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

The job is basically riding a company motorcycle or car to various restaurants or establishments to control cockroaches and rats.

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 a day. This is not difficult for people with pest-control experience, but because employee turnover is so high,

you often inherit a mess (a cockroach infestation or severe rodent problem). Because the establishment’s pest-control results were poor, the person taking over

may be harshly blamed for problems left by the previous worker. Reporting the issue to management often gets you a response that you should figure out how to solve it yourself,

or they assign a team leader or someone else to accompany you (although senior management also just goes through the motions and does not genuinely devote the effort needed to help solve the problem).

Night work is defined as 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., resting for 2–3 hours, and returning to the company to spray pesticides at 10 p.m. counts as a night shift.

Whether night shifts stay under seven days is a matter of luck; when staff are short, plenty of people work more than ten days of them.

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

Currently, the company generally implements a five-day workweek with two days off (public holidays marked in red on the calendar are also off), using flexible-hours scheduling.

In other words, you get two or three days off in a week (three when there is a public holiday), but three consecutive days off cannot be scheduled.

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

for example, 22,500/240 × 1.33 or 1.66 (after two hours).

Because the “one regular day off and one flexible rest day” system and public holidays are shifted, there is essentially no overtime pay for holidays that you can claim.

Your days off still have to be scheduled according to the work at hand—that is, accommodating 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 with you,

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

Pay consists of the basic salary + meal allowance + inexplicable bonuses + overtime pay (if applicable; I heard they plan to change to a responsibility-based system),

minus your personal contributions to labor and health insurance. Since the insured salary is low, the deduction is generally just over 1,000.

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

Monthly pay is generally between 30,000 and 40,000, with only a few people earning more than 40,000. You only get more money after promotion or taking on a management position.

There is absolutely no system for promotions, taking on management roles, or pay raises; it depends entirely on the boss’s mood. Of course, outwardly, they will say there is a system.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance percentage (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 less than a year, it is further calculated proportionally by month.

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

Employee trips basically do not exist. If it is impossible even to take three consecutive days off, can there really be an employee trip?

Department dinners only happen occasionally, and if people eat too much, the boss may complain again, so 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.

The “comprehensive training” consists of applying to the company and being casually handed over to a senior employee or a colleague who is about to leave,

being taught for 3–5 days, and then being sent to handle clients and pest control on your own (because turnover is so rapid that no one is available to take over the area).

Then, internally, the company claims and tells people outside that you have three years of experience. Three days equals three years of experience—is this a time chamber?

In my view, pest-control work may look easy to enter and get started in, but without 1–2 years of training, it is difficult to become fully competent.

The job is basically riding a company motorcycle or car to various restaurants or establishments to control cockroaches and rats.

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 a day. This is not difficult for people with pest-control experience, but because employee turnover is so high,

you often inherit a mess (a cockroach infestation or severe rodent problem). Because the establishment’s pest-control results were poor, the person taking over

may be harshly blamed for problems left by the previous worker. Reporting the issue to management often gets you a response that you should figure out how to solve it yourself,

or they assign a team leader or someone else to accompany you (although senior management also just goes through the motions and does not genuinely devote the effort needed to help solve the problem).

Night work is defined as 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., resting for 2–3 hours, and returning to the company to spray pesticides at 10 p.m. counts as a night shift.

Whether night shifts stay under seven days is a matter of luck; when staff are short, plenty of people work more than ten days of them.

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

Currently, the company generally implements a five-day workweek with two days off (public holidays marked in red on the calendar are also off), using flexible-hours scheduling.

In other words, you get two or three days off in a week (three when there is a public holiday), but three consecutive days off cannot be scheduled.

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

for example, 22,500/240 × 1.33 or 1.66 (after two hours).

Because the “one regular day off and one flexible rest day” system and public holidays are shifted, there is essentially no overtime pay for holidays that you can claim.

Your days off still have to be scheduled according to the work at hand—that is, accommodating 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 with you,

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

Pay consists of the basic salary + meal allowance + inexplicable bonuses + overtime pay (if applicable; I heard they plan to change to a responsibility-based system),

minus your personal contributions to labor and health insurance. Since the insured salary is low, the deduction is generally just over 1,000.

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

Monthly pay is generally between 30,000 and 40,000, with only a few people earning more than 40,000. You only get more money after promotion or taking on a management position.

There is absolutely no system for promotions, taking on management roles, or pay raises; it depends entirely on the boss’s mood. Of course, outwardly, they will say there is a system.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance percentage (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 less than a year, it is further calculated proportionally by month.

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

Employee trips basically do not exist. If it is impossible even to take three consecutive days off, can there really be an employee trip?

Department dinners only happen occasionally, and if people eat too much, the boss may complain again, so 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.

The “comprehensive training” consists of applying to the company and being casually handed over to a senior employee or a colleague who is about to leave,

being taught for 3–5 days, and then being sent to handle clients and pest control on your own (because turnover is so rapid that no one is available to take over the area).

Then, internally, the company claims and tells people outside that you have three years of experience. Three days equals three years of experience—is this a time chamber?

In my view, pest-control work may look easy to enter and get started in, but without 1–2 years of training, it is difficult to become fully competent.