This issue is too difficult

1. Underreporting the wages of highly paid employees and underpaying their labor and health insurance premiums

The statutory minimum wage is deposited 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 highly paid employees’ wages and underpaying the required 6% labor pension contribution

The statutory minimum wage is deposited into employees’ payroll accounts,

then the remaining wages are paid in cash.

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

3. Absolutely no overtime pay

They state bluntly 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 daily 30-minute meal break is effectively nonexistent

because there is no time to eat, while employees must continue dealing with work.

Employees are often asked 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 ad hoc matters to handle.

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

that is, their non-working hours.

These hours are not recorded,

so naturally no overtime pay needs to be provided.

5. Wages withheld in advance for the first three months

For newly hired employees,

NT$5,000 is withheld from their wages for the first three months (NT$15,000 in total).

It is paid only when the contract is signed after the three-month period.

If they leave within the first three months,

the withheld money is not returned.

6. Pay slips

When wages are paid each month,

pay slips are not provided to employees.

They only ask you to sign and then take them back.

Even if you ask the supervisor to provide the pay slip,

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

If it cannot be given, it cannot be given.

They refuse to give it no matter what.

7. Employment contracts

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

But this place has its own way of doing things.

After the employee signs, it is taken away,

and the employee is not given a copy to keep.

They refuse to give it to you, no matter what.

8. Non-compete restrictions

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

As mentioned above, employees are not given a copy to keep after signing.

Once it is signed, it is taken back,

and no legally required reasonable compensation is provided.

If you refuse to sign,

your salary for the month before resignation will be… temporarily withheld.

What a clever move.

Article 9-1 of the Labor Standards Act

An employer may not enter into an agreement with a worker concerning a post-employment non-compete restriction unless all of the following requirements are met:

1. The employer has a legitimate business interest that merits protection.

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

3. The duration, 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 the losses suffered by the worker as a result of refraining from engaging in competing activities.

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

An agreement that violates any of the requirements in the preceding paragraph 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