Brainwashing, evading the law, and cutting pay—they excel at all of it.

You can also gain a profound understanding of workplace culture.

This is impossible at this company. Its regional managers use semi-threatening tactics to pressure you into coming to work, and they will also ask you to work without pay on your days off. If you refuse, they will find ways to cut your pay. They frequently commit violations of the Labor Standards Act, both large and small, so think carefully before deciding to work here. This is a company where the hardware and software sides fail to work together.

In particular, the head of this company’s HR department is not a genuine HR professional. Their job is to advise the company on how to circumvent the Labor Standards Act and how to deduct employees’ pay.

Regarding the Labor Standards Act’s principles for typhoon-related leave: when a typhoon day is declared, an employer may not force employees to work, and employees may refuse to work. The employer does not need to pay wages for that day. If an employee chooses to work, the employer must provide an additional day’s wages or grant one day of compensatory leave. There are no relevant regulations concerning transportation costs for traveling to and from the workplace.