1. You can sit when there are no customers (not necessarily the case at other counters)

2. Many types of leave

3. Employee training is provided

1. There is an unspoken senior-junior hierarchy, and raising issues may lead to bullying.

2. The interviewer was dishonest and did not proactively disclose the salary structure. The actual base salary is NT$15,000 + NT$1,000 perfect-attendance bonus + NT$3,000 meal allowance + NT$9,500 new-hire allowance for the first three months (after three months, you rely on bonuses). The year-end bonus is calculated based on NT$15,000.

3. The targets are divided into two parts: performance bonus (team performance; no commission can be drawn on days off) / individual performance (affects the year-end bonus, which ranges from 0 to 3 months’ salary). This also includes competition bonuses, which smaller counters cannot obtain—for example, in my case, a senior colleague took the opportunity away.

4. Upon resignation, the salary is paid in two installments. If there is an inventory discrepancy, the second installment will not be paid to the employee (the resignation inventory count is not checked together with the employee; instead, the counter manager or colleagues report it afterward).

5. Upon resignation, you must compensate the company for the training costs.

P.S. Points 4 and 5 were not included when signing the employment contract; an official notice was only received upon resignation.

6. The company is recruiting a full-time replacement for an employee on maternity leave. The interviewer also confirmed that this was a full-time position. After reporting for work, however, a senior colleague said that when the employee returned, I might be transferred to another county or leave the company. When I asked the regional manager for confirmation, I only received vague responses (for example: “It’s still a long way off, so don’t worry about it for now; we’ll discuss it later.”)