Workplace reviews and discussion: 果實夥伴股份有限公司

Beautiful office environment

WFH every Wednesday or Thursday (only one day)

Lunch break can last until 14:00

To avoid legal disputes, the following has been polished using AI; the actual situation is utterly speechless, and every day at work is spent counting down to resigning.

The department is related to creative work, and all the managers mentioned below are the same person.

Opaque compensation and bonus system:

Overall, the salary structure lacks competitiveness compared with market rates. Although bonuses may be mentioned during interviews or in daily work, the actual performance indicators, calculation methods, and payment criteria are quite vague. There are no clear written policies, making the actual salary guarantee highly uncertain.

Avoidance of overtime pay and off-the-books working hours:

The project workload is heavy, and working overtime is routine. Although the manager may agree that employees can arrive at the office late the next day, they require employees to “voluntarily” work overtime at home and explicitly or implicitly discourage them from following the formal process for claiming overtime pay, making it difficult to realize their legal rights.

Shifting operating costs onto employees:

The company does not provide sufficient software resources. If advanced auxiliary tools are needed to carry out a project, the manager requires employees to pay out of pocket (such as subscriptions to AI tools), effectively making them bear the company’s operating costs themselves.

Repeatedly changing commitments and instructions from management:

The vision and resources presented during interviews or meetings often fail to materialize (empty promises). In addition, the manager’s instructions frequently contradict one another, resulting in a lack of transparency between the department and other departments. The differing standards between the two sides cause many unnecessary conflicts, and internal friction within the team is severe.

Unclear project responsibilities and ineffective time consumption:

When a project reaches its final stages, members of management who are not primarily responsible for the case often intervene forcefully and substantially change its direction. This results in repeated revisions and significantly increases meaningless communication and work time.

One-way, directive management (lack of professional autonomy):

Internal decision-making tends toward a “one-person dictatorship.” Employees must fully comply with instructions, while opinions and personal suggestions are generally not adopted. Management tends to experience significant emotional fluctuations when communicating, making rational professional discussions difficult.

High-pressure and discouraging communication:

When discussing work matters or handling administrative issues, the manager frequently uses aggressive and negative language. On some occasions, when opinions differed, they even directly joked about “whether you are considering resigning” as a means of communication, causing immense psychological pressure.

Inflexible leave policy:

Although annual leave is provided in accordance with the Labor Standards Act, when employees actually apply for extended leave to travel abroad, the manager may approve it but creates verbal pressure.