Workplace reviews and discussion: 力容科技有限公司

The work pressure isn’t particularly high, possibly because the company’s systems are loosely structured, which makes it feel relatively relaxed and free.

This is not intended to start an argument; I’m simply sharing my personal experience. If someone with firsthand experience had shared the truth before I submitted my résumé, I would not have chosen this company again, even if I still had not found a suitable job opportunity.

Before joining this company, I couldn’t find any reviews or experience-sharing posts about it online. Unfortunately, I don’t have a PTT account, so I’m posting this here in the hope that no one else will be led astray!

First, the company seriously violates the Labor Standards Act. From April 2019 onward, during my employment, the company did not contribute the required 6% retirement pension for employees (I confirmed by phone with the Bureau of Labor Insurance that the contributions were still outstanding). On my first day of employment, the company also did not enroll me in labor insurance immediately, claiming that the process normally takes a few extra days. After asking privately, I discovered that some colleagues had been working for half a month or even a month before being enrolled. In some cases, labor insurance premiums were deducted from paychecks even though the employees had not been insured. The company shows an extreme disregard for employees’ rights.

Second, the company has serious financial problems. Any vendors that have done business with this company know that it often delays payment for goods and even denies payment. As a result, nearly all vendors require payment to be confirmed before shipping. This alone is enough to demonstrate that the company has poor financial credibility. If you know any small or medium-sized vendors that do business with battery manufacturers, you can ask around. Lih Jung Technology’s reputation has been ruined; some vendors have even stated outright that the company has been placed on their blacklist and will never be allowed to do business with them again. Consequently, the company is always looking for new vendors. Once a vendor has completed several transactions and finds that payment is being delayed, it eventually no longer wants to do business with the company. The company then has to find another new vendor, creating a vicious cycle.

Third, beginning in late 2019, the company started delaying employees’ salaries, without notifying them in advance. Although the salaries were eventually paid, it was very worrying that this might become the norm.

Fourth, the owner did not make the required 6% labor pension contributions for employees, causing colleagues who left involuntarily to be unable to claim unemployment benefits.

Fifth, whether an employee resigns voluntarily or involuntarily, the final wages owed are almost always delayed. If employees do not proactively follow up, it is effectively treated as if they have waived the payment. Some colleagues have even failed to receive the full wages owed to them by Mr. Lee despite complying with the company’s work rules.

Sixth, after inquiring with the Labor Bureau, I learned that this company had continually received payment-demand notices from the bureau, and that its fines had accumulated considerably. Although I worked there for only half a year, I had already received calls from the Labor Bureau looking for the owner. Even when Mr. Lee was paged over the intercom to answer the phone, he would almost always let it ring until the call disconnected. The reason was simple: nearly all the incoming calls were from vendors, and eight out of ten of them were asking when their outstanding payments would be settled.

I used to wonder why these vendors did not take legal action to recover the money they were owed. In most cases, it was because Mr. Lee would communicate with the vendors in good faith, asking them to understand that the company was growing and that once customers had stable orders, the orders placed with vendors would increase as well, creating a win-win situation. This kind of arrangement can indeed be negotiated by many small companies and businesses. However, regardless of whether the company is profitable or the number of orders increases, business transactions still depend on credibility. Unfortunately, Mr. Lee’s credit record in this regard is extremely poor.

Basically, I think this industry can be profitable. However, the company has two owners, and the two owners frequently disagree with each other, resulting in serious problems with the way the company is managed. Major improvements are urgently needed. The organizational atmosphere of a company must first be shaped by leaders setting an example. If the owners themselves do not do the right thing, how can they expect the company to develop well? Talented employees certainly will not stay either.