Workplace reviews and discussion: 奇摩吉運動休閒館_奇侔股份有限公司

Sometimes you can have good conversations with certain customers.

I'm not sure whether every store is the same, but if it is during mealtime, the company deducts one hour as an unpaid meal break. However, is the break actually a full hour? Basically, that's unlikely. There is no overtime pay, so staying late means you get no additional money, and coworkers have already come to regard this as normal. Also, in all honesty, there are many unfair aspects to this kind of performance-based job. Everyone has different performance targets, calculated based on working hours, seniority, and position. However, not everyone can process the transactions that count toward performance. So you may work very hard to make sales and earn performance credit, while a coworker may record your sales under someone else's name. It would be understandable if, for example, one coworker's target was nearly reached while others were still far behind, and everyone helped one another. But honestly, isn't performance supposed to let the company see how hard employees work? There is a daily work allocation, but in practice it is not always followed completely. You may work very hard because you want to leave on time, while others do not mind and take things slowly. As a result, those who finish first still have to stay and complete the other tasks. From the perspective of a part-time worker, the shift assigned for the day is a fixed number of hours. You are docked pay for being late, but you receive no additional pay for staying late. Public holidays are not paid at double rate; there are only the three major traditional holidays. The number of hours is uncertain. The salary listed on job websites is, in practice, basically only the minimum salary stated there. Performance bonuses are also generally only possible if everyone meets the requirements, because performance is not calculated according to actual results. If the company has a current campaign promoting specific products and calculates the number sold by each person for rewards, the rewards still will not be calculated based on the actual quantities because of problems with how performance is tallied at checkout. The employee purchase benefit is issued quarterly, every three months, and the quantity is allocated according to seniority and position; it is also limited to product quantities in exchange for vouchers. Part-time workers are also often told one hour before their shift starts that their shift has been cut because sales are poor or there are few customers on rainy days. Although they say the scheduled monthly hours are 80, this is not guaranteed. After having shifts cut, you may end up earning less than NT$10,000 in a month. During interviews and inquiries, the company also downplays or glosses over questions about working hours and employee benefits.