Workplace reviews and discussion: 怡聚科技股份有限公司

Temper your will, train your mind and spirit, and emerge stronger after being placed in a desperate situation.

Benefits: Two days off per week; public holidays are days off; typhoon days off are unpaid (calculated based on full salary); three seasonal bonuses (NT$500 for the Dragon Boat Festival, NT$500 for the Mid-Autumn Festival, and NT$500 for Labor Day, all in Carrefour vouchers and paid for by the Employee Welfare Committee); year-end bonus (calculated based on base salary, approximately one month of base salary—lower than the standard market rate for university graduates); the Employee Welfare Committee deducts welfare fees in proportion to salary (based on full salary), but only distributes benefits during the three festivals throughout the year, with no additional activities; three meals provided (all require registration; breakfast quantities are often incorrect, so it is quite normal not to get any; lunch is buffet-style, but you cannot take extra food and will be advised against it; dinner can only be requested when working overtime); overtime pay follows the Labor Standards Act (but an overtime application form must be completed and approved by a supervisor; overtime exceeding two hours or overtime on holidays requires the chairman’s approval); annual leave follows the Labor Standards Act; a red envelope for the first workday after the New Year (NT$300); no promotion or salary-increase system; rewards for achievements (rare), and fines for infractions (common: warnings, minor demerits, and major demerits).

Culture and atmosphere: A family business. Blood relatives and relatives by marriage can hold senior positions even without professional knowledge or relevant backgrounds; parachuted-in personnel are the norm. The Human Resources Department is a standard management-side mouthpiece, guided by the employer’s position. The company is skilled at exploiting legal loopholes: as long as something is not illegal, it will firmly maintain its position even if it creates a poor impression. On average, there are two rounds of layoffs per year. When the company does not want to formally dismiss someone, it uses other means to make the person resign voluntarily. It strives to cut costs: office supplies such as correction tape and blue pens must be exchanged on a one-for-one basis, stationery must be registered to be collected, and purchases require an application and approval. Yet the expenses borne by the family within the company are comparatively generous, leaving employees bewildered as they watch one scene of wastefulness unfold while the company calls for energy conservation and cost-cutting. The company’s decision-makers do not hire based solely on talent; absolute loyalty is required. Employees with few independent ideas who do not doubt or question their superiors are considered trustworthy and good. However, the decision-makers are sensitive and suspicious, so someone who is a loyal minister today may become a traitor tomorrow. Communication between departments is seriously poor, and infighting is severe. Everyone only looks after their own safety and interests, protecting themselves wisely. Human surveillance cameras can appear and operate anytime, anywhere, so everyone has to work cautiously and carefully. The atmosphere is dull and hopeless, and there is no team spirit, because looking after yourself is more important!

Finally, here is a joke: A company with 200 employees, neither listed nor OTC-listed, has nearly 10 accounting and finance staff.