Audit Committee

• 1. The fair presentation of the Company’s financial statements.
  2. The selection, dismissal, independence, and performance of the certified public accountants.
  3. The effective implementation of the Company’s internal control system.
  4. The Company’s compliance with relevant laws and regulations.
  5. The control of the Company’s existing or potential risks.

• 1. Establishment or amendment of internal control systems in accordance with Article 14-1 of the Securities and Exchange Act.
  2. Evaluation of the effectiveness of the internal control systems.
  3. Establishment or amendment of procedures for handling significant financial and business activities such as acquisition or disposal of assets, engaging in derivative transactions, lending of funds to others, or providing endorsements or guarantees, in accordance with Article 36-1 of the Securities and Exchange Act.
  4. Matters involving the personal interest of any director.
  5. Significant asset or derivative transactions.
  6. Significant lending of funds, endorsements, or provision of guarantees.
  7. The offering, issuance, or private placement of equity-type securities.
  8. Appointment, dismissal, or remuneration of certified public accountants.
  9. Appointment or dismissal of financial, accounting, or internal audit officers.
  10. Annual financial reports signed or sealed by the chairperson, managerial officers, and accounting officers, as well as second-quarter financial reports that are subject to CPA review and attestation.
  11. Other significant matters as stipulated by the Company or competent authorities.

Audit Committee Charter(.pdf)

Members of the Audit Committee

Operation of the Audit Committee

Remuneration Committee

1. Periodically reviewing the Charter and making recommendations for amendments.
2. Establishing and periodically reviewing the performance assessment standards, annual and long-term performance goals, and the policies, systems, standards, and structure for the compensation of the directors, independent directors, and managerial officers of the Company, and disclose the contents of the performance assessment standards in the annual report.
3. Periodically assessing the degree to which performance goals for the directors, independent directors, and managerial officers of the Company have been achieved, setting the types and amounts of their individual compensation based on the results of the reviews conducted in accordance with the performance assessment standards. The annual report shall disclose the results of the individual performance assessments of the directors, independent directors and managerial officers and the connection between and reasonableness of the contents and amounts of their individual compensation and performance assessment results, and making a report at a shareholders' meeting.

1. Ensuring that the compensation arrangements of the Company comply with applicable laws and regulations and are sufficient to recruit outstanding talent.
2. Performance assessments and compensation levels of directors, independent directors, and managerial officers shall take into account the general pay levels in the industry, individual performance assessment results, the time spent by the individual and their responsibilities, the extent of goal achievement, their performance in other positions, and the compensation paid to employees holding equivalent positions in recent years. Also to be evaluated are the reasonableness of the correlation between the individual's performance and the Company's operational performance and future risk exposure, with respect to the achievement of short-term and long-term business goals and the financial position of the Company.
3. There shall be no incentive for the directors or managerial officers to pursue compensation by engaging in activities that exceed the tolerable risk level of the Company
4. For directors and senior managerial officers, the percentage of remuneration to be distributed based on their short-term performance and the time for payment of any variable compensation shall be decided with regard to the characteristics of the industry and the nature of the Company's business.
5. No member of the Committee may participate in discussion and voting when the Committee is deciding on that member's individual compensation.

Remuneration Committee Charter(.pdf)

Members of the Remuneration Committee

Operation of the Remuneration Committee

Nomination Committee

• 1. Establish standards for the professional qualifications, skills, experience, gender, and other diversity requirements, as well as independence criteria, for members of the Board of Directors and senior management; and identify, review, and nominate candidates for directors and senior management positions accordingly.
  2. Build and develop the organizational structure of the Board and its committees; conduct performance evaluations of the Board, its committees, individual directors, and senior management; and assess the independence of independent directors.
  3. Formulate and regularly review director training programs and succession plans for directors and senior management.
  4. Establish the Company's corporate governance best-practice principles.

Nomination Committee Charter(.pdf)

Members of the Nomination Committee

Operation of the Nomination Committee

Results of the Internal Performance Evaluation of the Functional Committees