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A real person’s actual employment experience,

Unlawful dismissal, deceptive hiring practices, various forms of suppression, and refusal to cooperate during labor-management mediation, followed by the filing of a lawsuit in court as shown below

(Case No. 3237H1086)

Mediator’s Statement:

I meet the qualifications prescribed in Article 13 of the Regulations Governing Mediation of Labor-Management Disputes and was appointed by the Taichung City Government Labor Affairs Bureau to handle this labor-management dispute mediation case.

II. Claims of the disputing parties—employee’s claims:

(1) The employment period was from September 18, 2023, to August 31, 2025. The employee served as Manager of the Administrative Management Department (place of work: Huizhou, Guangdong Province, China), and the parties agreed on a salary of NT$xxx (same currency below).

(2) The employee was an employee hired by the employer. The company failed to enroll the employee in the required insurance in accordance with the law (the employer’s share of labor and health insurance premiums: xxx), and also failed to contribute 6% to the employee’s labor pension.

(3) The employee was unlawfully laid off by the company in August 2025. Because the company failed to provide insurance coverage as required by law, the employee was unable to apply for unemployment benefits. (4) Requests: 1. Loss of 6% labor pension contributions: xxx.

2. Unpaid labor and health insurance premiums (the employer’s share): xxx.

3. Unemployment benefits: xxx.

4. Certificate of involuntary separation.

(5) The employee presented an electronic employment offer from Ming Yuan Industrial Co., Ltd. Ming Yuan Industrial Co., Ltd. and Yuan Gao Co., Ltd. are parent and subsidiary companies, respectively.

(6) The employer never informed the employee in writing that the overseas company was not covered by labor or health insurance.

(7) The salary was deposited into the account designated by the employee, and the address listed was that of the employer, Ming Yuan Industrial Co., Ltd. (8) The employer has already paid severance to the employee.

(9) Hong Kong Yuan Gao Co., Ltd. was unable to produce a valid employment contract with the employee or proof of tax payment; therefore, the employee denies having an employment contract with Hong Kong.

(10) The employer did not pay the employee’s wages during the employee’s sick leave.

(11) Regular wages during the period of unlawful dismissal.