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 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 rapid,

you often end up inheriting a mess (a cockroach infestation or severe rodent problem). When the previous treatment at a business was ineffective, the person who takes over

may get harshly blamed for problems left by their predecessor. Reporting the issue to management often results in being told that you should figure out how to solve it yourself,

or that a team leader or someone else will be assigned to accompany you (although senior management usually just makes a cursory visit and does not genuinely devote the effort needed to help resolve 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 do a pesticide-spraying job at 10 p.m., that counts as a night shift.

Whether night shifts stay under seven days depends on luck; when there is a staff shortage, plenty of people work more than ten days.

After working at night, 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 five-day workweek with two days off (public holidays marked in red on the calendar are also days off), using flexible working-hour schedules.

In other words, you may get two or three days off in a week (three when a public holiday happens to fall then), 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 contributions.

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

Because the statutory one-fixed-day-off-and-one-flexible-rest-day system and public holidays are shifted, there is essentially no overtime pay for work performed on days off.

Your days off still have to be scheduled around the work on hand—that is, according to the needs of 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 time,

or a team leader or colleague 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),

minus employee-paid portions of labor and health insurance. Since the insured salary is low, the deductions are generally a little 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, with only a few people earning over 40,000. You only get more money after being promoted or taking on a management role.

There is absolutely no system for promotions, becoming a manager, or salary increases; it all depends on the owner's mood. Naturally, the owner will say publicly that there is a system.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance ratio (also determined by the owner, between 0.5 and 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 holidays are not guaranteed. They could be just a box of snacks for everyone to share, or cash anywhere from 600 to 1,000.

Employee trips essentially do not exist. If this is a job where taking even three consecutive days off is impossible, how could there be an employee trip?

Department dinners only happen occasionally, but if people eat too much, the owner may complain again, so some employees do not attend the dinners.

What I find most laughable about this company is that its listing on 104 claims to provide comprehensive training.

“Comprehensive training” means applying to the company and being casually handed over to a senior employee or a colleague 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 high, no one is available to take over the area).

Then, within the company, they claim and 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 look easy to enter and get started in, but without 1–2 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 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 rapid,

you often end up inheriting a mess (a cockroach infestation or severe rodent problem). When the previous treatment at a business was ineffective, the person who takes over

may get harshly blamed for problems left by their predecessor. Reporting the issue to management often results in being told that you should figure out how to solve it yourself,

or that a team leader or someone else will be assigned to accompany you (although senior management usually just makes a cursory visit and does not genuinely devote the effort needed to help resolve 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 do a pesticide-spraying job at 10 p.m., that counts as a night shift.

Whether night shifts stay under seven days depends on luck; when there is a staff shortage, plenty of people work more than ten days.

After working at night, 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 five-day workweek with two days off (public holidays marked in red on the calendar are also days off), using flexible working-hour schedules.

In other words, you may get two or three days off in a week (three when a public holiday happens to fall then), 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 contributions.

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

Because the statutory one-fixed-day-off-and-one-flexible-rest-day system and public holidays are shifted, there is essentially no overtime pay for work performed on days off.

Your days off still have to be scheduled around the work on hand—that is, according to the needs of 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 time,

or a team leader or colleague 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),

minus employee-paid portions of labor and health insurance. Since the insured salary is low, the deductions are generally a little 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, with only a few people earning over 40,000. You only get more money after being promoted or taking on a management role.

There is absolutely no system for promotions, becoming a manager, or salary increases; it all depends on the owner's mood. Naturally, the owner will say publicly that there is a system.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance ratio (also determined by the owner, between 0.5 and 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 holidays are not guaranteed. They could be just a box of snacks for everyone to share, or cash anywhere from 600 to 1,000.

Employee trips essentially do not exist. If this is a job where taking even three consecutive days off is impossible, how could there be an employee trip?

Department dinners only happen occasionally, but if people eat too much, the owner may complain again, so some employees do not attend the dinners.

What I find most laughable about this company is that its listing on 104 claims to provide comprehensive training.

“Comprehensive training” means applying to the company and being casually handed over to a senior employee or a colleague 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 high, no one is available to take over the area).

Then, within the company, they claim and 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 look easy to enter and get started in, but without 1–2 years of training, it is difficult to become fully competent.