Thinking of one is already a win.

1. Underreporting employees’ labor and health insurance premiums despite high salaries

The legally mandated minimum wage is transferred into employees’ payroll accounts,

then the remaining wages are paid in cash.

They openly use the minimum wage to calculate and pay employees’ labor and health insurance premiums.

2. Underreporting the 6% labor pension contributions that should be paid despite high salaries

The legally mandated minimum wage is transferred into employees’ payroll accounts,

then the remaining wages are paid in cash.

They brazenly use the minimum wage to calculate employees’ 6% labor pension contributions.

3. Absolutely no overtime pay

They make it clear from the outset that overtime will not be paid.

They brazenly violate the Labor Standards Act.

If you don’t like it, don’t work here.

4. Excessive working hours

The 30-minute daily meal break is effectively nonexistent,

because there is no time to eat and employees must continue handling work matters.

Employees are often required to visit schools outside working hours or before work

(to distribute flyers and promote the company), or to attend meetings.

Both meetings and school visits take a lot of time,

and there are other ad hoc tasks to handle as well.

Employees must use their own time for all of these activities—

in other words, they must complete them during their non-working hours.

These hours are not recorded,

so naturally no overtime pay needs to be provided.

5. Salary withheld in advance for the first three months

For new employees who have just joined,

NT$5,000 is withheld from their salary for each of the first three months

(NT$15,000 in total).

It is not paid until they sign a contract after the three-month period.

If they leave during the first three months,

the withheld money is not returned.

6. Payslips

When salaries are paid each month,

the company does not provide payslips to employees.

It only asks you to sign, then takes the document back.

Even if you ask a supervisor for the payslip,

they will say, “The director said this cannot be provided.”

If it cannot be provided, it cannot be provided—

they absolutely refuse to give it to you.

7. Employment contracts

When signing an employment contract, there should originally be two copies,

but they have their own way of doing things.

After the employee signs, they take it away

and do not leave a copy for the employee to keep.

They stubbornly refuse to give you one, just the same.

8. Non-compete clauses

After employees leave, they are still required to sign a non-compete agreement.

As mentioned above, the employee is not given a copy after signing.

Once you sign, they take it back.

Nor is there any legally required reasonable compensation.

If you refuse to sign,

the salary for the month before leaving is… “temporarily withheld.”

What a clever move, what a clever move.

Article 9-1 of the Labor Standards Act

If the following requirements are not met, an employer may not enter into an agreement with a worker restricting competition after resignation:

1. The employer has legitimate business interests that require protection.

2. The position or duties held by the worker allow the worker to access or use the employer’s trade secrets.

3. The period, geographic area, scope of occupational activities, and prospective employers covered by the non-compete restriction do not exceed a reasonable scope.

4. The employer provides reasonable compensation for losses suffered by the worker as a result of not engaging in competing activities.

The reasonable compensation referred to in Subparagraph 4 of the preceding paragraph does not include payments received by the worker during employment.

An agreement that violates any of the requirements in Paragraph 1 is void.

The period of a post-employment non-compete restriction may not exceed two years. If it exceeds two years, it shall be reduced to two years.

To be continued