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 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 someone with pest-control experience, but because employee turnover is so fast,

you often inherit a mess (a severe cockroach infestation or serious rodent problem). Because the treatment at the establishment was ineffective, the person taking over

may get chewed out over problems left by the previous person. Reporting the issue to management often gets you a response that you should figure out how to solve it yourself,

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

Night work is defined as work after 5 p.m. For example, leaving at 5 p.m. to carry out 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 do pesticide spraying at 10 p.m. counts as a night shift.

Whether night shifts stay under seven days is a matter of luck; when there is a shortage of staff, 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 report to work at noon the next day.

At present, the company generally implements a two-day weekend (public holidays in the same month are also days off) with flexible working-hour scheduling.

In other words, you may be given two or three days off in a week (three when there is a national 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 base salary for labor insurance.

For example, if your labor-insurance 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 effectively no holiday overtime pay to collect.

Your days off still have to be scheduled according to the work on hand—in other words, in coordination with clients, coworkers, and the company’s 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 swap shifts. Often, if you do not show up, the work is left 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 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 small number of people earn more than 40,000; you get more money only after being promoted or taking on a management position.

There is absolutely no system for promotions, assuming management roles, or pay raises; it depends entirely on the boss’s mood. Of course, outwardly, they 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 less than a year, it is further calculated proportionally by month.

Bonuses for the three major festivals are not guaranteed. They could be just a box of cookies for everyone to share, or cash anywhere from 600 to 1,000.

Employee trips basically do not exist. If it is impossible 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 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 lets you handle clients and pest control on your own (because turnover is so fast, there is no one to take over the assigned areas).

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

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 qualified.

The work 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 someone with pest-control experience, but because employee turnover is so fast,

you often inherit a mess (a severe cockroach infestation or serious rodent problem). Because the treatment at the establishment was ineffective, the person taking over

may get chewed out over problems left by the previous person. Reporting the issue to management often gets you a response that you should figure out how to solve it yourself,

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

Night work is defined as work after 5 p.m. For example, leaving at 5 p.m. to carry out 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 do pesticide spraying at 10 p.m. counts as a night shift.

Whether night shifts stay under seven days is a matter of luck; when there is a shortage of staff, 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 report to work at noon the next day.

At present, the company generally implements a two-day weekend (public holidays in the same month are also days off) with flexible working-hour scheduling.

In other words, you may be given two or three days off in a week (three when there is a national 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 base salary for labor insurance.

For example, if your labor-insurance 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 effectively no holiday overtime pay to collect.

Your days off still have to be scheduled according to the work on hand—in other words, in coordination with clients, coworkers, and the company’s 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 swap shifts. Often, if you do not show up, the work is left 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 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 small number of people earn more than 40,000; you get more money only after being promoted or taking on a management position.

There is absolutely no system for promotions, assuming management roles, or pay raises; it depends entirely on the boss’s mood. Of course, outwardly, they 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 less than a year, it is further calculated proportionally by month.

Bonuses for the three major festivals are not guaranteed. They could be just a box of cookies for everyone to share, or cash anywhere from 600 to 1,000.

Employee trips basically do not exist. If it is impossible 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 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 lets you handle clients and pest control on your own (because turnover is so fast, there is no one to take over the assigned areas).

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

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 qualified.