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When I first joined the company, I saw that the listing on 104 said “monthly salary of $35,000 or more.” I was also interested in the job duties, so I went.

After the interview, however, the boss said, “During the probation period, we’ll start you at under $35,000.” I reminded him that the 104 listing said it was higher, didn’t it?

He then said on the spot, “Then we won’t sign a contract.”

He walked back to the office and tore up the employment offer, loudly enough for the colleagues outside to hear. Later, he changed his tune: “Okay, then we’ll adjust it a bit. We’ll make up the difference after you pass probation.”

I figured I was interested in the work, so I would do it first. They did indeed make up the difference later, but it only “barely reached the minimum stated on 104.”

After I met the performance target, my salary was adjusted.

At the time, I asked about the three traditional holiday bonuses and year-end bonus. He said matter-of-factly, “Nope.”

Then he added, “But we do have monthly and quarterly bonuses~”

In the end, they were nowhere to be seen or enjoyed 😇 (the monthly bonus was extremely small).

After the probation period, the boss sent only one email: “Congratulations on passing. Your salary has been adjusted to XXX.”

There was no discussion and no advance notice. I was truly stunned when I saw the number.

When I tried to ask for more reasonable compensation, the boss only knew how to make empty promises;

even longtime employees joined in the feeding frenzy: “The boss is really nice—he previously gave me an extra $5,000~”

Concerns about unreasonable and potentially illegal practices

1. Two companies operating under the same management

　There are two companies, A and B, but employees are enrolled in labor insurance under Company B while doing business for Company A.

　After Company B was shut down in mid-September, employees were only then told that they had to be transferred to Company A—and the company “took the opportunity to cut their salaries.”

　They even said, “It’s not like I didn’t pay you, right?”—isn’t paying salaries what they are supposed to do in the first place?

　There are two Class B employment service certificates, one assigned to A and one to B, yet resources are mixed and contracts for Company A are signed.

2. Gray-area tax practices

　At company dinners, we were required to write our own names on the receipts and report the expense as personal income, while using the company’s tax ID number.

　A colleague asked, “Why does this have to be reported as personal income?”

　The supervisor replied, “Otherwise, pay for it yourself. You can also choose not to eat.” We were even accused of being petty.

　Then we can just not eat ==

3. Labor insurance salary-bracket issue

　HR underreported salaries, causing excessive labor and health insurance deductions.

　After I raised the issue, the boss emotionally manipulated me: “This money would have to be taken from HR. Do you dare take this kind of money?”

　He even demanded that I recite the regulations clause by clause, speaking agitatedly and losing emotional control.

PUA and workplace culture

• The boss often sends emails under the guise of “motivational messages,” but they are actually a source of pressure.

• When employees take leave, they are mocked: “There are very few working days in October,” even though it is a fact that there are many national holidays.

• Employees who ask for salary increases or reasonable rights and benefits are labeled “ungrateful” and “not team players.” Anyone who suggests a raise is labeled “a moron.”

• I was told it was “just luck,” and also: “If you can’t do it, we’ll cut your fixed salary.”

The boss steals the candidates found by employees

When a consultant found a candidate, the boss simply said, “I had contacted them before too,” and took the candidate away.

Even candidates I found myself through LinkedIn were forcibly “taken over” by the boss.

He doesn’t just take a share—he takes the whole pot.

Before my colleagues had even passed probation, all the candidates had already been snatched away.

The biggest competitor in this company is actually the boss himself 🤣

A consultant is supposed to provide clients with professional advice and information,

not, upon meeting a young woman,

ask her all sorts of questions, call someone “junior schoolmate,”

say that he also attended some university and that his son also attended some university,

and even say that his son had poor grades after getting into some university.

The school is in XX, and he specifically bought him a car.

Then he went on and on about running here and there, blah blah blah.

Do you think a client wants to spend time hearing about this nonsense?

I feel sorry for clients who encounter this kind of pervert.

Even I, listening beside him, felt quite embarrassed.

And that person was even my client.

Shame on you for being both a consultant and the boss.

Discriminatory remarks during the interview

One of the reasons the boss gave for hiring me was actually:

“Normal family, no financial pressure.”

He also asked where my parents worked.

What exactly does “normal family” mean?

Are single-parent families or people struggling financially abnormal?

If that isn’t discrimination, what is?

Or do you think that because I have no financial pressure, you can pay me a low salary?