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 control cockroaches and rats.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break. You clock in and out back at the company.

You have to visit approximately 5–8 clients per day. This is not difficult for people with pest-control experience, but because the employee turnover rate is so high,

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

may get chewed out over problems left by the previous person. Reporting problems upward often gets you the response that you should find a way to solve them yourself,

or that a team leader or someone else will be sent along (though management also just goes through the motions 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 perform spraying work at 10 p.m. counts as a night shift.

Whether night shifts are limited to seven days is also a matter of luck; when there is a staffing 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.

In other words, you may get two or three days off in a week (three if there happens to be 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, 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 public holidays are shifted, there is essentially no holiday overtime pay to receive.

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

For example, a superior 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 with them. Often, if you do not show up for work, there will be no one to cover it.

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

minus employee contributions to labor and health insurance. Because the insured salary is low, the deductions are 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 small number of people earn more than 40,000; you get more money only if you are promoted or take on a management position.

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

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

The actual year-end bonus received 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 might 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, could there really be an employee trip?

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

What I find most laughable about this company is that it claims on 104 that it provides comprehensive training.

“Comprehensive training” means applying to the company, being casually assigned to a senior employee or a coworker who is about to leave,

being trained for 3–5 days, and then being left to deal with clients and pest control on your own (because turnover is fast and no one is available to take over the area).

Then, inside the company, they claim that they tell people outside 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 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 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 back at the company.

You have to visit approximately 5–8 clients per day. This is not difficult for people with pest-control experience, but because the employee turnover rate is so high,

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

may get chewed out over problems left by the previous person. Reporting problems upward often gets you the response that you should find a way to solve them yourself,

or that a team leader or someone else will be sent along (though management also just goes through the motions 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 perform spraying work at 10 p.m. counts as a night shift.

Whether night shifts are limited to seven days is also a matter of luck; when there is a staffing 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.

In other words, you may get two or three days off in a week (three if there happens to be 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, 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 public holidays are shifted, there is essentially no holiday overtime pay to receive.

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

For example, a superior 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 with them. Often, if you do not show up for work, there will be no one to cover it.

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

minus employee contributions to labor and health insurance. Because the insured salary is low, the deductions are 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 small number of people earn more than 40,000; you get more money only if you are promoted or take on a management position.

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

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

The actual year-end bonus received 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 might 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, could there really be an employee trip?

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

What I find most laughable about this company is that it claims on 104 that it provides comprehensive training.

“Comprehensive training” means applying to the company, being casually assigned to a senior employee or a coworker who is about to leave,

being trained for 3–5 days, and then being left to deal with clients and pest control on your own (because turnover is fast and no one is available to take over the area).

Then, inside the company, they claim that they tell people outside 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 and get started in, but without 1–2 years of training, it is difficult to become fully competent.