Workplace reviews and discussion: 台灣歐瑞科技股份有限公司

A company with fewer than five employees.

The person in charge decides his identity based on the situation. Depending on which role is most advantageous to him in a given circumstance, he chooses to act as the owner, a supervisor, or an employee.

The head office is in Hangzhou, China, and Taiwan is a branch office.

There were at most four colleagues.

No overtime. Flexible start time from 8:30–9:00 and flexible end time from 17:30–18:00, but if you need to take leave, it must always start from 8:30.

The office’s hardware and facilities are quite good. The building has indoor parking for cars and scooters, and the restrooms are clean and bright.

The person in charge has stolen or poached clients from his own sales staff more than once. Every former salesperson, except those who generated no value, has had conflicts with him. Reporting the issue to the head office is useless, so if you join this company as a salesperson, be careful.

He can completely act as if things he said or did never happened, and is very skilled with words. If you work with him, be extremely cautious. Not only should you keep records of all communications, you should also carefully assess each situation yourself.

Sales staff receive no phone-bill reimbursement and are not provided with company phones. Fuel expenses cannot be claimed for routes that do not pass through locations with eTag, and scooter fuel expenses cannot be claimed either. Fuel is reimbursed at NT$9 per kilometer. The person in charge calculates the distance using map data; if you report too much mileage, or include mileage from taking the wrong route, you will be called into the office and questioned.

There is no public-relations expense allowance. The person in charge himself does not cultivate relationships with clients, so this expense is not provided.

The sales commission system was changed for the worse. Its calculation has become exploitative in various ways and is unsuitable for people who want to earn money.

For years, the company has underreported employees’ labor and health insurance salary brackets. If you join this company, check your insured salary bracket yourself. If you do not raise the issue, he will not handle it (although even if you do, he may still not handle it).

The person in charge says he does not take performance bonuses, but keeps all the stable, good clients for himself and takes the good projects as well. The salespeople are given only troublesome, trivial, lousy projects. You need strong business-development skills; otherwise, you can only work like a civil servant for a monthly salary.

If overtime is needed, you must apply to the person in charge in advance and confirm whether overtime pay will be provided and how it will be calculated. Otherwise, he will find a way to calculate it using the cheapest method.

He is basically someone who bullies the weak and fears the strong. If you do not challenge him, he will assume he can keep pushing further without limits. He has a victim mentality: after contributing a tiny amount, he believes he has given infinitely much; when others hold their boundaries and prevent him from taking advantage, he feels they have wronged him and that he has been betrayed and is pitiful.

He lacks decisiveness and believes cost is everything, so he does not dare to develop new markets.

He neither respects nor values talent. He believes that a one-person company is his ideal state and seems to think the company only needs him.

Unless something relates to his own project, he generally pays little attention to work-related matters. If you need help with work, contacting colleagues in Hangzhou is more useful. However, he will spend time managing what time these three or four employees eat lunch.

He has forgotten to pay salaries more than once, so monitor your own account to make sure the payment arrives.

He is a man, but has neither backbone nor strength. When organizing events, female employees carried more things than he did; despite being the host and organizer, he behaved like a child.

He says he hates emotions the most, but he most often acts based on emotion.

The job description mentioned occasional afternoon tea. When there were male employees, he would pressure them to pay for it together with him. Afternoon tea had a budget—for example, drinks could only be ordered for under NT$70; if you wanted a NT$75 drink, you had to pay the extra NT$5 yourself. (There were only four employees at most.) Later, there was no more afternoon tea.

The organization is very small, so there are essentially no promotion opportunities.

Adjustments to sales salaries are tied to performance targets; there is no regular pay-raise system.

There are some snacks in the office. They are replenished only when offerings are made during religious observances; once they are gone, they are gone.

There are no employee trips, only a year-end dinner. Bonuses are at most around NT$3,000, and the person in charge even competes with everyone else for the red envelopes. Do not expect anything.

The colleague is a very nice person, but there is only one left.

That is all. Think carefully before joining.