Workplace reviews and discussion: 國眾電腦股份有限公司

Experience with the subsidiary (Kunzhong Technology Co., Ltd.)

1. Some colleagues are responsible and good people, but quite a few often like to ridicule certain new colleagues as a joke. In addition to making fun of them in daily interactions, they even gather more than twenty people in the office downstairs during working hours, outside of lunch breaks, using internal phones to talk badly about a new male colleague. I have often listened from the side and found it extremely uncomfortable. One female colleague in particular speaks in a way that is very much like a middle-school student bullying and ostracizing someone. As a bystander, I felt very uncomfortable hearing the words she used.

2. The salary repeatedly promised during the interview is merely a lie and a tactic to deceive you into joining. On your first day, they will suddenly cut your salary by several thousand, supposedly at HR’s request. (In fact, the only person managing the company’s finances is the supervisor mentioned below.) This leaves a very bad impression. Before reporting for work, they will also ask you to take another day off and meet with him at a specified time for half an hour. If he had stated in advance, when contacting me, that he would break his promise and cut several thousand from my salary on my first day, I would not have wasted my time.

3. During the interview, they promised that you could receive that year’s year-end bonus, but just a few days before the year-end banquet, the supervisor would tell you that you had not completed your probation period and therefore could not receive it. Similarly, they said during the interview that you could participate in that year’s year-end banquet lucky draw. You even took part in meetings discussing which prizes to ask vendors to sponsor, and the company had listed your name on the lucky-draw number list early on. Then, just a few days before the banquet, the supervisor suddenly said that employees still in their probation period could not participate and grayed out your name on the lucky-draw list (ridiculous).

4. The deputy supervisor often communicates only verbally, but frequently claims not to have recorded or remembered what he said, leaving subordinates at a loss. He also says one thing and then suddenly changes his mind, later blaming you for remembering or doing it incorrectly even though you followed his earlier verbal instructions. You can easily be wrongly accused because he communicates only verbally and does not remember what he decided or said.

5. The amounts for the year-end banquet lucky draw were extremely pathetic. Apart from the grand prize, which was acceptable, most prizes were a sika deer, and the second prize was three children.

6. I do not know why the vendor chosen for the company trip is an overpriced vendor that likes to charge extra fees under pointless pretexts. Tickets booked through the vendor were even more expensive than booking them yourself online. Employees had to pay one-third of the trip cost themselves. Many of the charges seemed unnecessary, but the vendor insisted on collecting them and would even invent an extra pointless item at the last minute to charge more. I do not understand why this vendor had to be hired to organize the company trip when there were clearly other options.

7. If you take annual leave before completing one year of employment, money will be deducted from you afterward.

Experience with the subsidiary (Kunzhong Technology Co., Ltd.)

1. A female colleague takes several dozen days of leave in a month, and the supervisor only says, “You just help her.” As a result, you often have to take on the work of an irresponsible colleague who shirks her duties, while she receives the project bonus. No matter how much extra work or assistance you provide, you receive the same amount of money. (Even if they notice or know that you do more work, they will not adjust your salary or give you a bonus.)

2. In addition to requiring you to do the female colleague’s original work, the supervisor seems to live in another dimension and frequently assigns unreasonable, unrealistic workloads. Later, the supervisor finally realized that the project was understaffed and that one colleague was frequently taking leave, making it very likely that the project could not be completed and the company would be fined for breaching the contract. Only then did the supervisor hurriedly bring several people down to help. The project eventually had about eight people involved, even though all eight stated in meetings that the required daily workload was unreasonable. The supervisor still kept repeating, “I don’t care if you feel unwell or whatever—you’re going to get it done. I don’t care what happens to you.” The supervisor made no attempt to hide that his only intention was to exploit subordinates indefinitely.

3. The female colleague took bereavement leave last month, then in the following month or several months later, claimed that she had not used all of her bereavement leave from that time and used several months’ worth of paid bereavement leave to travel abroad. You were still responsible for covering her work.

4. The supervisor holds meetings to understand the progress of cases, but appears not even to read the contractually required completion conditions. During meetings, he often casually says things that completely contradict the contract, leaving you wondering what the purpose of the meeting is.

5. The supervisor has a very unstable temper and takes it out on people who are not involved. For example:

（1）During a major cleaning session, a male colleague did not clean properly. Instead of first asking who had been assigned that cleaning task and speaking to the person responsible, the supervisor entered his office, saw that it had not been cleaned properly, then came out and yelled at all the unrelated colleagues: “What the hell are you doing! @¥%,” along with other abusive language.

（2）When you reported issues concerning a colleague working on the same project—such as taking several dozen days of leave in a month and expecting you to complete her work without compensation; repeatedly having the deputy supervisor assign her tasks that she agreed to handle, only to pass the files to you and ask you to do them together; or, one hour before taking leave, handing you a document that the deputy supervisor had assigned to her a month earlier, which you discovered she had not touched at all or discussed with the person in charge during that entire month, yet she brazenly claimed she had worked on it because she had performed a copy-and-paste action once on one tab, and then asked you to finish it for her even though it was due the next day—the supervisor would slam the table, yell, lose control emotionally, and accuse you of lacking team spirit or of trying to push that colleague out. Even though you took over and completed her messes, the supervisor would turn around and accuse you of various offenses, then slam the table and intimidate you repeatedly.

（3）When you raise concerns about an unfair distribution of work, the supervisor only blames you, saying that the problem is yours, that you have not done enough, and that you must help her. Even when you have recordings as evidence, the supervisor remains trapped in his own fantasy and uses verbal abuse to insist that everything is your fault.