Contact Number
+60-6-9873999
The company holds shareholders’ meetings every year, to give shareholders sufficient opportunities to raise questions and proposals, and has the spokespersons, litigation and non-litigation agents to handle the suggestions, doubts, and disputes by the shareholder.
Regarding the company’s business data and corporate governance information, the company will declarations and announcements monthly at the Market Observation Post System (MOPS); the company’s website will update and post the latest News. Besides, the company will occasionally hold Institutional Investor Conference (at least once a year), shareholder meetings, or investor meetings in Taiwan.
Shareholders or investors can contact the company or convey their opinions to the company management through the following methods:
Email: [email protected]
Line : til6616
Tel :+606-9873999 #123
The company has established the “Procedures for Preventing Insider Trading,” which are publicly disclosed on the company’s official website. These procedures explicitly regulate that the company’s directors, managers, employees, and persons specified under Article 157-1 of the Securities and Exchange Act are prohibited from trading the company’s listed stocks or other equity-based securities on the stock exchange or at securities firms’ business premises upon becoming aware of material, price-sensitive information about the company. This restriction applies until the information is disclosed publicly or for 18 hours after its public disclosure.
The company’s governance department will notify and remind directors via email each quarter that, in accordance with regulatory requirements:
– Directors are prohibited from trading the company’s stocks within 30 days prior to the announcement of the annual financial report.
– Directors are prohibited from trading the company’s stocks within 15 days prior to the announcement of each quarterly financial report.
Any violations will be handled in accordance with the company’s internal regulations and relevant laws.
In addition, the company distributes relevant regulatory information annually and periodically educates insiders (including directors and managers) on insider trading regulations. This is to strengthen compliance among insiders, prevent violations and penalties, and provide directors with continuing education courses or relevant regulatory discussion sessions to help them adhere to legal requirements.
For more details on the specific measures implemented each year to prevent insider trading, please click below:
The situation of implementing the prevention of insider trading in 2024.
The situation of implementing the prevention of insider trading in 2023.
The situation of implementing the prevention of insider trading in 2022.
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After taking office, insiders should observe:
* In the event of a board re-election or the appointment of new directors, the corporate governance unit will specifically prepare a handbook on insider trading regulations for newly appointed directors to review and understand the relevant laws. Additionally, all directors will be reminded to complete the required annual training hours in a timely manner.
To ensure the implementation of the company’s ethical conduct and integrity management policies, the “Procedures for Ethical Business Practices and Code of Conduct” and the “Ethical Conduct Guidelines for Listed Companies” have been established. Internally, the company also reinforces ethical awareness and encourages employees to report any suspected or discovered violations of laws, regulations, or ethical conduct guidelines to managers, internal audit supervisors, or other appropriate personnel. Employees are provided with sufficient information to enable the company to properly handle follow-up matters. Reports can be made through four channels: in-person reporting, telephone reporting, written submission, or email reporting. In the year 2024, there were no incidents of employees violating the Integrity Management Guidelines.
**Please refer to “Corporate Governance” -> “Major Internal Policies” and click ” Management Operation Procedures to Prevent Insider Trading,” “Procedures for Ethical Management and Guidelines for Conduct,” and “Ethical Code of Conduct” for more detailed regulations.
If you have any suggestions, you can contact us through the following channels:
– Submit to the company’s suggestion box
– Human Resources Department email: [email protected]
– Company email: [email protected]
– Company management representatives
The benefits of the employee include:
Benefit Items | Description |
Salary system | A competitive salary level, with annual salary adjustments based on individual performance and the company’s overall operational performance. |
Bonus System | Each year, the company allocates a portion of its profits and distributes bonuses to employees based on performance evaluations conducted by the management team. |
Insurance System | Employees who have served the company for three years or more are covered by accident insurance. |
Employee Relations | Organizing sports competitions, year-end banquets, and occasional gatherings. |
Employee Care | Subsidies for wedding and funeral expenses, an annual medical allowance of MYR 250 for consultations at company-affiliated clinics, and benefits such as 14 days of paid sick leave. |
Attendance and Leave System | In accordance with Malaysian labor laws, benefits include Employees Provident Fund (KWSP), 14 weeks of maternity leave, paternity leave, annual leave (ranging from 8 to 16 days based on years of service), and 14 days of paid sick leave. |
Others | The company provides uniforms, domestic and overseas travel allowances, and long-service awards for employees who have served for over 10, 20, and 30 years. Employees’ children with outstanding academic performance may also receive scholarships awarded by the company. |
If employees have comments, they can submit them to the company suggestion box, human resources mailbox (email: [email protected] ) or contact the company (email: [email protected] ) or contact the company’s management representatives.
The company’s regulations on labor-management relations are under relevant laws and regulations (Retirement Laws and Social Insurance Law) and set up the employee suggestion boxes and other feedback channels. Besides, the company will hold training seminars every month to introduce the company’s existing rules and regulations, culture, workplace regulations, and create a safe and happy working environment for new employees.
If there is any information that needs to be conveyed, the company will communicate the results to employees as an email or information on the bulletin board after meetings and discussions in monthly management meetings.
If employees have comments, they can submit them to the company suggestion box, human resources mailbox (email: [email protected] ) or contact the company (email: [email protected] ) or contact the company’s management representatives.
Our company is committed to upholding the principle of respecting human rights, ensuring that all employees and stakeholders can work in a safe, fair, and inclusive environment. We adhere to international conventions and Malaysia’s labor laws, pledging to protect fundamental labor rights. Through a comprehensive management system, we proactively prevent human rights risks to ensure the company’s sustainable development.
Our company references and adheres to the following international conventions to ensure that our policies align with global human rights standards:
The summary of our specific management plan is as follows:
1. Measures to Mitigate Human Rights Risks
A) Prevention of Workplace Sexual Harassment Our Company’s Measures:
★ Annual “Prevention of Workplace Sexual Harassment” seminar to promote the regulations regarding sexual harassment under the 1955 Employment Act. Any similar incidents will be severely punished without leniency.
★ Workplace Promotion: Posters are displayed to prevent sexual harassment, and an anonymous reporting system (suggestion box) is in place to ensure a safe working environment for employees.
B) Child Rights Protection and Mother-Child Protection Measures Our Company’s Measures:
★ Zero Child Labor Policy: Strictly enforce the minimum age hiring standards and prohibit the employment of individuals under 18 years of age.
★ Mother-Child Protection Measures:
C) Labor Conditions and Fair Compensation Our Company’s Measures:
★ Comply with Malaysia’s minimum wage standards (effective from February 2025, RM1,700 per month), ensuring all employees’ compensation meets legal requirements.
★ A gender-neutral salary and promotion system, ensuring equal pay for equal work and fair competition, with female employees equally eligible for management positions.
2) Human Rights Training Our Company’s Measures:
We conduct at least one human rights training session per year, covering topics such as:
★International human rights conventions and company policies
★ Labor rights, prevention of workplace sexual harassment, child labor prohibitions, etc.
★ Internal anonymous grievance mechanism (such as a suggestion box), ensuring employees have appropriate channels for reporting.
3) Policy Transparency and Implementation Mechanism Our Company’s Measures:
★ The human rights policy is publicly disclosed on our official website and in the employee handbook, ensuring that all employees and stakeholders can access and follow it.
★ Third-party audit mechanism: Review third-party audit reports annually to ensure the effective implementation or improvement of policies.
★ Reporting and grievance channels: Establish an anonymous reporting system to ensure employees can safely report violations.
The company has a “Policy on Safety and Health at the Workplace” and a Safety Committee. The committee’s responsibility is to formulate, implement, and publicize plans related to safety maintenance management. The committee aims to strengthen the safety and hygiene of the working environment. It is committed to improving its employees’ safety and health and reducing the working environment’s impact on employee safety and health. Hazards, as other safety and health promotion matters, etc., set the priorities and action plans that should be implemented yearly.
Education Training
Ensure that employees are familiar with relevant occupational safety and health regulations and the company’s safety maintenance operation. The company will organize education and training from time to time and remind employees to raise safety awareness through emails and notices to ensure that employees always abide by workplace safety rules. The company held eleven safety education and training seminars in 2022. The company also promoted the company’s safety protection and health education and training to new employees. The following are some examples of relevant safety education and training:
Techcential International Ltd. aims to create a safe working environment and a healthy and friendly workplace for employees, so that they can work with peace of mind, and continues to promote safety-related publicity, education, and training, hoping to achieve “everyone’s safety” and implement safety and health management of the three protections of industrial safety: “self-care, guardianship, and mutual protection.”
Promoting “Workplace Diversity and Gender Equality” and the Implementation of Relevant Policies
i) Employee Ethnicity Indicators:
Category | 2023 | 2024 |
Malaysian – Chinese | 58 | 54 |
Malaysian – Malay | 71 | 80 |
Malaysian – Indian | 5 | 4 |
Foreign | 615 | 600 |
ii) Female Diversity Indicators:
Category | 2023 | 2024 |
Percentage of Female Directors | 0% | 0% |
Percentage of Female Managers | 1.9% | 1.76% |
Percentage of Female Employees | 10.15% | 10.97% |
iii) Other Diversity Indicators:
Category | 2023 | 2024 |
Persons with Disabilities | 0% | 0% |
Grouped by Age:<18 | 0% | 0% |
Grouped by Age:18~45 | 697 | 680 |
Grouped by Age:46~55 | 41 | 46 |
Grouped by Age:>55 | 11 | 12 |
“Pay Equality” Specific Practices
The company provides employees with a competitive, transparent, and equal pay policy, regardless of gender, reflecting operational performance. Due to the nature of the industry, there are more male employees; however, the company continues to strive to create a diverse workplace and offers gender-neutral compensation. For individuals with relevant professional qualifications and work experience, compensation is determined based on their academic background, expertise, and certifications, with no differentiation based on gender or ethnicity.
Malaysia’s 2012 Minimum Retirement Age Act take effect on July 1, 2013, stipulated that the minimum retirement age for employees should be 60 years old. Applicable to all employees in the private sector in Malaysia. It is a crime for any employer to dismiss an employee before the employee reaches the minimum retirement age of 60. Once convicted, the fine is not more than RM10,000.
The Employees’ Provident Fund (EPF) is a government-managed retirement savings scheme that is mandatory in countries such as India, Hong Kong, Singapore, Malaysia, Mexico, and others. It is similar to the Social Security system in the United States. Malaysia’s Employees’ Provident Fund (EPF/KWSP) was established under the Employees’ Provident Fund Act 1991 (Act 452) to provide retirement benefits to members through mandatory contributions from both employers and employees. The EPF offers a convenient framework for employers to fulfill their legal and ethical obligations by making continuous monthly contributions to employees’ retirement fund accounts.
The monthly contribution rate for the Employees Provident Fund is as follows:
To ensure employees’ future retirement security, the company complies with Malaysia’s Labor Standards Act and Pension Regulations to support retired employees in both work and life.
Years of Service | Gratuity Amount |
10 to 15 years | 1 month’s basic salary |
15 to 20 years | 1.5 month’s basic salary |
20 to 25 years | 2 months’ basic salary |
25 to 30 years | 2.5 months’ basic salary |
More than 30 years | 3 months’ basic salary |
The Social Insurance Organization (SOCSO) implements the Work Injury Insurance Plan by the Employee Social Insurance Law in 1969 and the Employee Social Insurance (General) Regulations of 1971. The Social Insurance Organization provides medical treatment, cash compensation, prosthetics, and rehabilitation training.
The social insurance agency provides 2 insurance plans, which are the Work Injury Insurance Plan and Disability Pension Plan.
The company regularly holds shareholder meetings every year and has a spokesperson system to respond to shareholders’ questions. Simultaneously, an investor relations section is established on the official website. Investors can use email and Line to keep in touch with the company at any time. Annual reports are also issued on a regular basis to fully disclose regulations, revenue statistics, financial statements, corporate governance, and other stock-related information.
Email:[email protected]
Line ID: til6616
The company provides employees with comprehensive training, open channels to express their opinions, and reasonable benefits and compensation in accordance with local laws and regulations. In addition to complying with the relevant requirements of local governments, the company also organizes occasional gatherings and recreational activities to support employees’ physical and mental well-being.
If there is any information that needs to be communicated, the company will do so through face-to-face meetings, by discussing it during the monthly management meetings, and then sharing the relevant outcomes with employees via email or posting printed notices on bulletin boards.
If employees have questions or suggestions, they may contact company representatives through the following channels:
To provide customers and clients with comprehensive service and assurance, the company maintains real-time communication based on client needs (via email, phone calls, or discussions during factory inspections by buyer QCs) to better understand their requirements and enhance the effectiveness of interactions. Customer feedback is regularly reviewed and improvements discussed during weekly production and sales meetings as well as quality control meetings.
In addition, to maintain product quality and ensure that the company’s working environment complies with regulations and aligns with international ESG trends, clients may commission third-party agencies to conduct unannounced factory audits throughout the year. These agencies issue audit reports to communicate areas needing improvement. The company fully cooperates with such audits and will communicate and report any follow-up improvements (if necessary) to auditors and clients.
Since 2019, the company has maintained a showroom at the annual Kuala Lumpur Furniture Fair, inviting existing clients to visit and learn about new product designs. The company also participates in four international furniture exhibitions held annually in the United States to visit both current and potential clients’ showrooms, helping the company better understand trending products and customer needs.
If clients wish to learn more about the products, they are welcome to contact:
TC General Manager – Kyle Eng (Tel: +606-9873999#110; Email: [email protected])
or
TC Marketing Manager – Frank Chong (Tel: +606-9873999#105; Email: [email protected]).
After inquiring, comparing, and negotiating with multiple suppliers, the company’s procurement personnel make decisions based on thorough evaluations of unit prices, specifications, payment terms, delivery schedules, product and service quality, and other relevant information. The company aims to build long-term, close relationships with suppliers based on mutual trust and benefit, with a shared goal of achieving sustainable and mutually rewarding growth. Additionally, the Procurement Department conducts occasional site visits or inspections at suppliers’ facilities to ensure clear communication and alignment on product quality standards.
If suppliers have any questions, they may contact:
Company Procurement Department (Tel: +606-9873999 #302)
Procurement Department staff
Or email: [email protected]
The company is committed to maximizing the efficient use of resources to reduce environmental impact.
We implement energy-saving initiatives, such as turning off lights when not in use and regulating air conditioning temperatures, to minimize energy waste. Additionally, we regularly promote energy conservation and carbon reduction awareness among departmental staff to support our goals of energy savings and greenhouse gas reduction, thereby fulfilling our environmental responsibilities as a corporation. Going forward, the company will progressively establish environmental management systems tailored to industry characteristics as needed.
If you have any suggestions, please feel free to contact us through the following channels:
If any company personnel is found to violate the regulations, they can report to the department head or the personnel department as a letter, email, telephone, or face-to-face notification.
The company’s contact information can refer to: