Workplace reviews and discussion: 新萊應材科技有限公司

The three-festival bonuses are quite generous.

In the second year, because the company’s operations were doing well, everyone received good performance bonuses.

The work is simple (because it consists entirely of routine tasks).

1. During the interview, they painted a very attractive picture, but after the probation period, the salary increase was only 800, which they said was the maximum.

2. The job responsibilities described during the interview differed from the actual work performed—you are simply told to do whatever needs to be done.

3. Managers do not delegate authority. Everything has to be reported, and you have no decision-making power of your own.

4. The company had already planned to relocate the plant, but did not mention it at all during the interview. Current employees are now stuck in limbo: leaving is not ideal, but staying is not ideal either.

5. New employees’ salaries are higher than those of current employees because the company uses unscrupulous tactics to pressure existing employees into leaving, thereby saving on severance costs.

6. The management team has more authority than the general manager. The second-generation successor is extremely susceptible to others’ opinions and has virtually no decision-making ability.

7. They spend heavily on system processes but do not consider giving frontline employees a raise.

8. Managers’ personal likes and dislikes affect employees’ development at the company. Those who know how to curry favor get promoted or receive raises quickly, even if they lack ability.