Workplace reviews and discussion: 樂憩國際整合行銷有限公司

Company composition:

The boss, the boss’s wife, two graphic designers, and four planners. The boss’s wife is primarily in charge.

1. The colleagues are genuinely very nice (everyone has resigned).

2. When in a good mood, the boss’s wife treats everyone from time to time. There are promotional products available to take, but these are all bargaining chips for emotional manipulation by your future supervisor.

3. If something goes wrong, the company takes responsibility; a good place for interns.

4. A verbal offer was made during the interview, and I was told to start work directly the following Monday.

Salary and benefits

1. Regardless of how much of a raise you receive, the insured salary for labor and health insurance is always set at the minimum. The company used to use a group-enrollment system, and the labor and health insurance system was figured out by an employee who has since resigned. The supervisor has never worked with this system.

2. The compensation earned through your own expertise and hard work—whether the supervisor helps give you a raise or a bonus—is presented as though it were charity. Despite the already low pay, employees are forced to act happy about it.

3. The company benefits listed on 104 are for reference only.

4. To qualify for 0.5 hours of overtime pay, you have to work until exactly 6:00 p.m. The reason is that the supervisor believes employees like to dawdle after work, so the first half hour does not count as overtime.

5. For events held on holidays, you only receive compensatory leave. Taking compensatory leave (which does not comply with the Labor Standards Act) will prompt the supervisor to criticize employees for not knowing how to advance and retreat together with the company. In fact, employees have already arranged their schedules, but the supervisor habitually blames them first without asking.

What I saw and heard at work:

1. New employees start by doing miscellaneous tasks.

2. Three days a week, employees have to clean the office or take out a week’s worth of trash without pay (including trash from the supervisor’s home; once, a used condom was found in the trash).

3. The supervisor habitually raises her voice at everyone. If something does not suit her, she acts as though the person has wronged her entire ancestry, without realizing that she needs to improve her emotional control.

4. Regarding government contracts in “Miaoli Country,” everything is understood without being said. To the supervisor, she is simply helping customers solve problems.

5. The supervisor likes to make her presence felt. At the office, she sighs and complains or directly berates colleagues for their faults. She also frequently sows discord among employees in private.

6. The supervisor has difficulty reading long texts. When employees present well-developed strategies for discussion, they will not read them and instead ask questions about everything on the spot.

7. Many important data reports are based on feelings rather than evidence.

8. The company has installed surveillance cameras, and the supervisor listens in and monitors employees. Multiple former employees have caught her doing this many times. In addition, the supervisor habitually enters employees’ private areas to organize their desks or throw away important documents, then criticizes employees for having messy workspaces.

9. The supervisor’s constantly changing orders are part of daily life; employees bear the consequences when implementation goes wrong.

10. The supervisor does not trust employees. Even when employees provide professional information as supporting evidence, there is still no way to reason with her, and she will also raise her voice at them.

11. Employees are required to work after hours without overtime pay. The supervisor is also extremely petty and fails to recognize employees’ efforts.

12. The supervisor actually does not understand much of the modern, specialized knowledge involved. Employees should consider this carefully if they want to improve their abilities.

13. Employees often have to clean up after a supervisor with emotional-control problems; this has become routine (as described in point 3 above).

14. The supervisor fabricates employees’ mistakes: “If you are determined to condemn someone, you can always find a pretext.”

15. The supervisor periodically brings up employees’ mistakes to government agencies and colleagues.

16. She confidently deducts allowances from departing employees and criticizes them to their faces for being unsuitable for the job.

17. Because the turnover rate is so high, the employees who remain have to handle cases left behind by former employees. The supervisor always assumes that new employees should know how the entire company operates, and decides based on her mood whether to yell at employees who do not know something.

18. There are no clear performance indicators or promotion channels.

19. The supervisor asks employees to do personal errands, such as checking outpatient registration, tying her shoelaces, ordering yogurt, and picking up parcels. In her way of thinking, it is not as though she does not pay the employees.

20. The married couple often argues at the office, and the employees are no longer surprised by it.

Summary:

For nearly the past two years, no employee at this company has worked for more than a year. The supervisor always believes that employees have too little stress tolerance or do not appreciate what they have. If the rest interests you, feel free to come experience and verify it for yourself.