Workplace reviews and discussion: 怡特生醫科技有限公司

The interview process was quick, and I got the job.

The company has an extremely high turnover rate. People generally do not stay for more than a year before wanting to leave. Of the employees who joined at the same time as me, I am the only one still there this year; everyone else has resigned and moved on to better opportunities. The company only hires young, newly graduated university students. It changes its operating procedures arbitrarily, according to its own whims, without informing the employees or communicating with them. It only unilaterally demands that employees follow the changes, while claiming that the company is always open to communication and discussion. However, raising any questions is treated as an attitude of rebellion and poor work ethic, after which the employee is targeted and subjected to various forms of fault-finding. The company does not comply with the Labor Standards Act, yet claims that everything it does is legal and follows government regulations. Employees are required to answer phone calls during their lunch break. If you take a half-day of annual leave in the morning, you are told that you must return to work and clock in during the lunch break, then take your lunch break afterward. If you return to clock in for the afternoon shift after the lunch break has ended, you must use personal leave to cover the one-hour lunch break.

When resigning after completing one year but less than three years of employment, I gave 20 days' notice. The company never interviewed anyone to take over my duties. Before the end of my notice period, it directly told me to leave that day, claiming that because I had taken two days of annual leave, there was no time for a handover and there was no point in coming back to work. When I raised questions, the employee was rudely told, “I’m the one who decides.” The boss did not comply with the Labor Standards Act. Article 16, Paragraph 1 of the Labor Standards Act provides: “When an employer terminates an employment contract pursuant to Article 11, the notice period shall be governed by the following provisions:

1. For continuous employment of more than three months but less than one year, 10 days’ notice shall be given.

2. For continuous employment of more than one year but less than three years, 20 days’ notice shall be given.

3. For continuous employment of more than three years, 30 days’ notice shall be given.

When an employee gives notice of resignation, termination of the employment contract does not take effect until the notice period expires. However, if the employer actively notifies the employee to leave early during the notice period, this should be regarded as the employer refusing to accept the employee’s provision of labor during the notice period, and the employer must still pay wages to that employee. The employment contract between the employer and employee is terminated only when the notice period expires.

After completing one year of employment, the employee was told to leave immediately without the required 10 days’ notice. The company not only refused to provide a certificate of involuntary separation but also failed to pay the wages for the originally scheduled final working day.

This company not only violated the law first but also openly challenged employees, claiming that everything was being done according to regulations.

Overall, the company clearly needs to improve its compliance with the Labor Standards Act; it only follows the methods it prefers.

The boss abuses their power to bully others and deceive young, inexperienced new graduates who do not dare to speak up.

Given all of the above conduct, I advise everyone to be careful.