Workplace reviews and discussion: 巨匠電腦股份有限公司(巨匠電腦)(巨匠美語)

Free air conditioning

Overtime without overtime pay. Here, whether you can achieve performance targets depends on your supervisor.

Because supervisors can easily determine your performance based on personal preferences. In other words, whether you can achieve any performance is in your supervisor’s hands. For example: if your supervisor gives you only three resource days per month, that means you can interview anyone only on those three days. On all other days, you have to find prospects yourself.

I once encountered a supervisor who gave a colleague as many as 18 resource days in a month. He had many resource days every month, and he did not have to make endless phone calls. He could sit around chatting with other colleagues, then conduct interviews and achieve results.

Next is the situation I experienced.

When I first applied to 巨X美語, I was hired as an administrative coordinator, and I also made it clear at the time that I did not want to be a consultant.

After working for one year and four months, I was told that management wanted me to transfer to a consultant position because there were too many administrative coordinators and I could not continue in that role.

After transferring, I could only make phone calls during my first month and was not allowed to conduct interviews. During my second month—the first month under a new supervisor—I was suddenly told that if I did not meet the NT$200,000 target that month, I would be transferred to another branch. I was not notified in advance, nor did I consent to it.

The possibility of being transferred to another branch was not mentioned when I applied.

April was also the first month in which I actually worked as a consultant and interacted with customers. I met the NT$200,000 target, after which I was verbally told that I had to achieve NT$400,000 before I could conduct interviews independently again in May. I achieved that too!

The May target was immediately set at NT$400,000, and I was given five resource days. However, I took two days off, and because several deals I discussed did not close and my performance was unsatisfactory, I was prohibited from conducting interviews while my performance was still counted against me. I was also told that if I did not meet 80% of the target—NT$320,000—and did not accept the transfer, I would have to leave.

In April they said I would be transferred to Zhongli; in May they said Taoyuan. There was also no subsidy or allowance.

They had even scheduled my leave for the following month before May had ended, and my name was not on the work schedule. I had never said that I intended to resign. This showed that my supervisor had decided I could not meet the performance target.

I had only worked for two months after transferring, and I was not even given a chance to grow or gain experience before my supervisor decided I was unsuitable for the job. Yet despite considering me unsuitable, they did not terminate me in accordance with Article 10-1 of the Labor Standards Act. Afterward, they made things difficult for me at every turn, and it felt as though I was being deliberately singled out. This was especially obvious when my performance was poor in May—they blatantly treated me as if I did not exist.

Eventually, feeling that I was being treated far too unfairly, I submitted my resignation for the following month myself.

However, the newly assigned supervisor still seemed determined to make things difficult for me. They required me to make 250 phone calls a day and even said that if I failed to meet the daily target, I had to hand over my phone or turn it off, then go outside to distribute tissues and flyers.

They also constantly used their authority as a supervisor to pressure me. It was absolutely deplorable.

Afterward, because of the various unfair treatments, I reported the matter to higher management. However, little did I know that the regional supervisor was also an unreasonable person!

Not only did she refuse to acknowledge that what they had done was illegal, she also began exaggerating other matters to make excuses, saying that performance was not the main issue, but rather that I had not served students well and had performed poorly, and so on.

I did not back down. I asked: if my performance was so poor, why was I allowed to stay for one year and eight months? Had anyone complained about me? Show me the evidence!

In fact, I had calmed down many students who wanted to file complaints.

The regional supervisor had clearly only seen me once or twice a year, yet she spoke as if she knew everything, as though she worked with me every day.

At that point, my new supervisor only occasionally muttered a few words from the side and did not dare speak up.

Even now, despite seriously violating the Labor Standards Act, they could still smile and say that they really wanted me to continue working there. They simply refused to terminate me and pay severance.

I was going to resign anyway, so staying one more month would not have made much difference. If I stayed, I would only be deliberately subjected to their mistreatment.

So, after finishing that conversation, I decided to resign. In a way, I fulfilled their wishes and gave them what they wanted.

Actually, I do not care whether I receive severance pay. I simply felt that their appalling behavior had to be made public so everyone would know!

Even now, thinking about it still makes me extremely angry. At one point, I considered filing a complaint with the labor bureau, since I have recordings and documentary evidence.

This company and its supervisors are so unreasonable that everyone should really consider the matter carefully before joining.