A battlefield of life where every day means engaging in office politics and trying to please supervisors. They like to publicly criticize everyone’s performance and call employees late at night to check on them.

This company loves operating in the gray areas.

1) Employees are required to “clock out first, then continue working.”

Whenever there is inventory counting, closing, or restocking, supervisors require everyone to clock out on time first, but then continue working after clocking out.

These hours are not counted as working hours at all, and there is no overtime pay or compensatory leave.

2) Using leave taken as a reason to reject overtime applications

If the workload is too heavy and overtime is needed, supervisors say:

“Didn’t you take family-care leave/sick leave before? These are tasks you were supposed to do yourself. If you can’t finish them, you can’t apply for overtime.”

In the end, employees still have to finish the work after hours, but it is not counted as working time.

3) Supervisors engage in workplace bullying, but the company deliberately does not address it

A colleague once submitted concrete, well-documented evidence, including text and images, to headquarters, including the HR manager, business supervisor, and owner, but they often pretended not to see the messages.

It was only after someone mentioned filing a complaint with government authorities that they showed a slight response, but there was no genuine improvement in practice.

4) Cross-regional support requires more than two hours of commuting, yet no transportation allowance is provided

After a district supervisor drove away nearly everyone in that district, they kept ordering employees from stores in other counties and cities to provide cross-regional support.

The one-way commute takes at least one to two hours, but there is absolutely no transportation allowance.

Those who refuse are also subjected to nagging or pressure.

5) Public holidays are often omitted from schedules and not made up later

The schedules often omit the public holidays employees are entitled to.

If an employee does not calculate the days afterward and only discovers the missing holidays the following year, the company says: “You didn’t notice it yourself, so it can’t be made up anymore.”

They completely shift the blame onto the employee.