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

A company with fewer than five employees.

The company owner is someone who decides their identity based on the situation. Depending on which role is more advantageous, they choose to be the boss, a manager, or an employee.

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

There were at most four coworkers.

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

The physical facilities and equipment are good. The building has indoor parking for cars and motorcycles, and the restrooms are clean and bright.

The person in charge has stolen or poached clients from their own sales staff more than once. Every sales employee who has worked there, except those who generated no revenue, has had conflicts with them. Reporting the issue to headquarters is also useless, so if you join this company as a salesperson, be careful.

They can treat things they have said and done as if they never happened. They are very skilled with words, so if you have to work with them, 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 allowance and are not provided with company phones. Fuel expenses cannot be claimed unless you drive through a location with eTag, and motorcycle fuel expenses cannot be claimed either. Fuel reimbursement is NT$9 per kilometer. The person in charge calculates the distance using a map; if you claim too much or include mileage from taking the wrong route, you will be called into the office for questioning.

There is no public-relations expense budget. The person in charge does not build relationships with clients either, so this expense does not exist.

The sales bonus system was changed for the worse. The calculation method became exploitative in various ways and is unsuitable for people who want to make 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, they will not handle it (although even if you do, they may not handle it).

The person in charge says they do not receive performance bonuses, but keeps all the stable, good clients for themselves and takes the good projects as well. The sales staff are given only troublesome, tedious, low-quality projects. You need strong business-development skills; otherwise, you can only work like a civil servant for a monthly salary.

If overtime is necessary, 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, they will find a way to calculate it using the cheapest method possible.

Basically, this is a person who bullies the weak and fears the strong. If you do not challenge them, they will think they can keep pushing and cross all boundaries. They have a victim mentality: making even a small contribution leads them to believe they have given an enormous amount; when others enforce their boundaries and prevent them from taking advantage, they feel that others have wronged them, that they have been betrayed, and that they are pitiful.

They lack decisiveness in their work, believe cost is everything, and do not dare to explore new markets.

They neither respect nor value talent. They seem to prefer running a one-person company and believe the company only needs them.

Unless something is related to their own projects, they basically do not pay attention to work-related matters. If you need help with work, contacting colleagues in Hangzhou is more useful. However, they will spend time managing what time these three or four employees eat lunch.

They have forgotten to pay salaries more than once, so check your own account to make sure your salary has been deposited.

They are male but have neither backbone nor strength. When organizing events, female employees carried more things than he did, and despite being the host and organizer, he acted like a child.

They say they hate emotional behavior, but they most often act emotionally.

The job description mentioned occasional afternoon tea. When there were male employees, they would pressure the male employees to share the cost. There was a budget for afternoon tea—for example, drinks could only cost up to NT$70; if you wanted a NT$75 drink, you had to pay the extra five dollars yourself (there were only four employees at most). Later, there was no more afternoon tea at all.

The organization is very small, so there are no real promotion issues.

Sales salary adjustments are tied to performance targets; there is no regular pay-raise mechanism.

There are some snacks in the office, replenished only when offerings are made for religious observances. Once they are gone, they are gone.

There are no company 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 red envelopes, so do not expect anything.

The remaining coworker is very nice, but there is only one left.

That is all. Think carefully before joining.