1. Balance of Work and Family A Taiwan Report
Taiwan Public Television Service Enterprise Union
Oct , 2013
2nd UNI-APRO East Asian Trade Unions Forum
Seoul, Korea

2. Topics How we define When we started The current result
The best practice：Child Care
The works of Taiwan PTS Enterprise Union and the Enterprise itself
Way Forward

3. Definition: Balance of work and family
Work-family balance, guided by the preliminary purpose
Directly subsidized employees raising with children
The beneficiary including both female and male workers
Work-life balance, extended from a comprehensive policy concern
Aiming at workplace friendly，family friendly establishment
Providing encompassing benefits to all employees, specially caring the mental health of senior workers to ease the competition in workplace (lifelong learning) and healthcare burden for elder dependent

4. How Taiwan started to act
Gender Equality in Employment Law legalized in 2002
Provided female employees the benefits in workplace
Launching Work-Life Balance Policy in 2008 by Council of Labour Affairs, National Government
Government encouraged the enterprise introduced voluntarily more advanced protection measure
Academia promoting the ideal of work-life balance discourse
Council bi-annually awarded the “Best Practice of Workplace Friendly by Enterprise

5. The current assessment of Policy Outcome
Statistics announced result by Directorate-General of Budget, Accounting and Statistics, National government (August 30 , 2013) ：
According Your Better Life Index, OECD, Taiwan government compiled her own statistics to compare (National Well-being Indicators), and found that
“work-life balance” ranked in the average of OECD Index (Rank 18/36)
below than the one’s ranking referring to Housing, Income, and Job topics

6. Balance comparison (Taiwan, Japan, South Korea)

7. What opinions to these topics by domestic labour measure
According to the balance of working and living survey 2011 by Council, found
Balance agreed by 71.1% respondents，however, the 26.8% of them chose “working very long hours”
Only 26.1% of respondents agreed with employer- provided benefits of physical and mental health facility, the beneficiaries are 32.3% of them
Enterprise with maternity leave (96.8%) 、fraternity leave (57.8%) 、family leave (62.9%) 、On-site childcare facilities (68.9%) 、parental leave (75.3%) 、flexitime for raising child(ren) of less than three years of age (47.5%)

8. Best Practice for child care policy protecting by legislation
feed his or her baby of less than one year of age in person, permit to do so twice a day, each for thirty minutes deems as working time)
hiring more than two hundred and fifty employees shall set up child care facilities or provide suitable child care measures.
For raising children of less than three years of age, reducing or adjusting working time is allowed

9. Best Practice for child care policy protecting by legislation
Maternity, fraternity leave, miscarriage during certain period allowed discontinue work, all wages should be paid
parental leave without payment before any of his or her child reaches the age of three years old (maximum two-year)
taking personal care for a family member who needs inoculation, the number of this leave shall be incorporated into normal leave and not exceed seven days in one year

10. The Endeavour by TPTSEU and our struggle with Enterprise (1.1)
Completed the further protection of parental leave
For whom took parental leave from Yr , Union asked the Enterprise to resume their record of evaluation and promotion during the leave (12 persons: female 10, male 2)
Finally, the employee-merit and rewards is protected and paid back sourcing to the fiscal year 2003
Revising the protection measure: the evaluation of FY must be done before leave applied; for the whole-year leave of employee, the evaluation is based on the average of three-year merit system record

11. The Endeavour by TPTSEU and our struggle with Enterprise (1.2)
Based on the employee-merit for whole-year leave, the one’ reward must be paid by the account separated from the one of general employee (avoiding the conflict-interest within the same workplace)
Requested the feeding room installed at each building
Dispatched workers should be received the partial benefits according to Gender Equity in Employment Law

12. The cooperation is reached by Union and Enterprise (2)
Reaching agreement for childcare vouchers
Enterprise subsidized employee with children no more than age of 7, USD 50 per person/month for day care
Introducing flexi-time to TV profession job to arrange the family care
Introduced the Time/off in lieu provisions: allowing transferred overtime working hour to take rest
Encouraging sabbatical leaves: Maximum two-year for furthering graduate education without paid (raising children in the meantime)
Subsidized healthcare therapies: each employee with six-hour of psychological counseling benefits

13. Way Forward
Attempted to reach work-family balance into the workplace friendly
Employee with the hope to having a family
Then the employee being loyal to the Enterprise as permanent job
Supporting dual career couple not at the expense of family caring
Affective commitment to the workplace by employees with family
In the long run, the benefits generated from the balance of work-family to the one of work-life (including, career exploring and elder dependent care)

14. Thanks for your attention
Taipei PTS Enterprise Union