutual trust between labor and management. The agreement has led to harmonious labor-management relations and established a good model in the win-win interactions between labor and management in the industry. The two parties shall continue to move forward with mutual trust, mutual assistance, coexistence, and common prosperity as they work together to achieve greatness with TBB.

TBB organizes regular labor-management meetings in accordance with the "Regulations for Implementing Labor-Management Meeting". TBB convenes at least 4 labor-management meetings each year as well as negotiation meetings from time to time to fully communicate on issues related to employees' interests or benefits. The measures are implemented in accordance with the resolutions of the meetings and the implementation status has been good.

The TBB Union was established on June 1, 1996, and 100% of the employees have joined the union. Therefore, all TBB employees are protected by collective bargaining agreements. Both the TBB and the Union have negotiated in good faith to complete the signing of the collective bargaining agreement. There has been no violation of the freedom of association and collective bargaining in the reporting period.

TBB may, under certain conditions, notify employees to terminate labor contracts and implement severance procedures. In the event of major operational changes, TBB is required to provide an advance notice based on the minimum period for employees in accordance with the regulations in the provisions below:

After receiving the advance notice referred to in the preceding paragraph, the employee may ask for leave of absence during working hours to find a new job. Such leave of absence may not exceed two work days per week. Wages shall be paid during such leave of absence.

TBB has established employee complaint announcements which are posted by all units at prominent locations (or internal announcement bulletin boards). The complaint channels include:

Employee complaints can be filed verbally and must, as a principle, be filed internally first. If the internal complaint is not adequately processed, the employee may submit a written complaint to the county, municipal government or labor inspection agency of each unit.

The Bank conducted the "Employee Satisfaction Survey" for the first time in 2020. The questionnaire covered 20 closed-ended questions as well as open-ended opinion statements. Questions were asked on a 5-point scale (i.e. "strongly agree" scored 5, "agree" scored 4, "normal" scored 3, "disagree" scored 2, "strongly disagree" scored 1). The survey results for the past 2 years are as follows. We will continue to collect the opinions of our staff on the work content for the reference of continuous improvement of our management.

In 2022, the Bank’s employee satisfaction rate is higher than the target rate of 78%, and shows that employees agree with the Bank’s various adjustment measures and organizational culture.