Workplace reviews and discussion: 普拉瑞斯創意整合有限公司

Dreamed this up... Any resemblance is purely coincidental.

1. Arbitrarily assigning managerial vacancies to people from unrelated roles (for example, having a designer serve as the head of social media)

2. The company's internal EIP system is extremely difficult to use and full of bugs, yet it is still sold to clients for their use.

3. Managers are very good at shifting blame onto former employees and clients.

4. Company and departmental activities are often scheduled after work or on weekends, and employees are semi-coerced into participating. If you do not attend, they ask for detailed reasons; even after you explain, they continue pressuring you to go.

5. At a monthly meeting, the boss once announced that after all the employees under a certain department manager resigned collectively, the boss still gave that department manager a raise.

6. The company's turnover rate is too high, so some employees with modest abilities are asked to sign contracts. These contracts are extremely one-sided. For example, after signing, employees cannot object to business trips for two years. There is no signing bonus, but resigning during the contract period requires paying NT$100,000 in compensation.

7. If you go on a business trip on both Saturday and Sunday, you can only request one compensatory day off; you cannot request compensatory leave for only Saturday or only Sunday.

8. The company has no overtime-pay system, but if you are late by up to half an hour, you are forced to take half an hour of personal leave.

9. The Chinese-language pages of the company's B2B web platform are translated using Google Translate.

10. Annual meetings are all staged. Before the meeting, you must repeatedly rehearse the content for managers and the boss. If they do not accept what you have written, you have to revise it.

11. Starting this year, health checkups are available, but employees who are not managers must pay the full cost themselves.

12. During commuting hours, if a manager sends work instructions via LINE and you do not reply promptly, it will affect your annual performance evaluation score.

13. For the annual performance evaluation, you must fill out a score sheet, but it has no actual effect; the scores are subjectively changed by managers.

14. The annual performance evaluation affects the year-end bonus. If you are not one of the company's core people, your year-end bonus is usually not very good.

15. The company eliminated the customer service department and required every employee to contact clients personally. Later, it still hired several assistants to do essentially the same customer service work.

16. For last-minute leave, you must call the company manager, call your supervisor, and post an announcement in the EIP. If you fail to do any one of these, it will affect your annual performance evaluation. Some supervisors have even said that if you do not call them, they will not sign the leave form.

17. At the beginning of each month, every department must verify its own performance figures; it is unclear what the Finance and Management Department is for.

18. The company has a collection called “Pu La Quotes,” filled with all kinds of absurd work rules. These rules are tested at monthly meetings.

19. One work rule says that employees must check their email every day after arriving at work, but the company mailbox is shared by everyone, so there are usually about 1,000 emails every morning.

20. The company's project management is poor, responsibilities are unclear, and everyone duplicates each other's work.

21. Transferring to another department resets the probationary period.

22. The company applies for TTQS subsidies, but there are almost no external instructors. Department meetings are photographed and submitted as documentation, and they only stage a class when an inspection is expected.