Workplace reviews and discussion: 居安心科技檢驗股份有限公司

1. Colleagues are easy to get along with.

2. You can experience local customs throughout Taiwan.

3. Field staff can eat slightly better.

4. You can learn many things, such as regulations related to home inspections and office software.

5. Snacks and drinks are available for self-service (but be sure to check whether they have expired).

6. Not sure whether the year-end banquet and year-end bonus count as advantages?

1. The workload for both office and field staff is heavy. Those who work relatively slowly will have a harder time.

2. Because assignments are accepted throughout Taiwan, field staff have irregular working hours. You may have to arrive at the company as early as 6 a.m. and may not return until 8 or 9 p.m.

3. Field home inspectors receive no allowance or subsidy. Even if you work outside for all 30 days, you still receive the same salary (excluding overtime pay).

4. The starting salary is very low (it is set at the statutory minimum wage, possibly with an additional NT$1,000–2,000 at most).

5. Arriving early at the company counts as overtime and is paid, but no matter how late you return to the company, that overtime is not paid.

6. Overtime pay is not calculated according to the Labor Standards Act. It is simply monthly salary ÷ 30 days ÷ 8 (example: for a monthly salary of NT$24,000: 24,000 ÷ 30 ÷ 8 = 100).

The same calculation applies when working during consecutive holidays!

7. There is no fixed date each month for salary payments. It is considered normal for overtime pay to be delayed by two or three months; some colleagues still have not received theirs after more than a year.

8. The employee-paid portion of labor and health insurance premiums is not deducted. When you want to settle the amount, you have to pay the boss yourself.

9. The boss has an ancient mindset and treats the Labor Standards Act as irrelevant, yet is very proud of the company’s benefits and asks why it should comply with the law (WTF?!).

10. The boss is a big talker who loves making grand promises. He does not follow the SOPs he talks about in meetings and only criticizes employees without reflecting on himself.

11. There is no clocking in or out, so I personally feel there is no protection regarding this matter.

12. Take the benefits listed on the recruitment website with a grain of salt; they all have prerequisites (for example: after one year, “10 days of annual leave + 7 or more days of special leave”).

The key point is that employee turnover is extremely high. There are hardly any employees who make it to one year, okay? Also, the five-day workweek with Saturdays and Sundays off is a lie; it is basically impossible to schedule.

Summary: I only recommend coming to take on this challenge if you are not short of money and have good physical stamina. Those who want to report an exploitative employer are also welcome.