Thinking of one is already a win.

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

The statutory minimum wage is deposited into employees’ payroll accounts

The remaining wages are then paid in cash

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

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

The statutory minimum wage is deposited into employees’ payroll accounts

The remaining wages are then paid in cash

They brazenly use the minimum wage to calculate employees’ 6% retirement 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 do the job

4. Excessive working hours

The 30-minute daily meal break is purely nominal

There is often no time to eat, while employees must continue handling work

Employees are often required to visit schools (distributing promotional flyers) or attend meetings outside working hours or before work

Both meetings and school visits take a lot of time

There are also other ad hoc matters 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 has to be provided

5. Wages for the first three months withheld in advance

For new hires who have just joined

NT$5,000 is deducted from their wages for each of the first three months (NT$15,000 in total)

It is only paid after three months, when the contract is signed

If you leave within the first three months

The deducted money will not be returned to you

6. Pay slips

When wages are paid each month

They do not provide employees with pay slips

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

Even if you ask a 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 absolutely refuse to provide it

7. Employment contracts

When an employment contract is signed, it should originally be made in two copies

But this company has its own way of doing things

After the employee signs, they take it away

They do not leave a copy for the employee to keep

They absolutely refuse to give you one, too

8. Non-compete restrictions

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

As described above, they do not provide employees with a copy after it is signed

They take it back as soon as it has been signed

Nor is there any legally required reasonable compensation

If you refuse to sign

Your salary for the month before departure will be... “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 a post-employment non-compete agreement with an employee:

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

2. The position or duties held by the employee give them access to or use of the employer’s trade secrets.

3. The duration, 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 employee as a result of not engaging in competing activities.

The reasonable compensation prescribed in Subparagraph 4 of the preceding paragraph does not include payments received by the employee during employment.

If an agreement violates any of the requirements in Paragraph 1, it is void.

The post-employment non-compete period may not exceed two years. If it exceeds two years, it is reduced to two years.

To be continued