Workplace reviews and discussion: 耀際實業有限公司

The job basically involves riding a company scooter or car to various restaurants or premises to carry out cockroach and rodent control.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break. You clock in and out at the company.

You visit approximately 5–8 clients per day. This is not difficult for people with pest-control experience, but because employee turnover is so rapid,

you often end up taking over a complete mess (a cockroach infestation or severe rodent problem). If the previous pest-control work was ineffective, the person taking over

may get chewed out for problems left behind by the previous worker. Reporting issues to management often gets you a response like, “You should figure out how to solve it yourself,”

or they assign a team leader or someone else to accompany you (although senior management usually just makes a cursory visit and does not genuinely put in the effort to help resolve the problem).

Night work is defined as any work after 5 p.m. For example, leaving at 5 p.m. to carry out pest control until 8 p.m. counts as overtime.

After finishing at 5 p.m., you rest for 2–3 hours, then return to the company to carry out spraying work at 10 p.m.; this counts as a night shift.

Whether night shifts stay within seven days is also a matter of luck. When there is a staff shortage, plenty of people work more than ten night shifts.

After night work, you must take compensatory leave the following morning, meaning you only need to start work at noon the next day.

At present, the company generally implements a two-day weekend (public holidays in the same month are also days off) and uses flexible-hours scheduling.

In other words, you may get two or three days off in a week (three if there happens to be a public holiday), but you cannot be scheduled for three consecutive days off.

Overtime is currently calculated according to the Labor Standards Act, but only based on the insured salary for labor insurance.

For example, if your insured salary is 22,500: 22,500/240 × 1.33, or 1.66 (after two hours).

Because the one-fixed-day-off-and-one-flexible-rest-day system and public holidays are shifted around, there is effectively no overtime pay for working on days off to claim.

Your days off still have to be arranged according to the work at hand—in other words, coordinating with clients, coworkers, and the company’s operations.

For example, a supervisor may suddenly instruct you not to take the day off, a client may suddenly change the appointment time,

or a team leader or coworker may ask you to switch shifts with them. Often, if you do not show up, the work simply goes uncovered.

Pay consists of the basic salary + meal allowance + unexplained bonuses + overtime pay (if any; I heard they plan to change it to a responsibility-based system).

Then various employee-paid labor and health insurance contributions are deducted. Because the insured salary is low, the deductions are generally just over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (this estimate is for reference only).

Monthly pay is generally between 30,000 and 40,000. Only a small number of people earn more than 40,000; you only get more money after being promoted or taking on a management position.

There is no system at all for promotions, management appointments, or pay raises; it depends entirely on the boss’s mood. Naturally, the boss will say there is a system.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance ratio (also judged by the boss, between 0.5 and 1).

The actual year-end bonus received is approximately 11,250–22,500 (calculated using a basic salary of 22,500). If you have worked for less than a year, it is further calculated proportionally by month.

Bonuses for the three major holidays are not guaranteed. They may consist of just one box of snacks for everyone to share, or cash ranging from 600 to 1,000.

Employee trips essentially do not exist. If it is impossible to take three consecutive days off, how could there be an employee trip?

Department dinners only happen occasionally, and if people eat too much, the boss may complain again. As a result, some employees do not attend the dinners.

What I find most laughable about this company is that it claims on 104 Job Bank to provide comprehensive training.

“Comprehensive training” means applying to the company, being casually handed over to a senior employee or a coworker who is about to leave,

being trained for 3–5 days, and then being sent out to deal with clients and perform pest control on your own (because turnover is so fast that no one is available to take over the area).

Then the company tells people externally that you have three years of experience—three days equals three years of experience. Did you enter a time chamber?

In my view, pest-control work may seem easy to enter, but without 1–2 years of training, it is difficult to become fully qualified.

The job basically involves riding a company scooter or car to various restaurants or premises to carry out cockroach and rodent control.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break. You clock in and out at the company.

You visit approximately 5–8 clients per day. This is not difficult for people with pest-control experience, but because employee turnover is so rapid,

you often end up taking over a complete mess (a cockroach infestation or severe rodent problem). If the previous pest-control work was ineffective, the person taking over

may get chewed out for problems left behind by the previous worker. Reporting issues to management often gets you a response like, “You should figure out how to solve it yourself,”

or they assign a team leader or someone else to accompany you (although senior management usually just makes a cursory visit and does not genuinely put in the effort to help resolve the problem).

Night work is defined as any work after 5 p.m. For example, leaving at 5 p.m. to carry out pest control until 8 p.m. counts as overtime.

After finishing at 5 p.m., you rest for 2–3 hours, then return to the company to carry out spraying work at 10 p.m.; this counts as a night shift.

Whether night shifts stay within seven days is also a matter of luck. When there is a staff shortage, plenty of people work more than ten night shifts.

After night work, you must take compensatory leave the following morning, meaning you only need to start work at noon the next day.

At present, the company generally implements a two-day weekend (public holidays in the same month are also days off) and uses flexible-hours scheduling.

In other words, you may get two or three days off in a week (three if there happens to be a public holiday), but you cannot be scheduled for three consecutive days off.

Overtime is currently calculated according to the Labor Standards Act, but only based on the insured salary for labor insurance.

For example, if your insured salary is 22,500: 22,500/240 × 1.33, or 1.66 (after two hours).

Because the one-fixed-day-off-and-one-flexible-rest-day system and public holidays are shifted around, there is effectively no overtime pay for working on days off to claim.

Your days off still have to be arranged according to the work at hand—in other words, coordinating with clients, coworkers, and the company’s operations.

For example, a supervisor may suddenly instruct you not to take the day off, a client may suddenly change the appointment time,

or a team leader or coworker may ask you to switch shifts with them. Often, if you do not show up, the work simply goes uncovered.

Pay consists of the basic salary + meal allowance + unexplained bonuses + overtime pay (if any; I heard they plan to change it to a responsibility-based system).

Then various employee-paid labor and health insurance contributions are deducted. Because the insured salary is low, the deductions are generally just over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (this estimate is for reference only).

Monthly pay is generally between 30,000 and 40,000. Only a small number of people earn more than 40,000; you only get more money after being promoted or taking on a management position.

There is no system at all for promotions, management appointments, or pay raises; it depends entirely on the boss’s mood. Naturally, the boss will say there is a system.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance ratio (also judged by the boss, between 0.5 and 1).

The actual year-end bonus received is approximately 11,250–22,500 (calculated using a basic salary of 22,500). If you have worked for less than a year, it is further calculated proportionally by month.

Bonuses for the three major holidays are not guaranteed. They may consist of just one box of snacks for everyone to share, or cash ranging from 600 to 1,000.

Employee trips essentially do not exist. If it is impossible to take three consecutive days off, how could there be an employee trip?

Department dinners only happen occasionally, and if people eat too much, the boss may complain again. As a result, some employees do not attend the dinners.

What I find most laughable about this company is that it claims on 104 Job Bank to provide comprehensive training.

“Comprehensive training” means applying to the company, being casually handed over to a senior employee or a coworker who is about to leave,

being trained for 3–5 days, and then being sent out to deal with clients and perform pest control on your own (because turnover is so fast that no one is available to take over the area).

Then the company tells people externally that you have three years of experience—three days equals three years of experience. Did you enter a time chamber?

In my view, pest-control work may seem easy to enter, but without 1–2 years of training, it is difficult to become fully qualified.