Workplace reviews and discussion: 新日興股份有限公司

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The company's leave policies violate the Labor Standards Act: For example, if annual leave is not fully used within the year, it is simply deleted. Under the Labor Standards Act, both employer and employee should negotiate whether to defer it for one year or convert it into monetary compensation, but the company simply makes it disappear. If sick leave is needed, a medical receipt from one visit can only be used to request leave once. If the doctor prescribes three days of medication and the employee has not recovered by the next day, the company still requires the patient to see a doctor again, which is extremely unreasonable. If diagnosed and staying at home, the supervisor also requires the employee to borrow a company laptop and work from home, but does not pay wages. The employee is taking sick leave and feels very unwell, yet still has to work at home without pay—this is essentially exploiting employees under a de facto responsibility-based system.

The promotion system is unclear. Supervisors always say that KPI performance is the standard for promotion, but since supervisors assign your KPI scores, there is fundamentally no objective standard. No matter how well or how hard you work, upper management still considers it something you should do. At Shin Kong Synthetic Fibers, it is only suitable to be a useless person, coasting along and waiting to die; there is no future anyway, so why make an effort? A manager from a certain department often falls asleep during meetings but remains a manager—is that reasonable? If you want to find a good company, it really is not Shin Kong Synthetic Fibers!