Thinking of one is already a win
1. Underreporting employees’ labor and health insurance premiums despite high salaries
Using the statutory minimum wage to deposit into employees’ salary accounts
then paying the remaining wages in cash
Openly using the minimum wage to calculate employees’ labor and health insurance premiums
2. Underreporting the 6% labor pension contribution despite high salaries
Using the statutory minimum wage to deposit into employees’ salary accounts
then paying the remaining wages in cash
Brazenly using the minimum wage to calculate employees’ 6% pension contributions
3. Absolutely no overtime pay
Making it clear from the outset that overtime will not be paid
Defiantly violating the Labor Standards Act
If you don’t like it, don’t work here
4. Excessive working hours
The daily 30-minute meal break is purely nominal
Because there is no time to eat, employees must continue handling work matters at the same time
Employees are often required to visit schools outside working hours or before work (distributing flyers for promotion), or to attend meetings
Both meetings and school visits take a great deal of time
There are also other temporary tasks to handle
Employees must use their own time for all of these activities
That is, they must complete them during their non-working hours
These hours are not recorded
So naturally, no overtime pay needs to be provided
5. The first three months’ wages are withheld in advance
For new employees who have just joined
NT$5,000 is withheld from their wages for each of the first three months (NT$15,000 in total)
The money is not paid until the contract is signed after the three-month period
If you resign within the first three months
The withheld money will not be returned
6. Pay slips
When wages are paid each month
pay slips are not provided to employees
You are only asked to sign, after which the slip is taken away
Even if you ask your supervisor to provide the pay slip
They will say, “The director said this cannot be given out.”
Cannot be given means it cannot be given
They absolutely refuse to provide it
7. Employment contracts
When an employment contract is signed, it should originally be made in two copies
But this place has its own way of doing things
After the employee signs, the contract is taken away
and no copy is left for the employee to keep
They absolutely refuse to give you one
8. Non-compete restrictions
After resigning, employees are still required to sign a non-compete agreement
As described above, employees are not given a copy after signing
It is taken back immediately after they sign
Nor is there any legally required reasonable compensation
If you refuse to sign
your salary for the month before resignation will be… “temporarily withheld”
What a clever move, what a clever move
Article 9-1 of the Labor Standards Act
An employer may not enter into an agreement with an employee concerning post-employment non-compete restrictions unless the following requirements are met:
1. The employer has legitimate business interests worthy of protection.
2. The employee’s position or duties provide access to or use of the employer’s trade secrets.
3. The duration, geographical area, scope of occupational activities, and covered employers of the non-compete restriction do not exceed a reasonable scope.
4. The employer provides reasonable compensation for the losses suffered by the employee as a result of refraining from engaging in competing activities.
The reasonable compensation prescribed in Subparagraph 4 of the preceding paragraph does not include payments received by the employee during the period of employment.
An agreement that violates any of the subparagraphs of Paragraph 1 is void.
The duration 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