Receiving a red envelope when coming to work during the Lunar New Year.

1. On typhoon days off, the company does not pay the day's wages; instead, it deducts the full daily wage. For example, it deducts a daily wage of 1,000. However, when cooperating with the company, a certain holiday was changed into a regular workday due to overtime work, and the holiday pay for that day was calculated based on the basic salary—for example, paying a daily wage of 900. Wages were deducted based on the full salary but paid based on the basic salary, which was very unfair. After leaving the company, I learned that this had been corrected so that both deductions and payments were calculated based on the basic salary.

2. Due to the rapid turnover in HR, there are problems with handovers. The overtime pay calculation is always inaccurate, and every time I have to call to point out the error, with the difference being paid the following month. Payslips often contain unclear items, so sometimes money is added or deducted without any explanation.

3. Originally, the company calculated salaries from the 26th of each month to the 25th of the following month—for example, from May 26 to June 25. After I resigned, I asked why I had not received wages for the working days after the 25th, only to be told that the company had already adjusted the payroll period—for example, from May 1 to May 31. I only learned after resigning that the company's salary payment system had changed. The company did not issue any official notice, which was extremely frustrating.

4. I originally intended to develop my career in this field, so I paid for classes and obtained relevant certifications myself. I needed a work certificate, so I submitted a request for an employment certificate to be stamped. The manager returned it three times—yes, three times. The company did not spend a single cent on it, so I do not understand why the manager had such an attitude. It was completely unacceptable.