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 establishments 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 people with pest-control experience, but because employee turnover is so high,

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

may get severely chewed out for problems left behind by the previous person. Reporting the issue 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 only makes a cursory appearance and does not genuinely put in the effort to help resolve the problem).

“Night work” is defined as work that takes place 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 do pesticide spraying 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 working more than ten days of night shifts.

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

At present, the company generally implements a two-day workweek (public holidays marked in red on the calendar are also off) with flexible-hour scheduling.

In other words, you get two or three days off per week (three when there is 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 used for labor insurance.

For example, if your insured salary is 22,500, the calculation is 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, there is basically no overtime pay for working on scheduled days off.

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

For example, a supervisor may suddenly tell you that you cannot take the day off, a client may suddenly change the appointment time,

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 + unexplained bonuses + overtime pay (if any; I heard they may change to a responsibility-based system).

Then some employee-paid labor and health insurance contributions are deducted. 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 (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 a raise by being promoted or taking on a management position.

There is absolutely no system for promotions, becoming a manager, or salary increases; it all depends on the boss’s mood. Of course, outwardly, they will claim that 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, 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 less than a year, it is calculated proportionally by month.

Bonuses for the three major holidays are not guaranteed. It could be just one box of snacks 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. However, 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 “complete training.”

“Complete training” means joining 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 leaves you to deal with 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 that employees tell people outside that they have three years of experience. Three days equals three years of experience—is this a time chamber?

In my view, pest-control work may seem easy to enter, but without one to 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 establishments 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 people with pest-control experience, but because employee turnover is so high,

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

may get severely chewed out for problems left behind by the previous person. Reporting the issue 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 only makes a cursory appearance and does not genuinely put in the effort to help resolve the problem).

“Night work” is defined as work that takes place 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 do pesticide spraying 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 working more than ten days of night shifts.

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

At present, the company generally implements a two-day workweek (public holidays marked in red on the calendar are also off) with flexible-hour scheduling.

In other words, you get two or three days off per week (three when there is 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 used for labor insurance.

For example, if your insured salary is 22,500, the calculation is 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, there is basically no overtime pay for working on scheduled days off.

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

For example, a supervisor may suddenly tell you that you cannot take the day off, a client may suddenly change the appointment time,

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 + unexplained bonuses + overtime pay (if any; I heard they may change to a responsibility-based system).

Then some employee-paid labor and health insurance contributions are deducted. 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 (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 a raise by being promoted or taking on a management position.

There is absolutely no system for promotions, becoming a manager, or salary increases; it all depends on the boss’s mood. Of course, outwardly, they will claim that 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, 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 less than a year, it is calculated proportionally by month.

Bonuses for the three major holidays are not guaranteed. It could be just one box of snacks 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. However, 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 “complete training.”

“Complete training” means joining 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 leaves you to deal with 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 that employees tell people outside that they have three years of experience. Three days equals three years of experience—is this a time chamber?

In my view, pest-control work may seem easy to enter, but without one to two years of training, it is difficult to become fully competent.