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 his identity based on the situation. Depending on which option benefits him most in a given circumstance, he chooses whether to act as the boss, a manager, or an employee.

The headquarters 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 physical 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 sales employee who has worked there, except those who generated no revenue, has had conflicts with him. Reporting the issue to headquarters is also useless, so if you are joining this company as a salesperson, be careful.

He can completely act as though things he has said or done never happened. He is very skilled with words, so 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 allowance and no company vehicle. Fuel expenses cannot be claimed for trips that do not pass through locations with eTag, and fuel expenses for scooters 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 and questioned.

There is no client-entertainment budget, because 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. The calculation has become 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, he will not deal with it (although even if you do, he may still not handle it).

The person in charge says he does not take performance bonuses, but he keeps all the stable, good clients for himself and takes the good projects as well. The sales staff are given only troublesome, trivial, 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 needed, you must apply to the person in charge in advance. Confirm with him whether overtime pay will be provided and how it will be calculated; otherwise, he will find a way to calculate it for you using the cheapest possible method.

He is basically someone who bullies the weak and fears the strong. If you do not challenge him, he will think he can keep pushing further and behave without boundaries. He has a victim complex: after contributing a little, he believes he has made an immeasurably huge contribution; when others uphold their boundaries and do not let him take advantage, he feels that they have wronged him, betrayed him, and that he is pitiful.

He lacks decisiveness in his work, believes cost is everything, and does not dare to develop new markets.

He neither respects nor values talent. He believes that being a one-person company is his preferred state and also thinks the company only needs him alone.

Unless something work-related concerns one of his own projects, he basically does not pay much attention to it. If you need assistance with work, it is more useful to contact the colleagues in Hangzhou. However, he will spend time managing what time these three or four employees eat.

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

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

He says he hates emotional behavior, 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 together with him. There was a budget for afternoon tea—for example, drinks could only cost under 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 either.

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

Salary adjustments for sales staff are tied to performance targets; there is no fixed salary-increase mechanism.

There are some snacks in the office, replenished only when offerings are made during worship ceremonies. Once they are gone, they are gone.

There are no company trips, only an end-of-year 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 very nice, but there is only one left.

That is all. Think carefully before joining.