Workplace reviews and discussion: 昇銳電子股份有限公司

We'll see.

The comments about the disadvantages on Tianyancha haven't changed at all after four years.

I used to be a junior supervisor at a large systems manufacturer, with an annual salary over NT$200,000 higher, no make-up workdays, and one day of birthday leave. Later, I went to a certain company with fewer than 500 employees—a traditional manufacturing, family-owned business—as an ordinary engineer. I must have been hit by a car in the head. I learned my lesson.

The following is a personal account. This company has no advantages.

The supervisor's Chinese Wade–Giles romanization is CCH, and his English name is Sxxxx. He is tall.

1. NT$2,000 of the monthly salary is classified as an attendance bonus. For January, for example, the attendance bonus from January 1 to January 15 is NT$1,000. If you take personal or sick leave between January 1 and January 15, you will not receive that first-half NT$1,000; the second-half attendance bonus works the same way.

About 10% of the monthly salary is classified as a “performance bonus.” According to information on PTT, you have to achieve 100% of the company-wide performance target to receive the full amount.

The company effectively has only about 13 months of salary. Since two portions of the salary are divided into the attendance bonus and performance bonus, you need to negotiate your monthly salary very carefully.

The company effectively has only about 13 months of salary.

2. Supervisors' authority takes precedence over company regulations.

For example, HR says that employees who have worked for less than six months can take annual leave in advance, but the supervisor can block it. The supervisor simply says to use your own leave.

RD staff have one hour of flexible working time, but the supervisor says there is a meeting at 5:50 every day. Would you still come to work early every day?

The flexible working hours are effectively nonexistent.

3. This is a family-owned traditional manufacturing company with fewer than 500 employees.

4. During the interview, they said the company's operations were fine and that the owner was wealthy. I really don't care about that—I only want to know whether the employees have a lot of money.

5. Basically, a large part of the surveillance-camera industry has been taken over by mainland China.

6. Why is the supervisor almost the same as the one described on Tianyancha four years ago? Changing supervisors or encountering other supervisors makes no difference.

For example, the comments mentioned that the attitude during the interview was very good, but the supervisor's attitude became very poor after joining the company.

7. There are many older employees. The employees' cultural and social awareness needs improvement, and the supervisors are the same.

For example, a certain supervisor loudly said to another colleague in the office, “With that kind of attitude when speaking, if he were younger, I would have punched him.”

8. On my second day, a colleague named Sxxxx directly told me that this company has no system.

9. I waited quite a long time, but the computer and monitor never arrived, so I had to sit at another colleague's workstation.

10. The company's hardware environment is very poor.

11. The supervisor asserts his authority. At all my previous companies, supervisors treated me like a senior colleague. At one previous company, a supervisor even directly told me to treat him like a senior colleague. I was not accustomed to Sheng Rui's culture.

12. The supervisor uses a lot of corporate talking points.

13. Colleagues decide your company-uniform size in front of you; you cannot decide it yourself. It is very strange and very disrespectful.

14. Some teams have meetings every day ten minutes before the end of the workday.

15. The company provides neither overtime pay nor compensatory leave.

16. During the interview, I asked about overtime pay and compensatory leave. The supervisor's expression and attitude became very strange, and then he said that he felt the company's culture was very bad and had the atmosphere of a traditional manufacturing company.

The supervisor himself told me that this is a traditional manufacturing company—what else would it be?

He also hoped I would work later to help improve the culture. It doesn't matter that I couldn't change it alone.

Very strange. Did he think I was stupid?

No overtime pay or compensatory leave, and you still expect people to work overtime?

17. At the time, there were 11 people in my group. Only two were under 40; everyone else was in their 40s or older.

18. You need to be careful when speaking with this supervisor. He pays close attention to every single word you say.

19. If the supervisor does not like you, he will look for opportunities to reprimand you and will even take the opportunity to publicly shame you.

20. In fact, the company could adopt the daily morning stand-up meetings common at Japanese companies. I experienced them at a previous job: they are simple and quick, and they do not take up employees' personal time after work.

21. Less than three weeks after I joined, I had an assignment that I could not complete. At first, this supervisor even told me to finish it over the weekend and send it to him during the weekend.

I am not from this field, and I had no relevant experience. When I asked other colleagues, it was practically the same as not asking at all. I had to rely entirely on myself.

22. The supervisor hints that employees should use their weekends to work.

For example, there was a piece of code that he told another colleague to arrange a 15-minute weekend session to explain to me; he said it would be done very quickly.