Workplace reviews and discussion: 旻品企業有限公司

1. Punctual working hours, not off by a single second (given a 5-star rating *****)

2. The work itself is not difficult (though somewhat miscellaneous), and you can get the hang of it quickly.

(These points exclude personnel-related issues, but once those are added, the difficulty increases... in the end, it depends on your personal EQ)

This platform is really cool: job seekers can mentally prepare themselves before stepping on a landmine. Previously, the operator's second generation once claimed on another page that they had been "brainwashed" by other employees. Everyone is an experienced member of society with the basic ability to distinguish right from wrong. Do you think people will necessarily believe whatever one person says? I believe only this company's operators would have such an understanding.

If you tell too many lies, one day you will be exposed. One person speaking up may perhaps lack evidence, but if two, three, four... people all express the same sentiment, then it is no longer just that person's problem. (You don't need to make me gather every employee I know, do you? By then, I wonder who will be unable to defend themselves.)

Sharing the experience of someone who has been there: if the operators feel something is inappropriate, they should improve it, rather than blindly continuing to survive in the industry by taking the operators' perspective and treating accumulated errors as truth. Over time, they will naturally be eliminated. That is the ultimate purpose of this platform.

*1111 Job Listing Benefits Analysis

Company members: Management level: the boss + his wife, purchasing manager + sales manager (registered at the same household address)

Others: accountant, domestic sales, warehouse management, packaging.

Q1 Employee trips: After completing 2 years, a subsidy of NT$15,000; after 1 year, (1/2) NT$7,500 (at least it is better than nothing)

Location: It looks impressive, but the level-one supervisors who vote make up 1/2 of the voters, so there is actually not much room for discussion.

Leave calculation: annual leave is deducted if you have it; wages are deducted if you do not.

(Supplement 1. Before being reported in 2017, annual leave and wages were always compulsorily deducted; even not coming to work meant being forced to take leave and lose pay. Maybe this has been improved now—not that this benefit was canceled, but perhaps it is now being generously offered.)

Supplement 2. The previous statement by the second-generation operator on the website said that the short five-day employee trip was enough to affect the company's operations and could cause losses of tens of millions. (OS: Wow, that's impressive.)

Supplement 3. Should employee leave be deducted for an employee trip?

The Labor Standards Act's answer: An employee trip is organized by the employer to reward and慰勞 employees for their hard work, strengthen emotional ties among employees, and relieve employees' physical and mental fatigue. Pursuant to Paragraph 2 of Article 38 of the Labor Standards Act, the dates of special leave are scheduled by the employee.

***In plain language: Employee trips may not be deducted from annual leave or wages, regardless of whether the employee participates.

Q2 Year-end bonus: It is recommended that you clarify this more thoroughly during the interview, rather than being misled by the one-sided phrase "based on individual performance." This wording leaves too much room for debate. The people who review and approve it are the same group of "supervisors." Even if performance has actual figures, they are only listed as a reference; the final decision still rests with the people mentioned above.

Q3. Work bonus: Having a dream is beautiful, and hope follows.

Before the EyeCom platform was revamped, the operator's second generation once stated: The company has operating costs and all kinds of expenses. I think that is all nonsense. If sales reach the targets everyone talks about, then just pay it straightforwardly—don't be so fussy and deduct this and that when it is time to calculate, then claim that the products were sold at a loss. Hahaha, I really cannot think of what was sold at a loss (if there really was such a problem, wouldn't it also have been reflected to the customers?). If you don't want to pay it, there is no need to make the offer sound so nice. Sick...

Q4. Year-end banquet + spring banquet + afternoon tea + employee dinners --> These should all count as the same item.

What is worth mentioning is the afternoon tea. The most common occasion is birthdays, when everyone awkwardly sings "Happy Birthday" face-to-face and makes superficial small talk. I imagine everyone's feelings are indescribable.

===Some rambling===

The 1111 employee benefits description needs to be much more detailed than the brief summary on 1X4 Human Resources Bank. If there is a chance in the future, I will add more details. (The EyeCom platform was revamped, so the previous content and data were also lost.)

This is a standard family-run company, clearly lacking in "justice," "impartiality," and "reasonableness." It is as if they make their own laws; anything they say today can be overturned by themselves at any time. There is no such thing as a standard procedure—perhaps this is the tragedy of a small company. What's more, the person who "will" or "has already" taken control of the company thinks they are great. If you created it yourself, I would sincerely applaud you, but there is not much point in discussing the issue with someone who does not think a problem is a problem.

Completing a process requires the cooperation of the entire company, but there are always people standing by watching the spectacle, waiting for the opportunity to strike, regardless of their age or seniority. When something goes wrong, no one involved is willing to take responsibility; they simply shift the blame first. Front-line sales have to bear the brunt, while the boss watches coldly from the sidelines. Who is right and who is wrong? Explain it clearly! Are you blind? If even the person responsible for handling it is unwilling to face it, what are the others supposed to say?

The employees are like this, and so is the boss. When sales report a customer complaint, the boss does not dare admit it to his "wife" and simply blames sales. When the time is right, the "wife" comes to berate them. The boss always says, "I don't know; I'm not clear about it." Are meetings being held for nothing? The matter was clearly reported "many times" in meetings. They make a note of it and settle the accounts together at the end of the year. They demand that you demonstrate the utmost loyalty as an employee, then stab you in the back. Staying there is really just for a meager salary..... Everyone is aggrieved, hahaha!!

Employees sell out colleagues to please the boss. The boss exchanges information with employees to obtain more information, and even releases false information to make employees dislike one another. There are only a few people here, but human nature becomes even more transparent. It is quite fascinating, really. This is my firsthand experience. If you want to experience it yourself, go and see—you are guaranteed to be thrilled.