Workplace reviews and discussion: 友華科技股份有限公司

High usage of Japanese.

Although it is called a multinational corporation, it is actually a family-style management system characterized by inexplicable, constantly changing policies, with supervisors freely making decisions according to their whims, leaving employees at a loss.

Employees are frequently sent abroad to work under vague contracts, after which ambiguous provisions in the contracts are interpreted from the company’s perspective to exploit employees.

Because management is lax, most work only requires the superficial skill of flattering PLP.

Work responsibilities are poorly defined, and meetings are lengthy and inefficient.

Management only cares about the format of forms and does not care about their content.

Changes to salary payment dates can be made at a supervisor’s discretion without consulting employees.

Overtime is frequently unpaid; neither field nor office staff receive the legally required overtime pay.

On business-trip travel days, employees are deliberately required to travel on weekends or holidays without compensatory leave or overtime pay.

Even when leave is requested in accordance with company regulations, supervisors may make things difficult at their discretion or even refuse to approve it.

Even when there is an emergency at home, supervisors may inhumanely force employees to go on business trips, causing them emotional trauma.

The annual salary agreed upon before joining the company may still be arbitrarily changed under the pretext of modifying the management system.

For field staff, return travel after working hours during field assignments cannot be reported as overtime, and they must drive the means of transportation back to the company for safekeeping; they are not allowed to end their workday directly at the field assignment location.

All types of bonuses are included in the salary, so cash is provided initially and then deducted on payday.

The perfect-attendance bonus is included in the salary. NT$1,000 is deducted for failing to maintain perfect attendance, and deductions are also made for sick leave and personal leave.

Management-level employee J openly accepts kickbacks from clients and causes significant harm to the company’s interests, yet there is no oversight mechanism to stop it.

The management system and regulations are merely for reference; everything is handled according to the supervisor’s whims.

The turnover rate is high, and newcomers account for approximately half of the workforce.

Japanese employees have unfriendly attitudes and look down extremely strongly on Taiwanese people.