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

The job basically involves riding a company motorcycle or car to various restaurants or 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 typically visit around 5–8 clients a day. This is not difficult for people with pest-control experience, but because employee turnover is too high,

you often end up taking over a mess (a cockroach explosion or severe rodent infestation). Since the previous pest-control work was ineffective, the successor

may get chewed out because of problems left by the previous person. Reporting this to management often gets you responses such as, “You should figure out how to solve it yourself,”

or they will assign a team leader or someone else to accompany you (although senior management also just makes a superficial appearance and does not genuinely put in the effort to help resolve the issue).

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.

After finishing at 5 p.m., resting for 2–3 hours, and returning to the company to carry out pesticide spraying at 10 p.m. counts as a night shift.

Whether night shifts are limited to no more than seven days is a matter of luck; when there is a staff shortage, plenty of people work more than ten days.

After working at night, 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 two-day weekly rest system (public holidays marked in red on the calendar are also days off), with flexible-hours scheduling.

That means you may be given two or three days off in a week (three if there happens to be a national 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 base salary for labor insurance.

For example, if your insured base 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, there is basically no holiday overtime pay to collect.

Your days off still have to be scheduled according to the work at hand—in other words, in coordination with clients, colleagues, 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,

or a team leader or colleague 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 base salary + meal allowance + inexplicable bonuses + overtime pay (if any; I heard they may change to a responsibility-based system),

minus employee-paid labor and health insurance contributions. 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 (calculation for reference only).

Monthly pay is generally between 30,000 and 40,000; only a few people earn more than 40,000. You only get more money if you are promoted or take on a management position.

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

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

The actual year-end bonus received is approximately 11,250–22,500 (calculated using a base 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. It could be just one box of pastries for everyone to share, or cash anywhere 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, but 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 comprehensive training.

“Comprehensive training” means joining the company and being casually handed over to a senior employee or a colleague who is about to leave.

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

Then, within the company, they claim that you tell people outside that you have three years of experience. Three days equals three years of experience—is this a time machine?

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 job basically involves riding a company motorcycle or car to various restaurants or 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 typically visit around 5–8 clients a day. This is not difficult for people with pest-control experience, but because employee turnover is too high,

you often end up taking over a mess (a cockroach explosion or severe rodent infestation). Since the previous pest-control work was ineffective, the successor

may get chewed out because of problems left by the previous person. Reporting this to management often gets you responses such as, “You should figure out how to solve it yourself,”

or they will assign a team leader or someone else to accompany you (although senior management also just makes a superficial appearance and does not genuinely put in the effort to help resolve the issue).

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.

After finishing at 5 p.m., resting for 2–3 hours, and returning to the company to carry out pesticide spraying at 10 p.m. counts as a night shift.

Whether night shifts are limited to no more than seven days is a matter of luck; when there is a staff shortage, plenty of people work more than ten days.

After working at night, 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 two-day weekly rest system (public holidays marked in red on the calendar are also days off), with flexible-hours scheduling.

That means you may be given two or three days off in a week (three if there happens to be a national 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 base salary for labor insurance.

For example, if your insured base 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, there is basically no holiday overtime pay to collect.

Your days off still have to be scheduled according to the work at hand—in other words, in coordination with clients, colleagues, 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,

or a team leader or colleague 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 base salary + meal allowance + inexplicable bonuses + overtime pay (if any; I heard they may change to a responsibility-based system),

minus employee-paid labor and health insurance contributions. 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 (calculation for reference only).

Monthly pay is generally between 30,000 and 40,000; only a few people earn more than 40,000. You only get more money if you are promoted or take on a management position.

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

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

The actual year-end bonus received is approximately 11,250–22,500 (calculated using a base 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. It could be just one box of pastries for everyone to share, or cash anywhere 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, but 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 comprehensive training.

“Comprehensive training” means joining the company and being casually handed over to a senior employee or a colleague who is about to leave.

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

Then, within the company, they claim that you tell people outside that you have three years of experience. Three days equals three years of experience—is this a time machine?

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.