Workplace reviews and discussion: 匠運企業有限公司

I think the following two posts were probably written by the same person who is currently employed here.

I chose to turn a blind eye because I thought this colleague disliked the environment and would soon naturally move on, allowing everyone to part on good terms. I chose not to expose them because our usual work interactions were normal. However, after recently seeing the second post, I still feel that the claim “Don’t bring your brains to work” is disrespectful to many colleagues. I have decided to provide information here in response and let readers make their own judgments.

1. I am baffled as to how this colleague’s position would involve taking inventory at an accommodation and staying overnight. Moreover, due to the impact of the pandemic, inventory was conducted once at the beginning of 2020 and suspended until now. Even when our sales associates work overtime and leave late, they take taxis home. How could the company not reimburse taxi fares for inventory work? Besides, how could inventory ever be scheduled so late? Most importantly, this employee was not required to participate in inventory. It is puzzling that hearsay was packaged as personal experience.

2. Have we ever worked overtime on holidays? Even with my seniority, I can hardly recall any experience of working overtime on a holiday, except during the anniversary sale, which occurs once a year for visits to trainee counters and support. The company tradition is that, regardless of position, even supervisors are assigned to the frontline two or three times to experience the frontline environment. Each trainee assignment lasts six to seven hours and comes with one day of compensatory leave. As far as I have seen, compensatory leave is only occasionally not fully used by business supervisors. I do not understand how this relates to this colleague.

Furthermore, since the beginning of 2020, the company has adopted a flexible scheduling system in response to the pandemic. For example, employees can arrive at 8:30 and leave at 4:30, and so on. This genuinely puts self-management into practice. In effect, each person works seven hours per day. Since its implementation, it has been rare to see anyone needing to work a regular eight-hour shift, let alone overtime. Isn’t it normal to occasionally need to concentrate work into a limited period to finish it? Why not mention this flexible scheduling system?

In addition, employees are allowed up to five instances of lateness per month, provided each is within 30 minutes, without a deduction. Only after exceeding that limit must they take personal leave. If someone is always late more than five times a month, shouldn’t they be examining their own work attitude?

3. Other matters described, such as gifts for the three major holidays, the year-end banquet, and the spring banquet, may perhaps be important to this colleague. In recent years, department-store retail has been in a downturn. Things began to improve in 2019, only for the pandemic to arrive in 2020. Since the pandemic began, the company has provided each employee with an individual pandemic insurance policy and has never reduced salaries, placed employees on unpaid leave, or laid them off.

I personally feel this very deeply. To my knowledge, in past years the company prioritized salary adjustments for outstanding frontline employees—those who stabilized the frontline and worked hard for the company. Only this year were office employees generally given adjustments. Perhaps our positions are at different levels, and the speaker truly cannot take the overall environment and the pressure behind it into consideration. Therefore, I will leave it to readers to make their own judgments.

It is unfortunate that you do not have any good memories here, but everyone has a choice. If you dislike it, there is no need to embellish things that did not happen. Leaving may indeed open up a broader horizon.

Compensatory leave and annual leave policies could be made more flexible.