Workplace reviews and discussion: 卡訊電子股份有限公司

I really can't think of any.

Does being able to leave work on time count?

Does providing the legally required labor and health insurance (with the correct salary bracket) count?

1. The salary agreed upon during the interview includes perfect-attendance and punctuality bonuses (these two are calculated separately). Therefore, before you have any annual leave available to offset absences, make sure not to arrive late, leave early, or take leave; otherwise, you will lose two or three hundred dollars just like that!

2. The company's employee handbook clearly states in black and white that the probationary period is three months and that passing requires evaluation by the supervisors and the bosses. However, the probationary period can be as long as the bosses decide—shorter than three months at best, or N months at worst (the current record is eight months without passing before resigning).

The interview did not mention a salary adjustment after passing probation. In fact, whether you pass is irrelevant, because the benefits you should receive are no different from those of regular employees. (The bosses probably refuse to confirm completion of probation simply to save those few hundred dollars~ If someone were truly unsuitable, would a boss really be so benevolent as to give the employee eight months to improve?)

3. The reason you were hired in the first place may also become an excuse for failing your probation. People who do not pass their probation within three months do not need to doubt whether they lack ability, because it is simply that the boss does not like them personally. If someone were genuinely incompetent, shouldn't the company ask them to leave immediately?

4. During the interview, make sure to discuss whether your salary will be adjusted after passing probation. If the offer does not mention this, be sure to ask HR to add it. Otherwise, you will have no written evidence to support your case later, and the company will not easily give in without something in black and white.

5. If you do not plan to participate in the company trip, the company will force you to take leave (new employees without annual leave will end up taking unpaid leave). Some department supervisors will fight for their department members to work, but others will use “there is no important or urgent work to handle” as a reason to force their team members to take leave on the company's behalf. When you report to the supervisor or HR that this violates the Labor Standards Act, they either ignore you or brush it off by saying they will improve next time.

6. Supervisors take their team members' work away, leave them sitting idle, and then blame them for having nothing to do. When criticism comes from above, they also do not speak up for their team members. (As a sincere suggestion, the company could save one salary and just have this supervisor do the work; there is really no need to hire someone to sit around and waste their life.)

7. The supervisor seems to have been parachuted in and does not understand the team members' areas of expertise. They do not even understand basic common sense, and despite being taught several times, they still return to square one. Nevertheless, they somehow manage to use their lack of professionalism to instruct professional team members and even make corrections themselves. (This endless cycle is another case, like the one mentioned in point 6, where the company does not need to hire an additional professional.)

8. I personally witnessed a colleague who had been there for just over a month suddenly disappear without warning.