Colleagues are generally easy to get along with in casual conversation.

The boss’s wife occasionally buys snacks for everyone (fried chicken cutlets, pan-fried buns, chicken cakes, etc.).

For overtime, you can choose compensatory leave or overtime pay.

The boss and his family never gossip with employees or force awkward small talk.

Preliminary context: During the interview, I confirmed that the company fully complies with the Labor Standards Act. They only said that their difference was that employees are insured through a guild.

There are many drawbacks to being insured through a guild; please look it up (I didn’t check at the time...).

There is no 6% labor pension contribution through the guild. The boss said he would calculate the amount accrued during employment and pay it when an employee leaves.

Employees’ seats are arranged in a row facing the wall, with the boss and his family sitting directly behind them (those who dislike being watched should consider this carefully).

Some senior colleagues only know CorelDRAW and cannot handle files created in Illustrator, so Illustrator files are assigned to other colleagues.

The purpose of the meetings is questionable: There is one meeting a week where everyone reports on their current work. It is often apparent that some people have very little work (but especially like to complain about being busy), yet after the meeting, the boss continues assigning work to those who already have heavier workloads.

Cleaning the restroom is always assigned to new employees: When I joined, the boss said the duty would rotate. After doing it for more than a quarter, I asked senior colleagues and learned that it would never actually change.

There is no NAS, only a shared local-area network. Because work assignments are very disorganized, it is often necessary to look for other people’s files, which means searching one computer at a time.

The company consists of the boss, the boss’s wife, and the junior boss; everyone else is a “designer.” There is no dedicated accounting or administrative staff (I only found this out after joining; the boss’s family does not handle administrative affairs).

Accounting is handled as an additional duty by one senior colleague, who has no accounting background or experience and is not familiar with personnel regulations or the Labor Standards Act. Everything is done according to the boss’s instructions, so the overtime calculations and deductions for different types of leave differ from the Labor Standards Act.

Administrative duties rotate among the other designers, one person per month. The person has to monitor two LINE accounts, answer the phone, and check emails, receiving a monthly allowance of 1,000.

In summer, the air conditioning is not turned on immediately when work starts because the boss tolerates heat well.

During the interview, they said the probationary period would be one month, after which the salary would increase by at least 1,000. The evaluation criteria were speed, degree of completion, and whether there were mistakes. Even though I met all the criteria, the increase was still only 1,000.

When the boss’s wife tried to persuade me to stay, I asked which requirement I had failed to meet. She said I had met them all, so the company simply refused to increase the amount.

The company wanted to retain me, but was unwilling to adjust any of my benefits or raise my salary. It was the first time I had experienced such an absurd attempt to retain an employee.

After leaving, I discovered when receiving my salary that I had not received the labor pension contribution; I only received it after proactively asking for it.