Salaries are determined by how much the boss likes each employee; a high salary does not mean the person knows how to do the job.

The maternity allowance and maternity subsidy listed on the recruitment website are simply the two months of maternity benefits from Labor Insurance. Maternity leave pay is legally required under the Labor Standards Act anyway, yet all of these are listed as company benefits, which is quite laughable.

The holiday gift voucher is just a NT$1,000 Mamaway voucher that can only be used to buy the company’s products—or to receive slow-moving inventory that the company cannot sell.

On the surface, it is a large company, but in reality it has hardly any systems or policies. The boss has the final say. The benefits only meet the minimum requirements of the Labor Standards Act; sorry, there is nothing extra. It operates under a responsibility-based system. Typhoon days are unpaid: if you have annual leave, a day is deducted from it; if you do not, money is deducted from your pay. If the rain is not too heavy during a typhoon, supervisors will be asked to send LINE notifications telling all employees to come back to work.

Employees are occasionally asked to provide support on holidays. There is no overtime pay, only compensatory leave—only compensatory leave, only compensatory leave—for example, when taking inventory in the warehouse or supporting large-scale events. Employees at headquarters are expected to provide support unconditionally. The contradiction is that the boss does not like employees taking leave, and will still bombard them with relentless LINE messages while they are off.

On the surface, the employees appear to get along well, but in reality they are constantly scheming against one another. You have to be careful what you say to avoid being stabbed in the back. When problems arise, everyone passes the buck and no one takes responsibility.