Workplace reviews and discussion: 宅急網股份有限公司

The base salary is above average, there are bonuses, and there is a leave-scheduling system; when there is no business, you can arrange your time freely. Suitable for staying until retirement.

Apart from the basic salary, the only thing this company offers that is better than other companies in the same industry is its bonuses—but even those bonuses may be visible yet unattainable. The company is a family business, and it is very common for the boss to start deducting bonuses whenever they are in a bad mood. A minor deduction is NT$10,000; in more serious cases, the entire quarter’s bonus is reduced to zero.

The current KPI system is supposedly intended to ensure that people who do not work hard receive no bonuses and are eliminated. In practice, however, it mainly punishes employees who work hard but have been allocated inadequate resources, while those who simply muddle through do not care at all.

The company’s policies undergo a major change every six months and a minor change every month, changing whenever the boss is inspired by a book or some philosophy. If the boss suddenly feels that too many bonuses have been paid, they find a reason to deduct money; if there are too many employees, they find an excuse to lay people off; if they discover there are too few employees, they quickly tell managers to recruit; and if recruitment is unsuccessful, they punish the department and its manager. The boss then personally demonstrates how to recruit, resulting in people of widely varying quality being hired within a short period.

The company holds regular meetings. They used to be held once a month, but now they are held once a quarter. They take place on the first Sunday of the relevant month, and employees need to schedule time off to attend. Attendance is not mandatory, but anyone who does not attend must pay the entire group’s meal costs for that meeting out of their bonus.

Taking leave does not really mean you are free of obligations. The company emphasizes a sense of responsibility: if you want performance bonuses, you have to work for them yourself, which is not a problem in itself. However, if an issue comes up internally on your day off, you must constantly watch to see whether you will be called out in the group chat, and there may also be a deadline. If your response is too slow or your answer is inadequate, you will be punished—even if the matter is outside your personal duties and responsibilities and does not affect the company’s operations. Your bonus will still be deducted.

Recently, during typhoon days, everyone was discussing whether typhoon leave should be paid. This company constantly claims that its employee benefits are very good and promotes itself as fulfilling its “social responsibility” and “creating a work environment where people can establish a secure livelihood.” However, when it comes to benefits related to leave and pay during leave, the company is extremely stingy. More than 80% of the company’s work consists of field positions requiring employees to ride motorcycles around outside. After the government announced that people should not go to work due to the typhoon, the company said that we did not have typhoon leave and that employees who did not report to work should mark the day as personal leave. (The original intention was not to provide paid leave and also to avoid deducting that day’s salary afterward.) Later, after an employee pointed out that if there was no wind or rain, employees could work on standby and that everyone could not be forced to mark the day as leave, the company quietly said that it was normal business as usual.

Current and former employees are welcome to add more information.

The boss may be beyond persuasion, but you can still discourage people who have not yet joined. However, if you want a fixed salary, like following orders without too many personal opinions, and want to arrange your holidays freely while remaining on standby, this job is suitable for staying until retirement.