Hello to everyone who has worked for, interviewed with, or considered interviewing with Wanda Pets,

First, we would like to thank everyone for your encouragement, criticism, and suggestions regarding Wanda Pets on the Qollie platform. In April 2019, we adjusted our operations team and committed ourselves to building a happy Wanda Pets company and providing a higher-quality, lively, and youthful work environment where young people have opportunities to demonstrate their abilities. We also listen to, discuss, and adopt suggestions regarding the company. Together, we can prosper and achieve shared success.

We are also working hard to improve and optimize areas where our systems or other aspects may previously have been inadequate, and we look forward to showing everyone a better Wanda Pets.

(1) Improved benefits: Festival bonuses, birthday bonuses, and advance provision of annual leave

In the past, there was a mention in the violation list of the situation in which “employee attendance records did not record employees’ attendance status by the minute for each day.” Our colleagues are required to clock in and out via the attendance webpage, and actual attendance is recorded in detail. Monthly days off are allocated evenly throughout the year according to the number of annual leave days announced by the Directorate-General of Personnel Administration. Employees receive 9–10 days off per month. After completing six months of service, employees also receive bonuses for the three major festivals (Lunar New Year, Dragon Boat Festival, and Mid-Autumn Festival), as well as a birthday bonus.

Our annual leave benefits exceed the requirements of the Labor Standards Act: 10 days of annual leave are granted in advance upon joining the company.

(2) Dissemination of important events

In addition to announcements in designated groups and communication through supervisors at each level, important information is also posted in the human resources system. When each employee clocks in, the announcement automatically pops up for reading, and unread notifications serve as reminders, ensuring that no colleague misses any major company news or activities.

(3) Our commitment to unified pricing across chain stores:

Because operating costs vary among stores and regions across Taiwan, we absorb part of the costs and also work with suppliers to provide higher-quality products and more affordable prices for friends who love Pet Park, helping maintain consistent prices and protect consumer rights.

(4) Regarding transfers between stores:

Because store formats differ by region, transfers of store personnel are primarily intended for training and promotion development. During the transfer process, employees can learn sales techniques and operating models from different stores. Transfers also give colleagues opportunities to develop their potential, discover their interests, practice their communication skills, cultivate their personal charm and sales abilities, and become well-rounded sales professionals.

(5) The interview process takes approximately one to two hours:

We want every friend who travels a long way and comes to interview with Wanda Pets full of anticipation and interest to quickly become familiar with Wanda Pets, understand the company’s current situation and the matters that will require adjustment after joining, and reduce any misunderstanding or difficulty adapting to the job after starting, as well as differences in understanding of the job responsibilities. We sincerely want interviewees to quickly learn about and understand the company within a short period, while also giving us the opportunity to get to know you properly. Please understand that our one- to two-hour interaction is neither particularly long nor particularly short.

(6) Overtime pay and compensatory leave applications for colleagues working overtime:

For colleagues who apply for overtime pay, we issue overtime pay in accordance with the law. For colleagues who apply for compensatory leave, we also grant the corresponding number of compensatory leave hours in accordance with the law.

(7) Optimization of the closing performance report process

A friend mentioned that preparing the closing performance report took approximately 40 minutes. We appreciate the hard work of our frontline colleagues, and we heard you. This process has now been fully optimized and can be completed within five minutes. This has greatly reduced the time required and increased efficiency eightfold.

(8) Salaries and promotions for personnel at the store manager level and above:

We re-established the salary structure for store managers and above last year and introduced evaluation standards to ensure fair assessments. The competencies required for promotion must reach a certain level, helping prevent misunderstandings caused by differences in perceptions between the company and its colleagues.

(9) Management styles of regional supervisors:

Each regional supervisor has different qualities that colleagues can learn from, and different management styles develop into distinctive regional characteristics. However, if serious problems such as workplace violence or sexual harassment occur, we have also communicated the complaint channels available for reporting them. We hope everyone can learn and work safely, happily, and with peace of mind.

Finally, we sincerely thank everyone for your criticism and guidance. They are the driving force behind the progress of the Wanda Pets Group. We will continue improving our shortcomings and strive to become a happy enterprise. We also welcome all job seekers to get to know Wanda Pets again.

You are sincerely welcome to join the Wanda Pets family and become one of us!

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