Safe Workplace
KGI Financial Group is committed to fostering a safe work environment. We continually invest in resources, enhance our occupational safety and health management policies and systems, and ensure their effective implementation.
Occupational Safety and Health Management and Governance
- Occupational Safety and Health Policy : The “Occupational Safety and Health Policy” was established with quantitative targets aimed at continuously enhancing management performance. It applies to all Group personnel (including employees and non-employees).
- Occupational Health and Safety Management System (ISO 45001: 2018) : Since 2021, the Group has been progressing through KGI Securities to obtain ISO certification. In 2025, KGI Securities successfully maintained its certification validity.
- Occupational Safety and Health Committee : KGI Life and KGI Securities have established “Occupational Safety and Health Committee” approved by their President, focusing on occupational safety and health risk issues.
- Conduct semi-annual environmental monitoring of carbon dioxide concentration and lighting/illumination levels in office workplaces to ensure personnel’s health and the quality of the working environment
- Provide health consultation services to prevent occupational injuries and chronic diseases.
- Continuously offer basic CPR and AED training and install AEDs on each floor of the headquarter building to ensure timely aid during emergencies.
- Install fire safety facilities such as fire hydrants, fire extinguishers, emergency smoke exhaust switches and automatic sprinklers.
- Conduct regular annual inspections and reporting of workplace fire safety equipment, and perform building public safety inspections at the frequency stipulated by regulations.
- Appoint fire safety managers and organize self-defense firefighting teams. Conduct annual fire safety training sessions and evacuation drills.
- Actively cooperate with and participate in joint fire drills or emergency evacuation exercises organized by the building management unit.
- Establish and strengthen the communication of emergency response plans and reporting mechanisms to enhance colleagues' awareness of disaster prevention and their ability to handle emergencies.
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Healthy Workplace
KGI Financial Group continues to foster a healthy workplace by assessing, identifying and analyzing workplace risk issues. Based on the assessment results, risk reduction measures are implemented and the PDCA (Plan-Do-Check-Act) cycle is employed to continuously enhance the work environment, ensuring the safety and health of all workforce.
The results of the 2025 workplace risk assessment indicate that ” the three highs“ , “abnormal workload” ,” ergonomic hazards,“ and ” traffic accidents“ have been classified as medium-risk items. In response to the highest-risk issue of ”the three highs” (high blood pressure, high blood sugar, and high cholesterol) and the associated issue of obesity, the Group has introduced a range of control and mitigation measures to promote employee health.
Prevention of the Three Highs and Weight Loss Measures
- Provide regular health check-ups : Health check benefit which exceeds legal requirement is offered to encourage employees to undergo regular examinations.
- Encourage balanced diet : The staff cafeteria offers healthy plate recommendations, indicating the calories and suggested portions for the daily menu, and does not serve red meat for two days each month. To further promote balanced diets and employee well-being, the Group offered fully vegetarian meals on Earth Day (April 22) and World Vegan Day / World Meat-Free Day (November 25), encouraging healthier and more sustainable dietary habits.
- Organize health promotion activities: Over 5,800 people, an increase of 168% from the prior year, participated in the Group's KGI Walker walking event, collectively achieving a total of 1.78 billion steps. KGI Securities introduced a Health Bulter system, with 3,254 users and usage rate of 98%, supporting employees in health management.
External Award Recognition
- All of the Group's staff cafeterias have been certified as eco-friendly by the Ministry of Environment.
- KGI Securities was awarded ”Local and Seasonal Ingredients Utilization Award” at the 2025 Green Dining Award Ceremony for providing employees with organic, friendly, and seasonal local ingredients.
- KGI Financial, KGI Bank and CDIB Capital obtained “Workplace Health Promotion - Self-Assessment Certification” issued by the Health Promotion Administration, Ministry of Health and Welfare in 2025.
- KGI Life and KGI Securities continued to maintain the “Healthy Workplace Certification - Health Promotion Mark” from the Health Promotion Administration, Ministry of Health and Welfare.
- KGI Financial Headquarter Building, KGI Securities’ Dazhi Building, Taiwan Land Building and Hongqi Building have all installed AED emergency equipment.
- KGI Securities continued to maintain the “AED Safe Location Certification”.
- KGI Bank Headquarter Building, KGI Securities’ Dazhi Building and the Taiwan Land Building continued to maintain the Excellent Breastfeeding Room Certification – Special Excellence Rating.
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Workplace Unlawful Infringement Complaint Channel
【Governing Provision】
Preventive Management Program for the Prevention of Unlawful Infringement on the Performance of Duties
【Definition】
Workplace unlawful infringement refers to any inappropriate behavior directed at an employee in the course of performing work duties and within the workplace by an employer, supervisor, co-worker, service recipient, or other third party through verbal expressions, written communication, physical acts, electronic communications, internet activities, or other means, causing physical or psychological harm to the employee.
【Complaint Methods】
Hotline : (02)2763-8800 ext. 1888
Fax : (02)2756-3773
【Complaint Handling Process】
- Reporting :
The complainant may file a complaint verbally, by e-mail, or in writing. - Investigation :
Appropriate personnel will be assigned, or an investigation committee will be formed, to conduct an investigation and handle the case. Throughout the process, the rights and privacy of the affected individual and the reporting/complaining party will be kept strictly confidential. Measures will be taken to ensure that reporters and complainants are protected from retaliation. - Corrective Actions :
Based on the investigation findings and the circumstances of the case, appropriate corrective and disciplinary measures will be implemented. At the same time, necessary protection, accommodation, and assistance will be provided. Relevant physical and mental health support and resources will also be made available to the complainant to safeguard their rights and ensure a safe working environment.
Workplace Bullying Complaint Channel
【Governing Provision】
Directions for Workplace Bullying Prevention, Appeal and Disciplinary Measures
【Definition of Workplace Bullying】
- Deliberately excluding, ignoring, or isolating a specific individual, including preventing them from participating in necessary and important meetings, work matters, or activities.
- Intentionally disrupting or obstructing a specific individual's work, abusing authority to create unnecessary difficulties, deliberately withholding information, or providing false or misleading information.
- Abusing authority or power over a specific individual, including intentionally assigning unreasonable performance targets or work that is clearly beyond or inconsistent with the individual's abilities and qualifications.
- Intentionally spreading rumors about a specific individual or disclosing their private or personal information without legitimate reason or authorization.
【Complaint Methods】
Hotline : (02)2763-8800 ext. 1888
Fax : (02)2756-3773
【Complaint Handling Process】
- Reporting :
The complainant may file a complaint verbally, by e-mail, or in writing. - Investigation :
The Workplace Bullying Complaint Handling Unit shall appoint members to form an investigation panel responsible for conducting the investigation. The investigation process will be handled confidentially and will not be open to the public. The privacy of the parties involved, individuals assisting with the complaint, and those invited to participate in the investigation will be protected. The Company will also ensure that they are safeguarded from retaliation or any other adverse treatment. - Corrective Actions :
- If workplace bullying is substantiated through the investigation, appropriate disciplinary or corrective action will be taken against the offender based on the severity of the misconduct. The Company will also provide or arrange referrals for legal consultation services, medical treatment, psychological counseling, social welfare resources, and other necessary assistance or protective measures.
- In cases where the Company becomes aware of a potential workplace bullying incident through means other than an employee complaint, the Company will not only inform the affected employee of their rights and available remedies but will also follow the above procedures to conduct the necessary clarification, investigation, and verification of the relevant facts.
Sexual Harassment Complaint Channel
【Governing Provision】
Guidelines for Prevention, Appeal and Disciplinary of Sexual Harassment at Workplace
【Definition of Sexual Harassment】
Sexual harassment refers to any of the following circumstances stipulated in Article 12 of the "Gender Equality in Employment Act":
- In the course of an employee executing his or her duties, any one makes a sexual request, uses verbal or physical conduct of a sexual nature or with an intent of gender discrimination, causes him or her a hostile, intimidating and offensive working environment leading to infringe on or interfere with his or her personal dignity, physical liberty or affects his or her job performance.
- An employer explicitly or implicitly makes a sexual request toward an employee or an applicant, uses verbal or physical conduct of a sexual nature or with an intent of gender discrimination as an exchange for the establishment, continuance, modification of a labor contract or as a condition to his or her placement, assignment, compensation, evaluation, promotion, demotion, award and discipline.
- The use of one's authority or opportunities to engage in sexual harassment toward individuals under one's command, supervision, or in a professional relationship arising from employment, job seeking, or job execution.
The investigation into sexual harassment claims shall apply the requirements referred to in Paragraphs 1 to 4 of Article 12 of the Act, and also take the following circumstances into consideration as examples of sexual harassment:
- Gazing, touching, hugging, kissing or smelling another person's body inappropriately, or coercing others to do so.
- Sending, retaining, displaying or broadcasting the text, pictures, sounds, videos or materials that refer to or demonstrate any sexual request, sexual activity or gender discrimination.
- Repeatedly harassing or continuing to follow or pursue any person against their will.
Hotline: (02)2763-8800 ext. 1888
Fax: (02)2756-3773
Email: 113@kgi.com
【Complaint Handling Process】
- Reporting :
The complainant may file a complaint verbally, by e-mail, or in writing. - Investigation :
A Sexual Harassment Investigation Committee will be established to investigate the complaint. All complaints and investigation proceedings will be handled in a confidential manner, and resolutions will be made with due regard to the privacy and other personal rights and interests of both parties. The Company will ensure that the complainant is protected from any form of retaliation or other unfavorable treatment. - Corrective Actions :
- If the investigation confirms that sexual harassment has occurred, appropriate disciplinary or corrective actions will be taken against the offender based on the severity of the misconduct. The Company will also provide or arrange referrals for legal consultation services, medical treatment, psychological counseling, social welfare resources, and any other necessary assistance or protective measures.
- In cases where the Company becomes aware of a potential sexual harassment incident through means other than an employee complaint, the Company will not only inform the affected employee of their rights and available remedies but will also follow the above procedures to conduct the necessary clarification, investigation, and verification of the relevant facts.