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:
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 is a retirement savings plan that manages by the government. It is a mandatory contribution in India, Hong Kong, Singapore, Malaysia, Mexico, and other countries, similar to the social security system in the United States.
The Employees Provident Fund (EPF/KWSP) in Malaysia is established by the Employees Provident Fund Act 1991 (Act No.452). The Employees Provident Fund provides employers with a convenient framework for them to fulfill their legal and moral obligations to employees by continuously paying monthly mandatory contributions to their employees’ retirement fund accounts.
The monthly contribution rates of the employee provident fund are:
(i) Employees: 11% of the monthly salary (employees over 60: 5.5% of the monthly salary), automatically deducted from the employee’s salary.
(ii) Employer: 13% for a monthly salary of RM 5,000 and below; 12% for a monthly salary of more than RM 5,000.
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 adequate education and training so that they can fully reflect the channels of opinion and provide employees with reasonable benefits and remuneration according to local laws and regulations. Besides handling the relevant regulations of the local government, the company sometimes organizes gatherings, recreations, and other activities for staff.
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.
To provide full service and protection for customers, the company will communicate with customers immediately (via email, telephone, or exchange opinions with buyer QC during inspecting at the factory) in response to customer complaints to understand customer needs and promote the relationship between the company and customers.
Please contact the following (person) for more details:
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 bargaining with multiple suppliers, the company’s procurement staff decided after fully comparing unit prices, specifications, payment terms, delivery dates, product and service quality, or other information. The company has built a long-term relationship with suppliers. Besides, the company’s purchasing department will visit or inspect the supplier’s factory from time to time to communicate clearly on product quality requirements.
If the supplier has questions, you can call the company’s purchasing department (Tel: +606-9873999 #302) or write an email to [email protected].
The company makes the best use of various resources to reduce the load on the environment.
The company will continue to establish environmental management systems that conform to the characteristics of the industry depending on the situation.
If you have any comments, you 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.
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: