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

The work basically involves riding a company motorcycle or car to various restaurants or other locations 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 have to visit approximately 5–8 clients a day. This is not difficult for someone with pest-control experience, but because employee turnover is so rapid,

you often end up taking over someone else’s mess (a cockroach infestation or severe rodent problem). Since the previous treatment was ineffective, the person taking over

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

or they may send a team leader or someone else to accompany you (although senior management is mostly just going through the motions and will 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 perform pest control until 8 p.m. counts as overtime.

If you finish work at 5 p.m., rest for 2–3 hours, and return to the company to carry out spraying work at 10 p.m., that counts as a night shift.

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

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

At present, the company generally implements a two-day workweek (holidays marked in red on the calendar that month are also days off) and uses a flexible-hours schedule.

In other words, you may be given two or three days off in a week (three when there happens to be a national holiday), but you cannot schedule three consecutive days off.

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

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 national holidays are shifted around, there is basically no overtime pay for working on days off.

Your days off still have to be scheduled according to the work on hand—in other words, in coordination with clients, coworkers, and company operations.

For example, a supervisor may suddenly instruct you not to take the day off, a client may suddenly ask to 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),

minus the employee-paid portions of labor and health insurance. Since the insured salary is low, this is 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 earnings are generally between 30,000 and 40,000, with only a few people earning more than 40,000. You only get more money after being promoted or taking on a management position.

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

The year-end bonus is also calculated based on the basic salary, multiplied by a performance percentage (which the boss also assesses personally, ranging from 0.5 to 1).

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

Bonuses for the three major festivals are not guaranteed. They could be just one box of snacks 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, how could there 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 ridiculous about this company is that it claims on 104 that it provides complete training.

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

who trains you for 3–5 days and then sends you out to handle clients and pest control on your own (because turnover is so fast, no one is available to take over the area).

Then, inside the company, they claim—and tell outsiders—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 one or two years of training, it is difficult to become fully competent.

The work basically involves riding a company motorcycle or car to various restaurants or other locations 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 have to visit approximately 5–8 clients a day. This is not difficult for someone with pest-control experience, but because employee turnover is so rapid,

you often end up taking over someone else’s mess (a cockroach infestation or severe rodent problem). Since the previous treatment was ineffective, the person taking over

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

or they may send a team leader or someone else to accompany you (although senior management is mostly just going through the motions and will 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 perform pest control until 8 p.m. counts as overtime.

If you finish work at 5 p.m., rest for 2–3 hours, and return to the company to carry out spraying work at 10 p.m., that counts as a night shift.

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

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

At present, the company generally implements a two-day workweek (holidays marked in red on the calendar that month are also days off) and uses a flexible-hours schedule.

In other words, you may be given two or three days off in a week (three when there happens to be a national holiday), but you cannot schedule three consecutive days off.

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

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 national holidays are shifted around, there is basically no overtime pay for working on days off.

Your days off still have to be scheduled according to the work on hand—in other words, in coordination with clients, coworkers, and company operations.

For example, a supervisor may suddenly instruct you not to take the day off, a client may suddenly ask to 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),

minus the employee-paid portions of labor and health insurance. Since the insured salary is low, this is 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 earnings are generally between 30,000 and 40,000, with only a few people earning more than 40,000. You only get more money after being promoted or taking on a management position.

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

The year-end bonus is also calculated based on the basic salary, multiplied by a performance percentage (which the boss also assesses personally, ranging from 0.5 to 1).

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

Bonuses for the three major festivals are not guaranteed. They could be just one box of snacks 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, how could there 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 ridiculous about this company is that it claims on 104 that it provides complete training.

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

who trains you for 3–5 days and then sends you out to handle clients and pest control on your own (because turnover is so fast, no one is available to take over the area).

Then, inside the company, they claim—and tell outsiders—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 one or two years of training, it is difficult to become fully competent.