耀際實業有限公司

The job basically involves riding a company motorcycle or car to various restaurants or establishments to carry out cockroach and rodent control.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break. You clock in and out at the company.

You visit approximately 5–8 clients a day. This is not difficult for people with pest-control experience, but because employee turnover is so high,

you often end up taking over a mess (a cockroach explosion or severe rodent infestation). Since the previous treatment was ineffective, the person taking over

may get heavily blamed for problems left behind by the previous worker. Reporting the issue to management often gets you a response that you should figure out how to solve it yourself,

or that a team leader or someone else will be assigned to accompany you (although senior management merely goes through the motions and does not genuinely devote the effort needed to help resolve the issue).

“Night work” is defined as work after 5 p.m. For example, leaving at 5 p.m. to perform pest control until 8 p.m. counts as overtime.

After finishing at 5 p.m., if you rest for 2–3 hours and return to the company to carry out spraying work at 10 p.m., that counts as a night shift.

Whether night shifts stay under seven days depends on luck; when there is a staffing shortage, plenty of people work more than ten night shifts.

After working at night, you must take compensatory time off the following morning, meaning you only need to start work at noon the next day.

Currently, the company generally implements a five-day workweek with two days off (public holidays marked in red on the calendar are also days off), using flexible-hours scheduling.

In other words, you may get two or three days off in a week (three if there happens to be a public holiday), but three consecutive days off cannot be scheduled.

Overtime is currently calculated according to the Labor Standards Act, but only based on the insured salary reported for labor insurance.

For example, if your insured salary is 22,500: 22,500/240 × 1.33, or 1.66 (after two hours).

Because the “one fixed day off and one flexible rest day” system and public holidays are shifted, there is essentially no overtime pay for working on days off to claim.

Your days off still have to be scheduled according to the work at hand—in other words, to accommodate clients, coworkers, and company operations.

For example, a supervisor may suddenly instruct you not to take the day off, a client may suddenly change the appointment time,

or a team leader or coworker may ask you to switch shifts with them. Often, if you do not show up, the work simply goes uncovered.

Pay consists of the basic salary + meal allowance + unexplained bonuses + overtime pay (if any; I heard they plan to change to a responsibility-based system),

minus employee-paid labor and health insurance contributions. Since the insured salary is low, the deductions are generally just over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (for reference only).

Monthly pay is generally between 30,000 and 40,000; only a few people earn more than 40,000. You only get more money if you are promoted or take on a managerial position.

There is absolutely no system for promotions, taking on managerial roles, or salary increases; it all depends on the boss’s mood. Of course, outwardly, the boss will say there is a system.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance ratio (also determined by the boss, between 0.5 and 1).

The actual year-end bonus is approximately 11,250–22,500 (based on a basic salary of 22,500); if you have worked less than a year, it is calculated proportionally by month.

Bonuses for the three major holidays are not guaranteed. It could be just one box of pastries for everyone to share, or cash of 600–1,000.

Employee trips basically do not exist. If it is impossible even to take three consecutive days off, how could there be an employee trip?

Department dinners only happen occasionally, but if people eat too much, the boss may complain again, so some employees do not attend the gatherings.

What I find most ridiculous about this company is that it claims on 104 Job Bank to provide comprehensive training.

The “comprehensive training” consists of applying to the company, being casually handed over to a senior employee or a coworker who is about to leave,

being trained for 3–5 days, and then being sent out to handle clients and pest control on your own (because turnover is so fast, there is no one to take over the assigned areas).

Then, inside the company, they claim and tell outsiders that you have three years of experience. Three days equals three years of experience—is this a time chamber?

In my view, pest-control work may look easy to enter and get started in, but without 1–2 years of training, it is difficult to become fully competent.

The job basically involves riding a company motorcycle or car to various restaurants or establishments to carry out cockroach and rodent control.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break. You clock in and out at the company.

You visit approximately 5–8 clients a day. This is not difficult for people with pest-control experience, but because employee turnover is so high,

you often end up taking over a mess (a cockroach explosion or severe rodent infestation). Since the previous treatment was ineffective, the person taking over

may get heavily blamed for problems left behind by the previous worker. Reporting the issue to management often gets you a response that you should figure out how to solve it yourself,

or that a team leader or someone else will be assigned to accompany you (although senior management merely goes through the motions and does not genuinely devote the effort needed to help resolve the issue).

“Night work” is defined as work after 5 p.m. For example, leaving at 5 p.m. to perform pest control until 8 p.m. counts as overtime.

After finishing at 5 p.m., if you rest for 2–3 hours and return to the company to carry out spraying work at 10 p.m., that counts as a night shift.

Whether night shifts stay under seven days depends on luck; when there is a staffing shortage, plenty of people work more than ten night shifts.

After working at night, you must take compensatory time off the following morning, meaning you only need to start work at noon the next day.

Currently, the company generally implements a five-day workweek with two days off (public holidays marked in red on the calendar are also days off), using flexible-hours scheduling.

In other words, you may get two or three days off in a week (three if there happens to be a public holiday), but three consecutive days off cannot be scheduled.

Overtime is currently calculated according to the Labor Standards Act, but only based on the insured salary reported for labor insurance.

For example, if your insured salary is 22,500: 22,500/240 × 1.33, or 1.66 (after two hours).

Because the “one fixed day off and one flexible rest day” system and public holidays are shifted, there is essentially no overtime pay for working on days off to claim.

Your days off still have to be scheduled according to the work at hand—in other words, to accommodate clients, coworkers, and company operations.

For example, a supervisor may suddenly instruct you not to take the day off, a client may suddenly change the appointment time,

or a team leader or coworker may ask you to switch shifts with them. Often, if you do not show up, the work simply goes uncovered.

Pay consists of the basic salary + meal allowance + unexplained bonuses + overtime pay (if any; I heard they plan to change to a responsibility-based system),

minus employee-paid labor and health insurance contributions. Since the insured salary is low, the deductions are generally just over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (for reference only).

Monthly pay is generally between 30,000 and 40,000; only a few people earn more than 40,000. You only get more money if you are promoted or take on a managerial position.

There is absolutely no system for promotions, taking on managerial roles, or salary increases; it all depends on the boss’s mood. Of course, outwardly, the boss will say there is a system.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance ratio (also determined by the boss, between 0.5 and 1).

The actual year-end bonus is approximately 11,250–22,500 (based on a basic salary of 22,500); if you have worked less than a year, it is calculated proportionally by month.

Bonuses for the three major holidays are not guaranteed. It could be just one box of pastries for everyone to share, or cash of 600–1,000.

Employee trips basically do not exist. If it is impossible even to take three consecutive days off, how could there be an employee trip?

Department dinners only happen occasionally, but if people eat too much, the boss may complain again, so some employees do not attend the gatherings.

What I find most ridiculous about this company is that it claims on 104 Job Bank to provide comprehensive training.

The “comprehensive training” consists of applying to the company, being casually handed over to a senior employee or a coworker who is about to leave,

being trained for 3–5 days, and then being sent out to handle clients and pest control on your own (because turnover is so fast, there is no one to take over the assigned areas).

Then, inside the company, they claim and tell outsiders that you have three years of experience. Three days equals three years of experience—is this a time chamber?

In my view, pest-control work may look easy to enter and get started in, but without 1–2 years of training, it is difficult to become fully competent.

The work basically involves riding a company motorcycle or car to various restaurants or locations to control cockroaches and rats.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break; you clock in and out at the company.

You visit approximately 5–8 clients a day. This is not difficult for someone with pest-control experience, but because employee turnover is so fast,

you often inherit a mess (a severe cockroach infestation or serious rodent problem). Because the treatment at the establishment was ineffective, the person taking over

may get chewed out over problems left by the previous person. Reporting the issue to management often gets you a response that you should figure out how to solve it yourself,

or they assign a team leader or someone else to accompany you (although senior management also just makes a superficial appearance and does not genuinely invest the effort to help resolve the problem).

Night work is defined as work after 5 p.m. For example, leaving at 5 p.m. to carry out pest control until 8 p.m. counts as overtime.

After finishing at 5 p.m., resting for 2–3 hours, and returning to the company to do pesticide spraying at 10 p.m. counts as a night shift.

Whether night shifts stay under seven days is a matter of luck; when there is a shortage of staff, plenty of people work more than ten days.

After working at night, you must take compensatory time off the following morning, meaning you only need to report to work at noon the next day.

At present, the company generally implements a two-day weekend (public holidays in the same month are also days off) with flexible working-hour scheduling.

In other words, you may be given two or three days off in a week (three when there is a national holiday), but three consecutive days off cannot be scheduled.

Overtime is currently calculated according to the Labor Standards Act, but only based on the insured base salary for labor insurance.

For example, if your labor-insurance base salary is 22,500: 22,500/240 × 1.33, or 1.66 (after two hours).

Because the one-fixed-day-off-and-one-flexible-rest-day system and national holidays are shifted, there is effectively no holiday overtime pay to collect.

Your days off still have to be scheduled according to the work on hand—in other words, in coordination with clients, coworkers, and the company’s operations.

For example, a supervisor may suddenly instruct you not to take the day off, a client may suddenly ask to change the appointment time,

or a team leader or coworker may ask you to swap shifts. Often, if you do not show up, the work is left uncovered.

Pay consists of the basic salary + meal allowance + unexplained bonuses + overtime pay (if any; I heard they plan to change it to a responsibility-based system),

minus employee-paid labor and health insurance contributions. Since the insured salary is low, the deduction is generally just over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (calculation for reference only).

Monthly pay is generally between 30,000 and 40,000. Only a small number of people earn more than 40,000; you get more money only after being promoted or taking on a management position.

There is absolutely no system for promotions, assuming management roles, or pay raises; it depends entirely on the boss’s mood. Of course, outwardly, they will say there is a system.

The year-end bonus is also calculated based on the base salary, multiplied by a performance ratio (also determined by the boss, between 0.5 and 1).

The actual year-end bonus received is approximately 11,250–22,500 (calculated using a base salary of 22,500); if you have worked less than a year, it is further calculated proportionally by month.

Bonuses for the three major festivals are not guaranteed. They could be just a box of cookies for everyone to share, or cash anywhere from 600 to 1,000.

Employee trips basically do not exist. If it is impossible to take three consecutive days off, how could there be an employee trip?

Department dinners only happen occasionally, but if people eat too much, the boss may complain again, so some employees do not attend the dinners.

What I find most ridiculous about this company is that it claims on 104 that it provides comprehensive training.

“Comprehensive training” means applying to the company and being casually handed over to a senior employee or a coworker who is about to resign,

who trains you for 3–5 days and then lets you handle clients and pest control on your own (because turnover is so fast, there is no one to take over the assigned areas).

Then, within the company, they claim that they tell people outside that you have three years of experience. Three days equals three years of experience—is this a time chamber?

In my view, pest-control work may look easy to enter and get started in, but without 1–2 years of training, it is difficult to become fully qualified.

The work basically involves riding a company motorcycle or car to various restaurants or locations to control cockroaches and rats.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break; you clock in and out at the company.

You visit approximately 5–8 clients a day. This is not difficult for someone with pest-control experience, but because employee turnover is so fast,

you often inherit a mess (a severe cockroach infestation or serious rodent problem). Because the treatment at the establishment was ineffective, the person taking over

may get chewed out over problems left by the previous person. Reporting the issue to management often gets you a response that you should figure out how to solve it yourself,

or they assign a team leader or someone else to accompany you (although senior management also just makes a superficial appearance and does not genuinely invest the effort to help resolve the problem).

Night work is defined as work after 5 p.m. For example, leaving at 5 p.m. to carry out pest control until 8 p.m. counts as overtime.

After finishing at 5 p.m., resting for 2–3 hours, and returning to the company to do pesticide spraying at 10 p.m. counts as a night shift.

Whether night shifts stay under seven days is a matter of luck; when there is a shortage of staff, plenty of people work more than ten days.

After working at night, you must take compensatory time off the following morning, meaning you only need to report to work at noon the next day.

At present, the company generally implements a two-day weekend (public holidays in the same month are also days off) with flexible working-hour scheduling.

In other words, you may be given two or three days off in a week (three when there is a national holiday), but three consecutive days off cannot be scheduled.

Overtime is currently calculated according to the Labor Standards Act, but only based on the insured base salary for labor insurance.

For example, if your labor-insurance base salary is 22,500: 22,500/240 × 1.33, or 1.66 (after two hours).

Because the one-fixed-day-off-and-one-flexible-rest-day system and national holidays are shifted, there is effectively no holiday overtime pay to collect.

Your days off still have to be scheduled according to the work on hand—in other words, in coordination with clients, coworkers, and the company’s operations.

For example, a supervisor may suddenly instruct you not to take the day off, a client may suddenly ask to change the appointment time,

or a team leader or coworker may ask you to swap shifts. Often, if you do not show up, the work is left uncovered.

Pay consists of the basic salary + meal allowance + unexplained bonuses + overtime pay (if any; I heard they plan to change it to a responsibility-based system),

minus employee-paid labor and health insurance contributions. Since the insured salary is low, the deduction is generally just over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (calculation for reference only).

Monthly pay is generally between 30,000 and 40,000. Only a small number of people earn more than 40,000; you get more money only after being promoted or taking on a management position.

There is absolutely no system for promotions, assuming management roles, or pay raises; it depends entirely on the boss’s mood. Of course, outwardly, they will say there is a system.

The year-end bonus is also calculated based on the base salary, multiplied by a performance ratio (also determined by the boss, between 0.5 and 1).

The actual year-end bonus received is approximately 11,250–22,500 (calculated using a base salary of 22,500); if you have worked less than a year, it is further calculated proportionally by month.

Bonuses for the three major festivals are not guaranteed. They could be just a box of cookies for everyone to share, or cash anywhere from 600 to 1,000.

Employee trips basically do not exist. If it is impossible to take three consecutive days off, how could there be an employee trip?

Department dinners only happen occasionally, but if people eat too much, the boss may complain again, so some employees do not attend the dinners.

What I find most ridiculous about this company is that it claims on 104 that it provides comprehensive training.

“Comprehensive training” means applying to the company and being casually handed over to a senior employee or a coworker who is about to resign,

who trains you for 3–5 days and then lets you handle clients and pest control on your own (because turnover is so fast, there is no one to take over the assigned areas).

Then, within the company, they claim that they tell people outside that you have three years of experience. Three days equals three years of experience—is this a time chamber?

In my view, pest-control work may look easy to enter and get started in, but without 1–2 years of training, it is difficult to become fully qualified.

The work basically consists of riding a company motorcycle or car to various restaurants or establishments to carry out cockroach and rodent control.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break. You clock in and out at the company.

You visit approximately 5–8 clients a day. This is not difficult for someone with pest-control experience, but because employee turnover is so high,

you often end up taking over a complete mess (a cockroach infestation or severe rodent problem). Since the establishment’s pest-control results were poor, the person taking over

may get harshly blamed for problems left behind by the previous worker. Reporting the issue to management often results in being told that you should find a way to solve it yourself,

or that a team leader or someone else will be assigned to attend with you (although senior management usually just makes a superficial visit and does not genuinely devote time to helping resolve the issue).

“Night work” is defined as work after 5 p.m. For example, leaving at 5 p.m. to carry out pest control until 8 p.m. counts as overtime.

After finishing at 5 p.m., you may rest for 2–3 hours and then return to the company to carry out spraying work at 10 p.m.; this counts as a night shift.

Whether night shifts stay under seven days is a matter of luck. When there is a staffing shortage, plenty of people work more than ten night shifts.

After working at night, you must take compensatory time off the following morning, meaning you only need to start work at noon the next day.

At present, the company generally implements a two-day workweek (public holidays that fall in the month are also days off) with flexible scheduling.

In other words, you may get two or three days off in a week (three when a public holiday happens to fall then), but three consecutive days off cannot be scheduled.

Overtime is currently calculated in accordance with the Labor Standards Act, but only based on the insured base salary for labor insurance.

For example, if your insured base salary is 22,500: 22,500/240 × 1.33, or 1.66 (after two hours).

Because the “one fixed day off and one flexible rest day” system and public holidays are shifted, there is essentially no overtime pay for working on scheduled days off.

The scheduling of days off still depends on the work at hand—in other words, on coordinating with clients, colleagues, and company operations.

For example, a supervisor may suddenly instruct you not to take the day off, a client may suddenly ask you to change the appointment,

or a team leader or colleague may ask you to swap shifts. Often, if you do not show up, the work is simply left uncovered.

Pay consists of the basic salary + meal allowance + unexplained bonuses + overtime pay (if any; I heard they plan to change to a responsibility-based system),

minus employee contributions for labor and health insurance. Because the insured salary is low, the deduction is generally just over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (example calculation for reference only).

Monthly pay is generally between 30,000 and 40,000, with only a few people earning more than 40,000. You only get more money if you are promoted or take on a management position.

There is absolutely no system governing promotions, management appointments, or raises; it depends entirely on the boss’s mood. Of course, outwardly, they will say that there is a system.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance ratio (also determined by the boss, between 0.5 and 1).

The actual year-end bonus received is approximately 11,250–22,500 (based on a basic salary of 22,500). If you have worked for less than a year, it is further prorated by month.

Bonuses for the three traditional festivals are not guaranteed. They may consist only of a box of pastries for everyone to share, or cash of 600–1,000.

Employee trips basically do not exist. If it is impossible even to take three consecutive days off, how could there be an employee trip?

Department dinners are also held only occasionally. If the meal costs too much, the boss may complain again, so some employees do not attend the dinners.

What I find most laughable about this company is that it claims on 104 that it provides comprehensive training.

“Comprehensive training” means applying to the company and being casually handed over to a senior employee or a colleague who is about to leave,

who trains you for 3–5 days and then leaves you to handle clients and pest control on your own (because turnover is so high, no one is available to take over the assigned areas).

Then, within the company, they claim and tell outsiders that you have three years of experience. Does three days equal three years of experience? Did you enter a time chamber?

In my view, pest-control work may seem easy to enter, but without 1–2 years of training, it is difficult to become fully competent.

The work basically consists of riding a company motorcycle or car to various restaurants or establishments to carry out cockroach and rodent control.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break. You clock in and out at the company.

You visit approximately 5–8 clients a day. This is not difficult for someone with pest-control experience, but because employee turnover is so high,

you often end up taking over a complete mess (a cockroach infestation or severe rodent problem). Since the establishment’s pest-control results were poor, the person taking over

may get harshly blamed for problems left behind by the previous worker. Reporting the issue to management often results in being told that you should find a way to solve it yourself,

or that a team leader or someone else will be assigned to attend with you (although senior management usually just makes a superficial visit and does not genuinely devote time to helping resolve the issue).

“Night work” is defined as work after 5 p.m. For example, leaving at 5 p.m. to carry out pest control until 8 p.m. counts as overtime.

After finishing at 5 p.m., you may rest for 2–3 hours and then return to the company to carry out spraying work at 10 p.m.; this counts as a night shift.

Whether night shifts stay under seven days is a matter of luck. When there is a staffing shortage, plenty of people work more than ten night shifts.

After working at night, you must take compensatory time off the following morning, meaning you only need to start work at noon the next day.

At present, the company generally implements a two-day workweek (public holidays that fall in the month are also days off) with flexible scheduling.

In other words, you may get two or three days off in a week (three when a public holiday happens to fall then), but three consecutive days off cannot be scheduled.

Overtime is currently calculated in accordance with the Labor Standards Act, but only based on the insured base salary for labor insurance.

For example, if your insured base salary is 22,500: 22,500/240 × 1.33, or 1.66 (after two hours).

Because the “one fixed day off and one flexible rest day” system and public holidays are shifted, there is essentially no overtime pay for working on scheduled days off.

The scheduling of days off still depends on the work at hand—in other words, on coordinating with clients, colleagues, and company operations.

For example, a supervisor may suddenly instruct you not to take the day off, a client may suddenly ask you to change the appointment,

or a team leader or colleague may ask you to swap shifts. Often, if you do not show up, the work is simply left uncovered.

Pay consists of the basic salary + meal allowance + unexplained bonuses + overtime pay (if any; I heard they plan to change to a responsibility-based system),

minus employee contributions for labor and health insurance. Because the insured salary is low, the deduction is generally just over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (example calculation for reference only).

Monthly pay is generally between 30,000 and 40,000, with only a few people earning more than 40,000. You only get more money if you are promoted or take on a management position.

There is absolutely no system governing promotions, management appointments, or raises; it depends entirely on the boss’s mood. Of course, outwardly, they will say that there is a system.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance ratio (also determined by the boss, between 0.5 and 1).

The actual year-end bonus received is approximately 11,250–22,500 (based on a basic salary of 22,500). If you have worked for less than a year, it is further prorated by month.

Bonuses for the three traditional festivals are not guaranteed. They may consist only of a box of pastries for everyone to share, or cash of 600–1,000.

Employee trips basically do not exist. If it is impossible even to take three consecutive days off, how could there be an employee trip?

Department dinners are also held only occasionally. If the meal costs too much, the boss may complain again, so some employees do not attend the dinners.

What I find most laughable about this company is that it claims on 104 that it provides comprehensive training.

“Comprehensive training” means applying to the company and being casually handed over to a senior employee or a colleague who is about to leave,

who trains you for 3–5 days and then leaves you to handle clients and pest control on your own (because turnover is so high, no one is available to take over the assigned areas).

Then, within the company, they claim and tell outsiders that you have three years of experience. Does three days equal three years of experience? Did you enter a time chamber?

In my view, pest-control work may seem easy to enter, but without 1–2 years of training, it is difficult to become fully competent.

The job basically involves riding a company motorcycle or car to various restaurants or establishments to control cockroaches and rats.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break. You clock in and out back at the company.

You have to visit approximately 5–8 clients per day. This is not difficult for people with pest-control experience, but because the employee turnover rate is so high,

you often end up taking over a mess (a cockroach infestation or serious rodent problem). Because the establishment’s pest-control results were poor, the person taking over

may get chewed out over problems left by the previous person. Reporting problems upward often gets you the response that you should find a way to solve them yourself,

or that a team leader or someone else will be sent along (though management also just goes through the motions and does not genuinely put in the effort to help resolve the issue).

Night work is defined as work after 5 p.m. For example, leaving at 5 p.m. to perform pest control until 8 p.m. counts as overtime.

After finishing at 5 p.m., resting for 2–3 hours, and returning to the company to perform spraying work at 10 p.m. counts as a night shift.

Whether night shifts are limited to seven days is also a matter of luck; when there is a staffing shortage, plenty of people work more than ten days.

After working at night, you must take compensatory time off the following morning, meaning you only need to start work at noon the next day.

Currently, the company generally implements a two-day weekly rest system (public holidays marked in red on the calendar are also days off), with flexible-hours scheduling.

In other words, you may get two or three days off in a week (three if there happens to be a public holiday), but three consecutive days off cannot be scheduled.

Overtime is currently calculated according to the Labor Standards Act, but only based on the insured salary used for labor insurance.

For example, if your insured salary is 22,500: 22,500/240 × 1.33 or 1.66 (after two hours).

Because the “one fixed day off and one flexible rest day” system and public holidays are shifted, there is essentially no holiday overtime pay to receive.

Days off still have to be scheduled according to the work on hand—in other words, coordinating with clients, coworkers, and company operations.

For example, a superior may suddenly instruct you not to take the day off, a client may suddenly change the appointment time with you,

or a team leader or coworker may ask you to swap shifts with them. Often, if you do not show up for work, there will be no one to cover it.

Pay consists of the basic salary + meal allowance + unexplained bonuses + overtime pay (if any; I heard they plan to change to a responsibility-based system),

minus employee contributions to labor and health insurance. Because the insured salary is low, the deductions are generally just over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (for reference only).

Monthly pay is generally between 30,000 and 40,000. Only a small number of people earn more than 40,000; you get more money only if you are promoted or take on a management position.

There is absolutely no system for promotions, management appointments, or pay raises; it depends entirely on the boss’s mood. Of course, on the surface, they will say that there is a system.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance ratio (also judged by the boss, ranging from 0.5 to 1).

The actual year-end bonus received is approximately 11,250–22,500 (based on a basic salary of 22,500); if you have worked for less than a year, it is calculated proportionally by month.

Bonuses for the three major holidays are not guaranteed. They might be just one box of pastries for everyone to share, or cash anywhere from 600 to 1,000.

Employee trips basically do not exist. If it is impossible even to take three consecutive days off, could there really be an employee trip?

Department dinners only happen occasionally, but if people eat too much, the boss may have complaints again, so some employees do not attend the dinners.

What I find most laughable about this company is that it claims on 104 that it provides comprehensive training.

“Comprehensive training” means applying to the company, being casually assigned to a senior employee or a coworker who is about to leave,

being trained for 3–5 days, and then being left to deal with clients and pest control on your own (because turnover is fast and no one is available to take over the area).

Then, inside the company, they claim that they tell people outside that you have three years of experience. Three days equals three years of experience—did you enter a time chamber?

In my view, pest-control work may seem easy to enter and get started in, but without 1–2 years of training, it is difficult to become fully competent.

The job basically involves riding a company motorcycle or car to various restaurants or establishments to control cockroaches and rats.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break. You clock in and out back at the company.

You have to visit approximately 5–8 clients per day. This is not difficult for people with pest-control experience, but because the employee turnover rate is so high,

you often end up taking over a mess (a cockroach infestation or serious rodent problem). Because the establishment’s pest-control results were poor, the person taking over

may get chewed out over problems left by the previous person. Reporting problems upward often gets you the response that you should find a way to solve them yourself,

or that a team leader or someone else will be sent along (though management also just goes through the motions and does not genuinely put in the effort to help resolve the issue).

Night work is defined as work after 5 p.m. For example, leaving at 5 p.m. to perform pest control until 8 p.m. counts as overtime.

After finishing at 5 p.m., resting for 2–3 hours, and returning to the company to perform spraying work at 10 p.m. counts as a night shift.

Whether night shifts are limited to seven days is also a matter of luck; when there is a staffing shortage, plenty of people work more than ten days.

After working at night, you must take compensatory time off the following morning, meaning you only need to start work at noon the next day.

Currently, the company generally implements a two-day weekly rest system (public holidays marked in red on the calendar are also days off), with flexible-hours scheduling.

In other words, you may get two or three days off in a week (three if there happens to be a public holiday), but three consecutive days off cannot be scheduled.

Overtime is currently calculated according to the Labor Standards Act, but only based on the insured salary used for labor insurance.

For example, if your insured salary is 22,500: 22,500/240 × 1.33 or 1.66 (after two hours).

Because the “one fixed day off and one flexible rest day” system and public holidays are shifted, there is essentially no holiday overtime pay to receive.

Days off still have to be scheduled according to the work on hand—in other words, coordinating with clients, coworkers, and company operations.

For example, a superior may suddenly instruct you not to take the day off, a client may suddenly change the appointment time with you,

or a team leader or coworker may ask you to swap shifts with them. Often, if you do not show up for work, there will be no one to cover it.

Pay consists of the basic salary + meal allowance + unexplained bonuses + overtime pay (if any; I heard they plan to change to a responsibility-based system),

minus employee contributions to labor and health insurance. Because the insured salary is low, the deductions are generally just over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (for reference only).

Monthly pay is generally between 30,000 and 40,000. Only a small number of people earn more than 40,000; you get more money only if you are promoted or take on a management position.

There is absolutely no system for promotions, management appointments, or pay raises; it depends entirely on the boss’s mood. Of course, on the surface, they will say that there is a system.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance ratio (also judged by the boss, ranging from 0.5 to 1).

The actual year-end bonus received is approximately 11,250–22,500 (based on a basic salary of 22,500); if you have worked for less than a year, it is calculated proportionally by month.

Bonuses for the three major holidays are not guaranteed. They might be just one box of pastries for everyone to share, or cash anywhere from 600 to 1,000.

Employee trips basically do not exist. If it is impossible even to take three consecutive days off, could there really be an employee trip?

Department dinners only happen occasionally, but if people eat too much, the boss may have complaints again, so some employees do not attend the dinners.

What I find most laughable about this company is that it claims on 104 that it provides comprehensive training.

“Comprehensive training” means applying to the company, being casually assigned to a senior employee or a coworker who is about to leave,

being trained for 3–5 days, and then being left to deal with clients and pest control on your own (because turnover is fast and no one is available to take over the area).

Then, inside the company, they claim that they tell people outside that you have three years of experience. Three days equals three years of experience—did you enter a time chamber?

In my view, pest-control work may seem easy to enter and get started in, but without 1–2 years of training, it is difficult to become fully competent.

The work basically consists of riding a company motorcycle or car to various restaurants or establishments to carry out cockroach and rodent control.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break. You clock in and out at the company office.

You have to visit approximately 5–8 clients a day. This is not difficult for people with pest-control experience, but because employee turnover is so high,

you often end up inheriting a mess (a cockroach infestation or severe rodent problem). Because the establishment’s pest-control results were poor, the person taking over

may get severely blamed for problems left by the previous worker. Reporting the issue to management often results in being told that you should figure out how to solve it yourself,

or that a team leader or someone else will be assigned to assist (although senior management usually just makes a cursory visit and does not genuinely invest the effort to help resolve the problem).

“Night work” is defined as work after 5 p.m. For example, leaving at 5 p.m. to perform pest control until 8 p.m. counts as overtime.

If you finish at 5 p.m., rest for 2–3 hours, and return to the company to do pesticide spraying at 10 p.m., that counts as a night shift.

Whether night shifts are limited to seven days is a matter of luck; when there is a staffing shortage, plenty of people work more than ten days of them.

After working at night, you must take compensatory time off the following morning, meaning you only need to start work at noon the next day.

At present, the company generally implements a five-day workweek with two days off (public holidays marked in red on the calendar are also days off), using flexible-hours scheduling.

In other words, you may get two or three days off in a week (three when there happens to be a national holiday), but three consecutive days off cannot be scheduled.

Overtime is currently calculated according to the Labor Standards Act, but only the insured base salary for labor insurance is used in the calculation.

For example, if your labor-insurance base salary is 22,500, the calculation is 22,500/240 × 1.33 or 1.66 (after two hours).

Because the “one regular day off and one flexible rest day” system and national holidays are shifted to other dates, there is essentially no holiday overtime pay to claim.

Days off still have to be scheduled according to the workload—in other words, coordinated with clients, coworkers, and the company’s operations.

For example, a supervisor may suddenly instruct you not to take the day off, a client may suddenly ask to change the appointment time,

or a team leader or coworker may ask you to swap shifts. Often, if you do not show up, the work simply goes uncovered.

Pay consists of the basic salary + meal allowance + unexplained bonuses + overtime pay (if any; I’ve heard they may change to a responsibility-based system),

minus certain employee-paid labor and health insurance contributions. Since the insured salary is low, the deductions are generally just over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (example calculation for reference only).

Monthly earnings are generally between 30,000 and 40,000. Only a few people earn more than 40,000; you only get additional pay after being promoted or taking on a management role.

There is absolutely no system for promotions, taking on management roles, or salary increases; it all depends on the boss’s mood. Of course, outwardly, they will always say that there is a system.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance percentage (which the boss also evaluates personally, between 0.5 and 1).

The actual year-end bonus is approximately 11,250–22,500 (based on a basic salary of 22,500); if you have worked for less than a year, it is calculated proportionally by month.

Bonuses for the three traditional holidays are not guaranteed. They may consist of just one box of snacks for everyone to share, or cash ranging from 600 to 1,000.

Employee trips essentially do not exist. If a job makes it impossible to take three consecutive days off, how could there be an employee trip?

Department dinners only happen occasionally. However, if people eat too much, the boss may complain again, so some employees do not attend the dinners.

What I find most ridiculous about this company is that its listing on 104 states that it provides comprehensive training.

“Comprehensive training” means applying to the company, being casually handed over to a senior employee or a coworker who is about to leave,

being trained for 3–5 days, and then being sent out to handle clients and pest control on your own (because turnover is so high that no one is available to take over the area).

Then, inside the company, they claim that employees tell people externally that they have three years of experience. Does three days equal three years of experience—did they enter a time chamber?

In my view, pest-control work may appear easy to enter, but without 1–2 years of training, it is difficult to become fully competent.

The work basically consists of riding a company motorcycle or car to various restaurants or establishments to carry out cockroach and rodent control.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break. You clock in and out at the company office.

You have to visit approximately 5–8 clients a day. This is not difficult for people with pest-control experience, but because employee turnover is so high,

you often end up inheriting a mess (a cockroach infestation or severe rodent problem). Because the establishment’s pest-control results were poor, the person taking over

may get severely blamed for problems left by the previous worker. Reporting the issue to management often results in being told that you should figure out how to solve it yourself,

or that a team leader or someone else will be assigned to assist (although senior management usually just makes a cursory visit and does not genuinely invest the effort to help resolve the problem).

“Night work” is defined as work after 5 p.m. For example, leaving at 5 p.m. to perform pest control until 8 p.m. counts as overtime.

If you finish at 5 p.m., rest for 2–3 hours, and return to the company to do pesticide spraying at 10 p.m., that counts as a night shift.

Whether night shifts are limited to seven days is a matter of luck; when there is a staffing shortage, plenty of people work more than ten days of them.

After working at night, you must take compensatory time off the following morning, meaning you only need to start work at noon the next day.

At present, the company generally implements a five-day workweek with two days off (public holidays marked in red on the calendar are also days off), using flexible-hours scheduling.

In other words, you may get two or three days off in a week (three when there happens to be a national holiday), but three consecutive days off cannot be scheduled.

Overtime is currently calculated according to the Labor Standards Act, but only the insured base salary for labor insurance is used in the calculation.

For example, if your labor-insurance base salary is 22,500, the calculation is 22,500/240 × 1.33 or 1.66 (after two hours).

Because the “one regular day off and one flexible rest day” system and national holidays are shifted to other dates, there is essentially no holiday overtime pay to claim.

Days off still have to be scheduled according to the workload—in other words, coordinated with clients, coworkers, and the company’s operations.

For example, a supervisor may suddenly instruct you not to take the day off, a client may suddenly ask to change the appointment time,

or a team leader or coworker may ask you to swap shifts. Often, if you do not show up, the work simply goes uncovered.

Pay consists of the basic salary + meal allowance + unexplained bonuses + overtime pay (if any; I’ve heard they may change to a responsibility-based system),

minus certain employee-paid labor and health insurance contributions. Since the insured salary is low, the deductions are generally just over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (example calculation for reference only).

Monthly earnings are generally between 30,000 and 40,000. Only a few people earn more than 40,000; you only get additional pay after being promoted or taking on a management role.

There is absolutely no system for promotions, taking on management roles, or salary increases; it all depends on the boss’s mood. Of course, outwardly, they will always say that there is a system.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance percentage (which the boss also evaluates personally, between 0.5 and 1).

The actual year-end bonus is approximately 11,250–22,500 (based on a basic salary of 22,500); if you have worked for less than a year, it is calculated proportionally by month.

Bonuses for the three traditional holidays are not guaranteed. They may consist of just one box of snacks for everyone to share, or cash ranging from 600 to 1,000.

Employee trips essentially do not exist. If a job makes it impossible to take three consecutive days off, how could there be an employee trip?

Department dinners only happen occasionally. However, if people eat too much, the boss may complain again, so some employees do not attend the dinners.

What I find most ridiculous about this company is that its listing on 104 states that it provides comprehensive training.

“Comprehensive training” means applying to the company, being casually handed over to a senior employee or a coworker who is about to leave,

being trained for 3–5 days, and then being sent out to handle clients and pest control on your own (because turnover is so high that no one is available to take over the area).

Then, inside the company, they claim that employees tell people externally that they have three years of experience. Does three days equal three years of experience—did they enter a time chamber?

In my view, pest-control work may appear easy to enter, but without 1–2 years of training, it is difficult to become fully competent.

The job basically involves riding a company motorcycle or car to various restaurants or locations to control cockroaches and rats.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break. You clock in and out at the company.

You visit approximately 5–8 clients a day. This is not difficult for people with pest-control experience, but because employee turnover is so rapid,

you often end up inheriting a mess (a cockroach infestation or severe rodent problem). When the previous treatment at a business was ineffective, the person who takes over

may get harshly blamed for problems left by their predecessor. Reporting the issue to management often results in being told that you should figure out how to solve it yourself,

or that a team leader or someone else will be assigned to accompany you (although senior management usually just makes a cursory visit and does not genuinely devote the effort needed to help resolve the problem).

Night work is defined as work after 5 p.m. For example, leaving at 5 p.m. to perform pest control until 8 p.m. counts as overtime.

If you finish work at 5 p.m., rest for 2–3 hours, and return to the company to do a pesticide-spraying job at 10 p.m., that counts as a night shift.

Whether night shifts stay under seven days depends on luck; when there is a staff shortage, plenty of people work more than ten days.

After working at night, you must take compensatory leave the following morning, meaning you only need to start work at noon the next day.

At present, the company generally implements a five-day workweek with two days off (public holidays marked in red on the calendar are also days off), using flexible working-hour schedules.

In other words, you may get two or three days off in a week (three when a public holiday happens to fall then), but three consecutive days off cannot be scheduled.

Overtime is currently calculated according to the Labor Standards Act, but only based on the insured salary used for labor insurance contributions.

For example, if your insured salary is 22,500: 22,500/240 × 1.33 or 1.66 (after two hours).

Because the statutory one-fixed-day-off-and-one-flexible-rest-day system and public holidays are shifted, there is essentially no overtime pay for work performed on days off.

Your days off still have to be scheduled around the work on hand—that is, according to the needs of clients, colleagues, and company operations.

For example, a supervisor may suddenly instruct you not to take the day off, a client may suddenly ask to change the appointment time,

or a team leader or colleague may ask you to swap shifts. Often, if you do not show up, the work simply goes uncovered.

Pay consists of the basic salary + meal allowance + unexplained bonuses + overtime pay (if any; I heard they may change to a responsibility-based system),

minus employee-paid portions of labor and health insurance. Since the insured salary is low, the deductions are generally a little over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (for reference only).

Monthly pay is generally between 30,000 and 40,000, with only a few people earning over 40,000. You only get more money after being promoted or taking on a management role.

There is absolutely no system for promotions, becoming a manager, or salary increases; it all depends on the owner's mood. Naturally, the owner will say publicly that there is a system.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance ratio (also determined by the owner, between 0.5 and 1).

The actual year-end bonus is approximately 11,250–22,500 (based on a basic salary of 22,500); if you have worked for less than a year, it is calculated proportionally by month.

Bonuses for the three major holidays are not guaranteed. They could be just a box of snacks for everyone to share, or cash anywhere from 600 to 1,000.

Employee trips essentially do not exist. If this is a job where taking even three consecutive days off is impossible, how could there be an employee trip?

Department dinners only happen occasionally, but if people eat too much, the owner may complain again, so some employees do not attend the dinners.

What I find most laughable about this company is that its listing on 104 claims to provide comprehensive training.

“Comprehensive training” means applying to the company and being casually handed over to a senior employee or a colleague who is about to resign,

who trains you for 3–5 days and then sends you out to handle clients and pest control on your own (because turnover is so high, no one is available to take over the area).

Then, within the company, they claim and tell people outside that you have three years of experience. Three days equals three years of experience—is this a time machine?

In my view, pest-control work may look easy to enter and get started in, but without 1–2 years of training, it is difficult to become fully competent.

The job basically involves riding a company motorcycle or car to various restaurants or locations to control cockroaches and rats.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break. You clock in and out at the company.

You visit approximately 5–8 clients a day. This is not difficult for people with pest-control experience, but because employee turnover is so rapid,

you often end up inheriting a mess (a cockroach infestation or severe rodent problem). When the previous treatment at a business was ineffective, the person who takes over

may get harshly blamed for problems left by their predecessor. Reporting the issue to management often results in being told that you should figure out how to solve it yourself,

or that a team leader or someone else will be assigned to accompany you (although senior management usually just makes a cursory visit and does not genuinely devote the effort needed to help resolve the problem).

Night work is defined as work after 5 p.m. For example, leaving at 5 p.m. to perform pest control until 8 p.m. counts as overtime.

If you finish work at 5 p.m., rest for 2–3 hours, and return to the company to do a pesticide-spraying job at 10 p.m., that counts as a night shift.

Whether night shifts stay under seven days depends on luck; when there is a staff shortage, plenty of people work more than ten days.

After working at night, you must take compensatory leave the following morning, meaning you only need to start work at noon the next day.

At present, the company generally implements a five-day workweek with two days off (public holidays marked in red on the calendar are also days off), using flexible working-hour schedules.

In other words, you may get two or three days off in a week (three when a public holiday happens to fall then), but three consecutive days off cannot be scheduled.

Overtime is currently calculated according to the Labor Standards Act, but only based on the insured salary used for labor insurance contributions.

For example, if your insured salary is 22,500: 22,500/240 × 1.33 or 1.66 (after two hours).

Because the statutory one-fixed-day-off-and-one-flexible-rest-day system and public holidays are shifted, there is essentially no overtime pay for work performed on days off.

Your days off still have to be scheduled around the work on hand—that is, according to the needs of clients, colleagues, and company operations.

For example, a supervisor may suddenly instruct you not to take the day off, a client may suddenly ask to change the appointment time,

or a team leader or colleague may ask you to swap shifts. Often, if you do not show up, the work simply goes uncovered.

Pay consists of the basic salary + meal allowance + unexplained bonuses + overtime pay (if any; I heard they may change to a responsibility-based system),

minus employee-paid portions of labor and health insurance. Since the insured salary is low, the deductions are generally a little over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (for reference only).

Monthly pay is generally between 30,000 and 40,000, with only a few people earning over 40,000. You only get more money after being promoted or taking on a management role.

There is absolutely no system for promotions, becoming a manager, or salary increases; it all depends on the owner's mood. Naturally, the owner will say publicly that there is a system.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance ratio (also determined by the owner, between 0.5 and 1).

The actual year-end bonus is approximately 11,250–22,500 (based on a basic salary of 22,500); if you have worked for less than a year, it is calculated proportionally by month.

Bonuses for the three major holidays are not guaranteed. They could be just a box of snacks for everyone to share, or cash anywhere from 600 to 1,000.

Employee trips essentially do not exist. If this is a job where taking even three consecutive days off is impossible, how could there be an employee trip?

Department dinners only happen occasionally, but if people eat too much, the owner may complain again, so some employees do not attend the dinners.

What I find most laughable about this company is that its listing on 104 claims to provide comprehensive training.

“Comprehensive training” means applying to the company and being casually handed over to a senior employee or a colleague who is about to resign,

who trains you for 3–5 days and then sends you out to handle clients and pest control on your own (because turnover is so high, no one is available to take over the area).

Then, within the company, they claim and tell people outside that you have three years of experience. Three days equals three years of experience—is this a time machine?

In my view, pest-control work may look easy to enter and get started in, but without 1–2 years of training, it is difficult to become fully competent.

The job basically involves riding a company motorcycle or car to various restaurants or locations to control cockroaches and rats.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break; you clock in and out at the company.

You visit approximately 5–8 clients a day. This is not difficult for people with pest-control experience, but because employee turnover is so high,

you often end up taking over a mess (a cockroach explosion or severe rodent infestation). Since the previous treatment was ineffective, the person taking over

may get severely chewed out because of the problems left behind by the previous worker. Reporting the issue to management often gets you a response like, “You should figure out how to solve it yourself,”

or they may assign a team leader or someone else to accompany you (although the senior managers also just make a superficial visit and do not genuinely devote the effort needed to help solve the problem).

Night work is defined as work after 5 p.m. For example, leaving at 5 p.m. to perform pest control until 8 p.m. counts as overtime.

After finishing at 5 p.m., you may rest for 2–3 hours and then return to the company to do spraying work at 10 p.m.; this is considered a night shift.

Whether night shifts stay under seven days is a matter of luck. When there is a staffing shortage, plenty of people work more than ten days of night shifts.

After working at night, you must take compensatory time off the following morning, meaning you only need to start work at noon the next day.

Currently, the company generally implements a five-day workweek with two days off (including national holidays that fall during the month). It uses flexible scheduling,

which means you may get two or three days off in a week (if there is a national holiday), but you cannot be scheduled for three consecutive days off.

Overtime is currently calculated according to the Labor Standards Act, but only based on the insured salary used for labor insurance contributions.

For example, if your insured salary is 22,500: 22,500/240 × 1.33 or 1.66 (after two hours).

Because the “one fixed day off and one flexible rest day” system and national holidays are shifted around, there is basically no holiday overtime pay to claim.

Your days off still have to be scheduled according to the work at hand—that is, coordinated with clients, coworkers, and the company’s operations.

For example, a supervisor may suddenly instruct you not to take the day off, a client may suddenly ask you to change the appointment time,

or a team leader or coworker may ask you to swap shifts. Often, if you do not show up, the work simply goes uncovered.

Pay consists of the basic salary + meal allowance + unexplained bonuses + overtime pay (if any; I heard they may change to a responsibility-based system),

minus your employee-paid labor and health insurance contributions. Since the insured salary is low, the deduction is generally just over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (this calculation is for reference only).

Monthly pay is generally between 30,000 and 40,000, with only a few people earning more than 40,000. You only get a raise by being promoted or taking on a management position.

There is absolutely no system for promotions, becoming a manager, or salary increases; it depends entirely on the boss’s mood. Of course, on the surface, they will say there is a system.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance ratio (also judged solely by the boss, between 0.5 and 1).

The actual year-end bonus is approximately 11,250–22,500 (based on a basic salary of 22,500); if you have worked less than a year, it is calculated proportionally by month.

Bonuses for the three traditional festivals are not guaranteed. They might be just a box of pastries for everyone to share, or cash anywhere from 600 to 1,000.

Employee trips basically do not exist. If a job does not even allow you to take three consecutive days off, could there possibly be an employee trip?

Department dinners only happen occasionally. However, if people eat too much, the boss may complain again, so some employees do not attend the dinners.

What I find most ridiculous about this company is that it claims on 104 Job Bank to provide comprehensive training.

This “comprehensive training” consists of applying to the company and being casually handed over to a senior employee or a coworker who is about to leave,

who trains you for 3–5 days and then sends you off to deal with clients and perform pest control on your own (because turnover is so rapid that no one is available to take over the assigned area).

Then, within the company, they claim that they tell people outside that you have three years of experience. Three days equals three years of experience—did you enter a time chamber?

In my view, pest-control work may appear easy to enter, but without 1–2 years of training, it is difficult to become fully qualified.

The job basically involves riding a company motorcycle or car to various restaurants or locations to control cockroaches and rats.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break; you clock in and out at the company.

You visit approximately 5–8 clients a day. This is not difficult for people with pest-control experience, but because employee turnover is so high,

you often end up taking over a mess (a cockroach explosion or severe rodent infestation). Since the previous treatment was ineffective, the person taking over

may get severely chewed out because of the problems left behind by the previous worker. Reporting the issue to management often gets you a response like, “You should figure out how to solve it yourself,”

or they may assign a team leader or someone else to accompany you (although the senior managers also just make a superficial visit and do not genuinely devote the effort needed to help solve the problem).

Night work is defined as work after 5 p.m. For example, leaving at 5 p.m. to perform pest control until 8 p.m. counts as overtime.

After finishing at 5 p.m., you may rest for 2–3 hours and then return to the company to do spraying work at 10 p.m.; this is considered a night shift.

Whether night shifts stay under seven days is a matter of luck. When there is a staffing shortage, plenty of people work more than ten days of night shifts.

After working at night, you must take compensatory time off the following morning, meaning you only need to start work at noon the next day.

Currently, the company generally implements a five-day workweek with two days off (including national holidays that fall during the month). It uses flexible scheduling,

which means you may get two or three days off in a week (if there is a national holiday), but you cannot be scheduled for three consecutive days off.

Overtime is currently calculated according to the Labor Standards Act, but only based on the insured salary used for labor insurance contributions.

For example, if your insured salary is 22,500: 22,500/240 × 1.33 or 1.66 (after two hours).

Because the “one fixed day off and one flexible rest day” system and national holidays are shifted around, there is basically no holiday overtime pay to claim.

Your days off still have to be scheduled according to the work at hand—that is, coordinated with clients, coworkers, and the company’s operations.

For example, a supervisor may suddenly instruct you not to take the day off, a client may suddenly ask you to change the appointment time,

or a team leader or coworker may ask you to swap shifts. Often, if you do not show up, the work simply goes uncovered.

Pay consists of the basic salary + meal allowance + unexplained bonuses + overtime pay (if any; I heard they may change to a responsibility-based system),

minus your employee-paid labor and health insurance contributions. Since the insured salary is low, the deduction is generally just over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (this calculation is for reference only).

Monthly pay is generally between 30,000 and 40,000, with only a few people earning more than 40,000. You only get a raise by being promoted or taking on a management position.

There is absolutely no system for promotions, becoming a manager, or salary increases; it depends entirely on the boss’s mood. Of course, on the surface, they will say there is a system.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance ratio (also judged solely by the boss, between 0.5 and 1).

The actual year-end bonus is approximately 11,250–22,500 (based on a basic salary of 22,500); if you have worked less than a year, it is calculated proportionally by month.

Bonuses for the three traditional festivals are not guaranteed. They might be just a box of pastries for everyone to share, or cash anywhere from 600 to 1,000.

Employee trips basically do not exist. If a job does not even allow you to take three consecutive days off, could there possibly be an employee trip?

Department dinners only happen occasionally. However, if people eat too much, the boss may complain again, so some employees do not attend the dinners.

What I find most ridiculous about this company is that it claims on 104 Job Bank to provide comprehensive training.

This “comprehensive training” consists of applying to the company and being casually handed over to a senior employee or a coworker who is about to leave,

who trains you for 3–5 days and then sends you off to deal with clients and perform pest control on your own (because turnover is so rapid that no one is available to take over the assigned area).

Then, within the company, they claim that they tell people outside that you have three years of experience. Three days equals three years of experience—did you enter a time chamber?

In my view, pest-control work may appear easy to enter, but without 1–2 years of training, it is difficult to become fully qualified.

The work is basically riding a company motorcycle or car to various restaurants or establishments to control cockroaches and rats.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break. You clock in and out at the company.

You visit approximately 5–8 clients a day. This is not difficult for people with pest-control experience, but because employee turnover is so fast,

you often end up taking over a mess (a cockroach infestation or severe rodent problem). Because the previous pest-control work was ineffective, the person taking over

may get severely chewed out for problems left by the previous worker. Reporting the issue to management often gets you a response that you should figure out how to solve it yourself,

or they may assign a team leader or someone else to accompany you (although senior management also just goes through the motions and does not genuinely invest the effort to help resolve the problem).

Night work is defined as work extending past 5 p.m. For example, leaving at 5 p.m. to perform pest control until 8 p.m. counts as overtime.

After finishing at 5 p.m., resting for 2–3 hours, and returning to the company to do pesticide spraying at 10 p.m. counts as a night shift.

Whether night shifts stay under seven days is also a matter of luck; when there is a staff shortage, plenty of people work more than ten days of night shifts.

After night work, you must take compensatory leave the following morning, meaning you can start work at noon the next day.

At present, the company generally implements a two-day weekend (public holidays marked in red on the calendar are also off) and uses flexible-hours scheduling.

In other words, you may be given two or three days off in a week (three when there happens to be a national holiday), but three consecutive days off cannot be scheduled.

Overtime is currently calculated according to the Labor Standards Act, but only based on the insured salary used for labor insurance calculations.

For example, if your insured salary is 22,500: 22,500/240 × 1.33, or 1.66 (after two hours).

Because the one-fixed-day-off-and-one-flexible-rest-day system and national holidays are shifted around, there is essentially no overtime pay for working on days off that you can claim.

Your days off still have to be scheduled according to the work at hand—that is, in coordination with clients, coworkers, and the company’s operations.

For example, a supervisor may suddenly instruct you not to take the day off, a client may suddenly ask you to change the appointment time,

or a team leader or coworker may ask you to swap shifts with them. Often, if you do not show up, the work simply goes uncovered.

Pay consists of the basic salary + meal allowance + unexplained bonuses + overtime pay (if any; I heard they plan to change it to a responsibility-based system),

minus some employee-paid labor and health insurance contributions. Since the insured salary is low, the deduction is generally a little over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (for reference only).

Monthly pay is generally between 30,000 and 40,000, with only a few people earning over 40,000. You only get more money if you are promoted or take on a management position.

There is absolutely no system for promotions, taking on management roles, or pay increases; it depends entirely on the boss’s mood. Of course, outwardly, they will say there is a system.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance percentage (also determined by the boss, somewhere between 0.5 and 1).

The actual year-end bonus received is approximately 11,250–22,500 (based on a basic salary of 22,500); if you have worked for less than a year, it is calculated proportionally by month.

Bonuses for the three major holidays are not guaranteed. It may be just a box of cookies for everyone to share, or cash anywhere from 600 to 1,000.

Employee trips basically do not exist. If it is impossible even to take three consecutive days off, how could there be an employee trip?

Department dinners only happen occasionally. But if people eat too much, the boss may complain again, so some employees do not attend the dinners either.

What I find most laughable about this company is that it claims on 104 that it provides comprehensive training.

“Comprehensive training” means applying to the company and being casually handed over to a senior employee or a coworker who is about to resign,

who trains you for 3–5 days and then leaves you to deal with clients and perform pest control on your own (because turnover is so fast, there is no one to take over the area).

Then, inside the company, they claim that they tell people outside that you have three years of experience. Three days equals three years of experience—is this a time chamber?

In my view, pest-control work may seem easy to enter, but without 1–2 years of training, it is difficult to become fully competent.

The work is basically riding a company motorcycle or car to various restaurants or establishments to control cockroaches and rats.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break. You clock in and out at the company.

You visit approximately 5–8 clients a day. This is not difficult for people with pest-control experience, but because employee turnover is so fast,

you often end up taking over a mess (a cockroach infestation or severe rodent problem). Because the previous pest-control work was ineffective, the person taking over

may get severely chewed out for problems left by the previous worker. Reporting the issue to management often gets you a response that you should figure out how to solve it yourself,

or they may assign a team leader or someone else to accompany you (although senior management also just goes through the motions and does not genuinely invest the effort to help resolve the problem).

Night work is defined as work extending past 5 p.m. For example, leaving at 5 p.m. to perform pest control until 8 p.m. counts as overtime.

After finishing at 5 p.m., resting for 2–3 hours, and returning to the company to do pesticide spraying at 10 p.m. counts as a night shift.

Whether night shifts stay under seven days is also a matter of luck; when there is a staff shortage, plenty of people work more than ten days of night shifts.

After night work, you must take compensatory leave the following morning, meaning you can start work at noon the next day.

At present, the company generally implements a two-day weekend (public holidays marked in red on the calendar are also off) and uses flexible-hours scheduling.

In other words, you may be given two or three days off in a week (three when there happens to be a national holiday), but three consecutive days off cannot be scheduled.

Overtime is currently calculated according to the Labor Standards Act, but only based on the insured salary used for labor insurance calculations.

For example, if your insured salary is 22,500: 22,500/240 × 1.33, or 1.66 (after two hours).

Because the one-fixed-day-off-and-one-flexible-rest-day system and national holidays are shifted around, there is essentially no overtime pay for working on days off that you can claim.

Your days off still have to be scheduled according to the work at hand—that is, in coordination with clients, coworkers, and the company’s operations.

For example, a supervisor may suddenly instruct you not to take the day off, a client may suddenly ask you to change the appointment time,

or a team leader or coworker may ask you to swap shifts with them. Often, if you do not show up, the work simply goes uncovered.

Pay consists of the basic salary + meal allowance + unexplained bonuses + overtime pay (if any; I heard they plan to change it to a responsibility-based system),

minus some employee-paid labor and health insurance contributions. Since the insured salary is low, the deduction is generally a little over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (for reference only).

Monthly pay is generally between 30,000 and 40,000, with only a few people earning over 40,000. You only get more money if you are promoted or take on a management position.

There is absolutely no system for promotions, taking on management roles, or pay increases; it depends entirely on the boss’s mood. Of course, outwardly, they will say there is a system.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance percentage (also determined by the boss, somewhere between 0.5 and 1).

The actual year-end bonus received is approximately 11,250–22,500 (based on a basic salary of 22,500); if you have worked for less than a year, it is calculated proportionally by month.

Bonuses for the three major holidays are not guaranteed. It may be just a box of cookies for everyone to share, or cash anywhere from 600 to 1,000.

Employee trips basically do not exist. If it is impossible even to take three consecutive days off, how could there be an employee trip?

Department dinners only happen occasionally. But if people eat too much, the boss may complain again, so some employees do not attend the dinners either.

What I find most laughable about this company is that it claims on 104 that it provides comprehensive training.

“Comprehensive training” means applying to the company and being casually handed over to a senior employee or a coworker who is about to resign,

who trains you for 3–5 days and then leaves you to deal with clients and perform pest control on your own (because turnover is so fast, there is no one to take over the area).

Then, inside the company, they claim that they tell people outside that you have three years of experience. Three days equals three years of experience—is this a time chamber?

In my view, pest-control work may seem easy to enter, but without 1–2 years of training, it is difficult to become fully competent.

The job basically involves riding a company motorcycle or car to various restaurants or establishments to carry out cockroach and rodent control.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break. You clock in and out at the company.

You have to visit approximately 5–8 clients a day. This is not difficult for people with pest-control experience, but because employee turnover is so high,

you often end up inheriting a mess (a serious cockroach infestation or rodent problem). Since the previous pest-control work was ineffective, the person taking over

may get severely chewed out for problems left behind by the previous person. Reporting the issue to management often gets you a response like, “You should figure out how to solve it yourself,”

or they assign a team leader or someone else to accompany you (although senior management only makes a cursory appearance and does not genuinely put in the effort to help resolve the problem).

“Night work” is defined as work that takes place after 5 p.m. For example, leaving at 5 p.m. to perform pest control until 8 p.m. counts as overtime.

If you finish work at 5 p.m., rest for 2–3 hours, and return to the company to do pesticide spraying at 10 p.m., that counts as a night shift.

Whether night shifts stay under seven days is a matter of luck; when staff are short, plenty of people end up working more than ten days of night shifts.

After working at night, you must take compensatory time off the following morning, meaning you only need to come in at noon the next day.

At present, the company generally implements a two-day workweek (public holidays marked in red on the calendar are also off) with flexible-hour scheduling.

In other words, you get two or three days off per week (three when there is a public holiday), but you cannot be scheduled for three consecutive days off.

Overtime is currently calculated according to the Labor Standards Act, but only based on the insured salary used for labor insurance.

For example, if your insured salary is 22,500, the calculation is 22,500/240 × 1.33 or 1.66 (after two hours).

Because the one-fixed-day-off-and-one-flexible-rest-day system and public holidays are shifted, there is basically no overtime pay for working on scheduled days off.

Your days off still have to be scheduled according to the workload—in other words, in coordination with clients, coworkers, and company operations.

For example, a supervisor may suddenly tell you that you cannot take the day off, a client may suddenly change the appointment time,

or a team leader or coworker may ask you to swap shifts. Often, if you do not show up, the work simply goes uncovered.

Pay consists of the basic salary + meal allowance + unexplained bonuses + overtime pay (if any; I heard they may change to a responsibility-based system).

Then some employee-paid labor and health insurance contributions are deducted. Since the insured salary is low, the deduction is generally just over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (for reference only).

Monthly pay is generally between 30,000 and 40,000. Only a few people earn more than 40,000; you only get a raise by being promoted or taking on a management position.

There is absolutely no system for promotions, becoming a manager, or salary increases; it all depends on the boss’s mood. Of course, outwardly, they will claim that there is a system.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance percentage (also judged by the boss, ranging from 0.5 to 1).

The actual year-end bonus is approximately 11,250–22,500 (based on a basic salary of 22,500); if you have worked less than a year, it is calculated proportionally by month.

Bonuses for the three major holidays are not guaranteed. It could be just one box of snacks for everyone to share, or cash anywhere from 600 to 1,000.

Employee trips basically do not exist. If it is impossible even to take three consecutive days off, how could there be an employee trip?

Department dinners only happen occasionally. However, if people eat too much, the boss may complain again, so some employees do not attend the dinners.

What I find most laughable about this company is that it claims on 104 Job Bank to provide “complete training.”

“Complete training” means joining the company and being casually handed over to a senior employee or a coworker who is about to resign,

who trains you for 3–5 days and then leaves you to deal with clients and pest control on your own (because turnover is so fast, no one is available to take over the area).

Then, inside the company, they claim that employees tell people outside that they have three years of experience. Three days equals three years of experience—is this a time chamber?

In my view, pest-control work may seem easy to enter, but without one to two years of training, it is difficult to become fully competent.

The job basically involves riding a company motorcycle or car to various restaurants or establishments to carry out cockroach and rodent control.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break. You clock in and out at the company.

You have to visit approximately 5–8 clients a day. This is not difficult for people with pest-control experience, but because employee turnover is so high,

you often end up inheriting a mess (a serious cockroach infestation or rodent problem). Since the previous pest-control work was ineffective, the person taking over

may get severely chewed out for problems left behind by the previous person. Reporting the issue to management often gets you a response like, “You should figure out how to solve it yourself,”

or they assign a team leader or someone else to accompany you (although senior management only makes a cursory appearance and does not genuinely put in the effort to help resolve the problem).

“Night work” is defined as work that takes place after 5 p.m. For example, leaving at 5 p.m. to perform pest control until 8 p.m. counts as overtime.

If you finish work at 5 p.m., rest for 2–3 hours, and return to the company to do pesticide spraying at 10 p.m., that counts as a night shift.

Whether night shifts stay under seven days is a matter of luck; when staff are short, plenty of people end up working more than ten days of night shifts.

After working at night, you must take compensatory time off the following morning, meaning you only need to come in at noon the next day.

At present, the company generally implements a two-day workweek (public holidays marked in red on the calendar are also off) with flexible-hour scheduling.

In other words, you get two or three days off per week (three when there is a public holiday), but you cannot be scheduled for three consecutive days off.

Overtime is currently calculated according to the Labor Standards Act, but only based on the insured salary used for labor insurance.

For example, if your insured salary is 22,500, the calculation is 22,500/240 × 1.33 or 1.66 (after two hours).

Because the one-fixed-day-off-and-one-flexible-rest-day system and public holidays are shifted, there is basically no overtime pay for working on scheduled days off.

Your days off still have to be scheduled according to the workload—in other words, in coordination with clients, coworkers, and company operations.

For example, a supervisor may suddenly tell you that you cannot take the day off, a client may suddenly change the appointment time,

or a team leader or coworker may ask you to swap shifts. Often, if you do not show up, the work simply goes uncovered.

Pay consists of the basic salary + meal allowance + unexplained bonuses + overtime pay (if any; I heard they may change to a responsibility-based system).

Then some employee-paid labor and health insurance contributions are deducted. Since the insured salary is low, the deduction is generally just over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (for reference only).

Monthly pay is generally between 30,000 and 40,000. Only a few people earn more than 40,000; you only get a raise by being promoted or taking on a management position.

There is absolutely no system for promotions, becoming a manager, or salary increases; it all depends on the boss’s mood. Of course, outwardly, they will claim that there is a system.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance percentage (also judged by the boss, ranging from 0.5 to 1).

The actual year-end bonus is approximately 11,250–22,500 (based on a basic salary of 22,500); if you have worked less than a year, it is calculated proportionally by month.

Bonuses for the three major holidays are not guaranteed. It could be just one box of snacks for everyone to share, or cash anywhere from 600 to 1,000.

Employee trips basically do not exist. If it is impossible even to take three consecutive days off, how could there be an employee trip?

Department dinners only happen occasionally. However, if people eat too much, the boss may complain again, so some employees do not attend the dinners.

What I find most laughable about this company is that it claims on 104 Job Bank to provide “complete training.”

“Complete training” means joining the company and being casually handed over to a senior employee or a coworker who is about to resign,

who trains you for 3–5 days and then leaves you to deal with clients and pest control on your own (because turnover is so fast, no one is available to take over the area).

Then, inside the company, they claim that employees tell people outside that they have three years of experience. Three days equals three years of experience—is this a time chamber?

In my view, pest-control work may seem easy to enter, but without one to two years of training, it is difficult to become fully competent.

The work basically consists of riding a company motorcycle or car to various restaurants or locations to carry out cockroach and rodent control.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break; you clock in and out at the company.

You have to visit approximately 5–8 clients a day. This is not difficult for people with pest-control experience, but because the employee turnover is so high,

you often end up taking over a complete mess (a cockroach explosion or severe rodent infestation). Since the previous treatment was ineffective, the person taking over may

be chewed out because of problems left by the previous employee. Reporting the issue to management often results in being told that you should figure out how to solve it yourself,

or that a team leader or someone else will be assigned to accompany you (although senior management merely goes through the motions and does not genuinely devote the effort needed to help solve the problem).

Night work is defined as work extending past 5 p.m. For example, leaving at 5 p.m. to carry out pest control until 8 p.m. counts as overtime.

After getting off work at 5 p.m., you may rest for 2–3 hours and then return to the company to carry out pesticide spraying at 10 p.m.; this counts as a night shift.

Whether night shifts stay under seven days is a matter of luck. When there is a staff shortage, plenty of people work more than ten days of night shifts.

After working at night, you must take compensatory time off the following morning, meaning you only need to report to work at noon the next day.

Currently, the company generally implements a two-day workweek off system (public holidays marked in red on the calendar are also days off) and uses flexible-hours scheduling.

In other words, you may be given two or three days off in a week (three when there happens to be a national holiday), but three consecutive days off cannot be scheduled.

Overtime is currently calculated according to the Labor Standards Act, but only based on the insured base salary for labor insurance.

For example, if your insured base salary is 22,500, the calculation is 22,500/240 × 1.33 or 1.66 (after two hours).

Because the one-fixed-day-off-and-one-flexible-rest-day system and national holidays are shifted, there is essentially no holiday overtime pay to claim.

Your days off still have to be scheduled around the work at hand—in other words, according to the needs of clients, colleagues, and company operations.

For example, a supervisor may suddenly instruct you not to take the day off, a client may suddenly ask you to change the appointment,

or a team leader or colleague may ask you to swap shifts. Often, if you do not show up, the work simply goes uncovered.

Pay consists of the basic salary + meal allowance + unexplained bonuses + overtime pay (if any; I heard they may change to a responsibility-based system),

minus your self-paid labor and health insurance contributions. Since the insured salary is low, the deduction is generally just over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (for reference only).

Monthly pay is generally between 30,000 and 40,000. Only a few people earn more than 40,000; you receive more money only after being promoted or taking on a supervisory role.

There is absolutely no system for promotions, becoming a supervisor, or pay increases; everything depends on the boss’s mood. Of course, outwardly, the boss will say that there is a system.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance percentage (which the boss also assesses personally, between 0.5 and 1).

The actual year-end bonus received is approximately 11,250–22,500 (based on a basic salary of 22,500); if you have worked less than a year, it is further calculated proportionally by month.

Bonuses for the three major holidays are not guaranteed. They may consist merely of a box of pastries for everyone to share, or cash of 600–1,000.

Employee trips basically do not exist. If it is impossible even to take three consecutive days off, could there really be an employee trip?

Department dinners also happen only occasionally, but if people eat too much, the boss may complain again, so some employees do not attend the dinners.

I think the most laughable thing about this company is that it claims on 104 that it provides comprehensive training.

The “comprehensive training” consists of applying to the company and being casually handed over to a senior employee or a colleague who is about to resign,

who trains you for 3–5 days and then leaves you to deal with clients and carry out pest control on your own (because turnover is so fast that no one is available to take over the area).

Then the company tells people externally that you have three years of experience. Three days equals three years of experience—is this a time chamber?

In my view, pest-control work may look easy to enter, but without 1–2 years of training, it is difficult to become fully proficient.

The work basically consists of riding a company motorcycle or car to various restaurants or locations to carry out cockroach and rodent control.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break; you clock in and out at the company.

You have to visit approximately 5–8 clients a day. This is not difficult for people with pest-control experience, but because the employee turnover is so high,

you often end up taking over a complete mess (a cockroach explosion or severe rodent infestation). Since the previous treatment was ineffective, the person taking over may

be chewed out because of problems left by the previous employee. Reporting the issue to management often results in being told that you should figure out how to solve it yourself,

or that a team leader or someone else will be assigned to accompany you (although senior management merely goes through the motions and does not genuinely devote the effort needed to help solve the problem).

Night work is defined as work extending past 5 p.m. For example, leaving at 5 p.m. to carry out pest control until 8 p.m. counts as overtime.

After getting off work at 5 p.m., you may rest for 2–3 hours and then return to the company to carry out pesticide spraying at 10 p.m.; this counts as a night shift.

Whether night shifts stay under seven days is a matter of luck. When there is a staff shortage, plenty of people work more than ten days of night shifts.

After working at night, you must take compensatory time off the following morning, meaning you only need to report to work at noon the next day.

Currently, the company generally implements a two-day workweek off system (public holidays marked in red on the calendar are also days off) and uses flexible-hours scheduling.

In other words, you may be given two or three days off in a week (three when there happens to be a national holiday), but three consecutive days off cannot be scheduled.

Overtime is currently calculated according to the Labor Standards Act, but only based on the insured base salary for labor insurance.

For example, if your insured base salary is 22,500, the calculation is 22,500/240 × 1.33 or 1.66 (after two hours).

Because the one-fixed-day-off-and-one-flexible-rest-day system and national holidays are shifted, there is essentially no holiday overtime pay to claim.

Your days off still have to be scheduled around the work at hand—in other words, according to the needs of clients, colleagues, and company operations.

For example, a supervisor may suddenly instruct you not to take the day off, a client may suddenly ask you to change the appointment,

or a team leader or colleague may ask you to swap shifts. Often, if you do not show up, the work simply goes uncovered.

Pay consists of the basic salary + meal allowance + unexplained bonuses + overtime pay (if any; I heard they may change to a responsibility-based system),

minus your self-paid labor and health insurance contributions. Since the insured salary is low, the deduction is generally just over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (for reference only).

Monthly pay is generally between 30,000 and 40,000. Only a few people earn more than 40,000; you receive more money only after being promoted or taking on a supervisory role.

There is absolutely no system for promotions, becoming a supervisor, or pay increases; everything depends on the boss’s mood. Of course, outwardly, the boss will say that there is a system.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance percentage (which the boss also assesses personally, between 0.5 and 1).

The actual year-end bonus received is approximately 11,250–22,500 (based on a basic salary of 22,500); if you have worked less than a year, it is further calculated proportionally by month.

Bonuses for the three major holidays are not guaranteed. They may consist merely of a box of pastries for everyone to share, or cash of 600–1,000.

Employee trips basically do not exist. If it is impossible even to take three consecutive days off, could there really be an employee trip?

Department dinners also happen only occasionally, but if people eat too much, the boss may complain again, so some employees do not attend the dinners.

I think the most laughable thing about this company is that it claims on 104 that it provides comprehensive training.

The “comprehensive training” consists of applying to the company and being casually handed over to a senior employee or a colleague who is about to resign,

who trains you for 3–5 days and then leaves you to deal with clients and carry out pest control on your own (because turnover is so fast that no one is available to take over the area).

Then the company tells people externally that you have three years of experience. Three days equals three years of experience—is this a time chamber?

In my view, pest-control work may look easy to enter, but without 1–2 years of training, it is difficult to become fully proficient.

The job basically involves riding a company motorcycle or car to various restaurants or facilities to carry out cockroach and rodent control.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break. You clock in and out at the company.

You have to visit approximately 5–8 clients per day. This is not difficult for people with pest-control experience, but because employee turnover is so high,

you often have to take over a complete mess (a cockroach explosion or severe rodent infestation). Because the previous pest-control work was ineffective, the person taking over

may get chewed out over problems left by the previous person. Reporting the issue to management often gets you a response that you should figure out how to solve it yourself,

or they assign a team leader or someone else to accompany you (although senior management also just makes a superficial visit and does not genuinely devote the effort needed to help resolve it).

“Night work” is defined as work after 5 p.m. For example, leaving at 5 p.m. to perform pest control until 8 p.m. counts as overtime.

After finishing at 5 p.m., you take a 2–3-hour break and return to the company to do pesticide spraying at 10 p.m.; this counts as a night shift.

Whether night shifts stay under seven days is a matter of luck. When staff are short, plenty of people end up doing more than ten days.

After working at night, you must take compensatory leave the following morning, meaning you only need to start work at noon the next day.

At present, the company generally implements a five-day workweek with two days off (public holidays marked in red on the monthly calendar are also days off), using flexible-hours scheduling.

In other words, you get two or three days off per week (three when a public holiday happens to fall in the week), but you cannot be scheduled for three consecutive days off.

Overtime is currently calculated in accordance with the Labor Standards Act, but only based on the insured basic salary for labor insurance.

For example, if your insured basic salary is 22,500: 22,500/240 × 1.33, or 1.66 (after two hours).

Because the “one fixed day off and one flexible rest day” system and public holidays are shifted, there is essentially no overtime pay for holidays to collect.

Scheduling days off still depends on the work at hand—in other words, coordinating with clients, coworkers, and company operations.

For example, a supervisor may suddenly tell you that you cannot take the day off, a client may suddenly ask to change the appointment time,

or a team leader or coworker may ask you to switch shifts with them. Often, if you do not show up, the work simply goes uncovered.

Pay consists of the basic salary + meal allowance + unexplained bonuses + overtime pay (if any; I heard they plan to change to a responsibility-based system),

minus employee-paid labor and health insurance contributions. Because the insured salary is low, the deduction is generally a little over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (for reference only).

Monthly pay is generally between 30,000 and 40,000. Only a small number of people earn more than 40,000; you only get more money through promotion or taking on a management position.

There is absolutely no system for promotions, management appointments, or pay raises; it depends entirely on the boss’s mood. Of course, outwardly, they will say there is a system.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance ratio (also assessed by the boss, ranging from 0.5 to 1).

The actual year-end bonus received is approximately 11,250–22,500 (calculated using a basic salary of 22,500); if you have worked less than a year, it is further calculated proportionally by month.

Bonuses for the three traditional holidays are not guaranteed. They could be just a box of cookies for everyone to share, or cash of 600–1,000.

Employee trips basically do not exist. If it is impossible to take three consecutive days off, how could there be an employee trip?

Department dinners only happen occasionally, and if people eat too much, the boss may complain again, so some employees do not attend the dinners either.

What I find most ridiculous about this company is that it claims on 104 Job Bank to provide comprehensive training.

“Comprehensive training” means applying to the company and being casually handed over to a senior employee or a coworker who is about to resign,

who trains you for 3–5 days and then leaves you to deal with clients and pest control on your own (because turnover is so fast, no one is available to take over the area).

Then, inside the company, they claim and tell people outside that you have three years of experience. Three days equals three years of experience—did you enter a time chamber?

In my view, pest-control work may look easy to enter, but without one or two years of training, it is difficult to become fully qualified.

The job basically involves riding a company motorcycle or car to various restaurants or facilities to carry out cockroach and rodent control.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break. You clock in and out at the company.

You have to visit approximately 5–8 clients per day. This is not difficult for people with pest-control experience, but because employee turnover is so high,

you often have to take over a complete mess (a cockroach explosion or severe rodent infestation). Because the previous pest-control work was ineffective, the person taking over

may get chewed out over problems left by the previous person. Reporting the issue to management often gets you a response that you should figure out how to solve it yourself,

or they assign a team leader or someone else to accompany you (although senior management also just makes a superficial visit and does not genuinely devote the effort needed to help resolve it).

“Night work” is defined as work after 5 p.m. For example, leaving at 5 p.m. to perform pest control until 8 p.m. counts as overtime.

After finishing at 5 p.m., you take a 2–3-hour break and return to the company to do pesticide spraying at 10 p.m.; this counts as a night shift.

Whether night shifts stay under seven days is a matter of luck. When staff are short, plenty of people end up doing more than ten days.

After working at night, you must take compensatory leave the following morning, meaning you only need to start work at noon the next day.

At present, the company generally implements a five-day workweek with two days off (public holidays marked in red on the monthly calendar are also days off), using flexible-hours scheduling.

In other words, you get two or three days off per week (three when a public holiday happens to fall in the week), but you cannot be scheduled for three consecutive days off.

Overtime is currently calculated in accordance with the Labor Standards Act, but only based on the insured basic salary for labor insurance.

For example, if your insured basic salary is 22,500: 22,500/240 × 1.33, or 1.66 (after two hours).

Because the “one fixed day off and one flexible rest day” system and public holidays are shifted, there is essentially no overtime pay for holidays to collect.

Scheduling days off still depends on the work at hand—in other words, coordinating with clients, coworkers, and company operations.

For example, a supervisor may suddenly tell you that you cannot take the day off, a client may suddenly ask to change the appointment time,

or a team leader or coworker may ask you to switch shifts with them. Often, if you do not show up, the work simply goes uncovered.

Pay consists of the basic salary + meal allowance + unexplained bonuses + overtime pay (if any; I heard they plan to change to a responsibility-based system),

minus employee-paid labor and health insurance contributions. Because the insured salary is low, the deduction is generally a little over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (for reference only).

Monthly pay is generally between 30,000 and 40,000. Only a small number of people earn more than 40,000; you only get more money through promotion or taking on a management position.

There is absolutely no system for promotions, management appointments, or pay raises; it depends entirely on the boss’s mood. Of course, outwardly, they will say there is a system.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance ratio (also assessed by the boss, ranging from 0.5 to 1).

The actual year-end bonus received is approximately 11,250–22,500 (calculated using a basic salary of 22,500); if you have worked less than a year, it is further calculated proportionally by month.

Bonuses for the three traditional holidays are not guaranteed. They could be just a box of cookies for everyone to share, or cash of 600–1,000.

Employee trips basically do not exist. If it is impossible to take three consecutive days off, how could there be an employee trip?

Department dinners only happen occasionally, and if people eat too much, the boss may complain again, so some employees do not attend the dinners either.

What I find most ridiculous about this company is that it claims on 104 Job Bank to provide comprehensive training.

“Comprehensive training” means applying to the company and being casually handed over to a senior employee or a coworker who is about to resign,

who trains you for 3–5 days and then leaves you to deal with clients and pest control on your own (because turnover is so fast, no one is available to take over the area).

Then, inside the company, they claim and tell people outside that you have three years of experience. Three days equals three years of experience—did you enter a time chamber?

In my view, pest-control work may look easy to enter, but without one or two years of training, it is difficult to become fully qualified.

The job basically involves riding a company motorcycle or car to various restaurants or establishments to carry out cockroach and rodent control.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break. You clock in and out at the company.

You have to visit approximately 5–8 clients a day. This is not difficult for people with pest-control experience, but because employee turnover is so rapid,

you often inherit a complete mess (a cockroach infestation or severe rodent problem). Since the establishment’s pest-control results were poor, the person taking over

may get harshly blamed for problems left behind by the previous worker. Reporting the issue to management often results in being told that you should figure out how to solve it yourself,

or that a team leader or someone else will be assigned to accompany you (although senior management merely goes through the motions and does not genuinely have the time or inclination to help resolve the problem).

Night work is defined as work extending past 5 p.m. For example, leaving at 5 p.m. to perform pest control until 8 p.m. counts as overtime.

After finishing work at 5 p.m., you may rest for 2–3 hours and then return to the company to carry out pesticide spraying at 10 p.m.; this is considered a night shift.

Whether night shifts stay under seven days is a matter of luck. When there is a staff shortage, plenty of people end up doing more than ten days.

After working at night, you must take compensatory time off the following morning, meaning you only need to start work at noon the next day.

At present, the company generally implements a five-day workweek with two days off (public holidays during the month are also days off), using flexible-hour scheduling.

In other words, you may be given two or three days off in a week (three when there happens to be a national holiday), but three consecutive days off cannot be scheduled.

Overtime is currently calculated according to the Labor Standards Act, but only the insured base salary for labor insurance is used in the calculation.

For example, if your labor-insurance base salary is 22,500: 22,500/240 × 1.33 or 1.66 (after two hours).

Because the “one fixed day off and one flexible rest day” system and national holidays are shifted, there is effectively no holiday overtime pay to receive.

Days off must still be scheduled according to the work at hand—in other words, to accommodate clients, coworkers, and company operations.

For example, a supervisor may suddenly instruct you not to take the day off, a client may suddenly ask you to change the appointment time,

or a team leader or coworker may ask you to swap shifts. Often, if you do not show up, the work simply goes uncovered.

Pay consists of the basic salary + meal allowance + unexplained bonuses + overtime pay (if any; I heard they may change to a duty-based system),

minus employee-paid labor and health insurance contributions. Since the insured salary is low, the deduction is generally a little over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (for reference only).

Monthly earnings are generally between 30,000 and 40,000, with only a few people exceeding 40,000. You only get more money after being promoted or taking on a management position.

There is absolutely no system for promotions, assuming a management role, or salary increases; it depends entirely on the boss’s mood. Of course, outwardly, the boss will say there is a system.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance ratio (also judged by the boss, ranging from 0.5 to 1).

The actual year-end bonus received is approximately 11,250–22,500 (based on a basic salary of 22,500); if you have worked for less than a year, it is calculated proportionally by month.

Bonuses for the three traditional festivals are not guaranteed. They may consist of just one box of pastries for everyone to share, or cash of 600–1,000.

Employee trips basically do not exist. If a job makes it impossible to take three consecutive days off, how could there be an employee trip?

Department dinners are also only held occasionally, but if people eat too much, the boss may complain again, so some employees do not attend the dinners.

What I find most ridiculous about this company is that it claims on 104 Job Bank to provide comprehensive training.

The “comprehensive training” consists of applying to the company, being casually handed over to a senior employee or a coworker who is about to leave,

being trained for 3–5 days, and then being sent out to deal with clients and pest control on your own (because turnover is so fast, there is no one to take over the area).

Then, within the company, they claim—and tell outsiders—that you have three years of experience. Three days equals three years of experience? Did you enter a time chamber?

In my view, pest-control work may appear easy to enter, but without 1–2 years of training, it is difficult to become fully competent.

The job basically involves riding a company motorcycle or car to various restaurants or establishments to carry out cockroach and rodent control.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break. You clock in and out at the company.

You have to visit approximately 5–8 clients a day. This is not difficult for people with pest-control experience, but because employee turnover is so rapid,

you often inherit a complete mess (a cockroach infestation or severe rodent problem). Since the establishment’s pest-control results were poor, the person taking over

may get harshly blamed for problems left behind by the previous worker. Reporting the issue to management often results in being told that you should figure out how to solve it yourself,

or that a team leader or someone else will be assigned to accompany you (although senior management merely goes through the motions and does not genuinely have the time or inclination to help resolve the problem).

Night work is defined as work extending past 5 p.m. For example, leaving at 5 p.m. to perform pest control until 8 p.m. counts as overtime.

After finishing work at 5 p.m., you may rest for 2–3 hours and then return to the company to carry out pesticide spraying at 10 p.m.; this is considered a night shift.

Whether night shifts stay under seven days is a matter of luck. When there is a staff shortage, plenty of people end up doing more than ten days.

After working at night, you must take compensatory time off the following morning, meaning you only need to start work at noon the next day.

At present, the company generally implements a five-day workweek with two days off (public holidays during the month are also days off), using flexible-hour scheduling.

In other words, you may be given two or three days off in a week (three when there happens to be a national holiday), but three consecutive days off cannot be scheduled.

Overtime is currently calculated according to the Labor Standards Act, but only the insured base salary for labor insurance is used in the calculation.

For example, if your labor-insurance base salary is 22,500: 22,500/240 × 1.33 or 1.66 (after two hours).

Because the “one fixed day off and one flexible rest day” system and national holidays are shifted, there is effectively no holiday overtime pay to receive.

Days off must still be scheduled according to the work at hand—in other words, to accommodate clients, coworkers, and company operations.

For example, a supervisor may suddenly instruct you not to take the day off, a client may suddenly ask you to change the appointment time,

or a team leader or coworker may ask you to swap shifts. Often, if you do not show up, the work simply goes uncovered.

Pay consists of the basic salary + meal allowance + unexplained bonuses + overtime pay (if any; I heard they may change to a duty-based system),

minus employee-paid labor and health insurance contributions. Since the insured salary is low, the deduction is generally a little over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (for reference only).

Monthly earnings are generally between 30,000 and 40,000, with only a few people exceeding 40,000. You only get more money after being promoted or taking on a management position.

There is absolutely no system for promotions, assuming a management role, or salary increases; it depends entirely on the boss’s mood. Of course, outwardly, the boss will say there is a system.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance ratio (also judged by the boss, ranging from 0.5 to 1).

The actual year-end bonus received is approximately 11,250–22,500 (based on a basic salary of 22,500); if you have worked for less than a year, it is calculated proportionally by month.

Bonuses for the three traditional festivals are not guaranteed. They may consist of just one box of pastries for everyone to share, or cash of 600–1,000.

Employee trips basically do not exist. If a job makes it impossible to take three consecutive days off, how could there be an employee trip?

Department dinners are also only held occasionally, but if people eat too much, the boss may complain again, so some employees do not attend the dinners.

What I find most ridiculous about this company is that it claims on 104 Job Bank to provide comprehensive training.

The “comprehensive training” consists of applying to the company, being casually handed over to a senior employee or a coworker who is about to leave,

being trained for 3–5 days, and then being sent out to deal with clients and pest control on your own (because turnover is so fast, there is no one to take over the area).

Then, within the company, they claim—and tell outsiders—that you have three years of experience. Three days equals three years of experience? Did you enter a time chamber?

In my view, pest-control work may appear easy to enter, but without 1–2 years of training, it is difficult to become fully competent.

The work basically consists of riding a company motorcycle or car to various restaurants or establishments to control cockroaches and rats.

Working hours are from 8:30 to 17:00, with a 1.5-hour lunch break. You clock in and out at the company.

You have to visit approximately 5–8 clients per day. This is not difficult for people with pest-control experience, but because employee turnover is so high,

you often end up inheriting a mess (a cockroach infestation or severe rodent problem). Because the establishment's pest-control results were poor, the person taking over

may get severely berated for problems left behind by the previous worker. Reporting the issue to management often gets you a response like, “You should figure out how to solve it yourself,”

or they assign a team leader or someone else to accompany you (although senior management generally just makes a superficial visit and does not genuinely invest the effort to help resolve the problem).

Night work is defined as work after 5 p.m. For example, leaving at 5 p.m. to carry out pest control until 8 p.m. counts as overtime.

After finishing at 5 p.m., you may rest for 2–3 hours and then return to the company for pesticide spraying work at 10 p.m.; this is considered a night shift.

Whether night shifts stay under seven days is a matter of luck. When there is a staff shortage, many people end up working more than ten days of night shifts.

After working at night, you must take compensatory time off the following morning, meaning you only need to start work at noon the next day.

At present, the company generally implements a five-day workweek with two days off (public holidays shown in red on the calendar are also days off), using flexible-hour scheduling.

In other words, you may be given two or three days off in a week (three when there happens to be a public holiday), but you cannot be scheduled for three consecutive days off.

Overtime is currently calculated according to the Labor Standards Act, but only the insured salary used for labor insurance is included in the calculation.

For example, if your insured salary is 22,500: 22,500/240 × 1.33, or × 1.66 after two hours.

Because the “one regular day off and one rest day” system and public holidays are shifted, there is essentially no overtime pay for working on days off.

Your days off still have to be scheduled around the work at hand—in other words, in coordination with clients, coworkers, and company operations.

For example, a supervisor may suddenly tell you that you cannot take the day off, a client may suddenly ask to change the appointment,

or a team leader or coworker may ask you to swap shifts. Often, if you do not show up, there will be no one to cover the work.

Pay consists of the base salary + meal allowance + unexplained bonuses + overtime pay (if any; I heard they plan to change it to a responsibility-based system),

minus some employee-paid labor and health insurance premiums. Because the insured salary is low, the deduction is generally just over NT$1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (this estimate is for reference only).

Monthly pay is generally between NT$30,000 and NT$40,000. Only a small number of people earn more than NT$40,000; you get more money only if you receive a promotion or take on a management position.

There is absolutely no system for promotions, taking on management roles, or salary increases; it depends entirely on the boss’s mood. Of course, outwardly, the boss will say that there is a system.

The year-end bonus is also calculated based on the base salary, multiplied by a performance ratio (also judged by the boss, ranging from 0.5 to 1).

The actual year-end bonus received is approximately NT$11,250–22,500 (estimated using a base salary of NT$22,500). If you have worked for less than a year, it is further calculated proportionally by month.

Bonuses for the three major holidays are not guaranteed. They may consist of just one box of pastries for everyone to share, or cash ranging from NT$600 to NT$1,000.

Employee trips basically do not exist. If a job cannot even give you three consecutive days off, how could it offer an employee trip?

Departmental dinners only happen occasionally. If the group eats too much, the boss may complain again, so some employees do not attend the dinners either.

What I find most laughable about this company is that it claims on 104 Job Bank to provide comprehensive training.

The “comprehensive training” consists of applying to the company and being casually handed over to a senior employee or a coworker who is about to resign,

who trains you for 3–5 days and then leaves you to deal with clients and pest control on your own (because turnover is so fast, there is no one to take over the assigned area).

Then the company claims externally that you have three years of experience. Three days equals three years of experience—is this a time chamber?

In my view, vector-control work may look easy to enter, but without 1–2 years of training, it is difficult to become fully competent.

The work basically consists of riding a company motorcycle or car to various restaurants or establishments to control cockroaches and rats.

Working hours are from 8:30 to 17:00, with a 1.5-hour lunch break. You clock in and out at the company.

You have to visit approximately 5–8 clients per day. This is not difficult for people with pest-control experience, but because employee turnover is so high,

you often end up inheriting a mess (a cockroach infestation or severe rodent problem). Because the establishment's pest-control results were poor, the person taking over

may get severely berated for problems left behind by the previous worker. Reporting the issue to management often gets you a response like, “You should figure out how to solve it yourself,”

or they assign a team leader or someone else to accompany you (although senior management generally just makes a superficial visit and does not genuinely invest the effort to help resolve the problem).

Night work is defined as work after 5 p.m. For example, leaving at 5 p.m. to carry out pest control until 8 p.m. counts as overtime.

After finishing at 5 p.m., you may rest for 2–3 hours and then return to the company for pesticide spraying work at 10 p.m.; this is considered a night shift.

Whether night shifts stay under seven days is a matter of luck. When there is a staff shortage, many people end up working more than ten days of night shifts.

After working at night, you must take compensatory time off the following morning, meaning you only need to start work at noon the next day.

At present, the company generally implements a five-day workweek with two days off (public holidays shown in red on the calendar are also days off), using flexible-hour scheduling.

In other words, you may be given two or three days off in a week (three when there happens to be a public holiday), but you cannot be scheduled for three consecutive days off.

Overtime is currently calculated according to the Labor Standards Act, but only the insured salary used for labor insurance is included in the calculation.

For example, if your insured salary is 22,500: 22,500/240 × 1.33, or × 1.66 after two hours.

Because the “one regular day off and one rest day” system and public holidays are shifted, there is essentially no overtime pay for working on days off.

Your days off still have to be scheduled around the work at hand—in other words, in coordination with clients, coworkers, and company operations.

For example, a supervisor may suddenly tell you that you cannot take the day off, a client may suddenly ask to change the appointment,

or a team leader or coworker may ask you to swap shifts. Often, if you do not show up, there will be no one to cover the work.

Pay consists of the base salary + meal allowance + unexplained bonuses + overtime pay (if any; I heard they plan to change it to a responsibility-based system),

minus some employee-paid labor and health insurance premiums. Because the insured salary is low, the deduction is generally just over NT$1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (this estimate is for reference only).

Monthly pay is generally between NT$30,000 and NT$40,000. Only a small number of people earn more than NT$40,000; you get more money only if you receive a promotion or take on a management position.

There is absolutely no system for promotions, taking on management roles, or salary increases; it depends entirely on the boss’s mood. Of course, outwardly, the boss will say that there is a system.

The year-end bonus is also calculated based on the base salary, multiplied by a performance ratio (also judged by the boss, ranging from 0.5 to 1).

The actual year-end bonus received is approximately NT$11,250–22,500 (estimated using a base salary of NT$22,500). If you have worked for less than a year, it is further calculated proportionally by month.

Bonuses for the three major holidays are not guaranteed. They may consist of just one box of pastries for everyone to share, or cash ranging from NT$600 to NT$1,000.

Employee trips basically do not exist. If a job cannot even give you three consecutive days off, how could it offer an employee trip?

Departmental dinners only happen occasionally. If the group eats too much, the boss may complain again, so some employees do not attend the dinners either.

What I find most laughable about this company is that it claims on 104 Job Bank to provide comprehensive training.

The “comprehensive training” consists of applying to the company and being casually handed over to a senior employee or a coworker who is about to resign,

who trains you for 3–5 days and then leaves you to deal with clients and pest control on your own (because turnover is so fast, there is no one to take over the assigned area).

Then the company claims externally that you have three years of experience. Three days equals three years of experience—is this a time chamber?

In my view, vector-control work may look easy to enter, but without 1–2 years of training, it is difficult to become fully competent.

The work basically consists of riding a company motorcycle or car to various restaurants or locations to control cockroaches and rats.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break. You clock in and out at the company.

You have to visit approximately 5–8 clients a day. This is not difficult for people with pest-control experience, but because employee turnover is so rapid,

you often end up inheriting a mess (a cockroach explosion or severe rodent infestation). Since the previous treatment was ineffective, the person taking over

may get chewed out because of problems left by their predecessor. Reporting the issue to management often gets you a response like, “You should figure out how to solve it yourself,”

or they will send a team leader or someone else to accompany you (although senior management merely goes through the motions and does not genuinely put in the effort to help solve the problem).

Night work is defined as work after 5 p.m. For example, if you leave at 5 p.m. to perform pest control until 8 p.m., it counts as overtime.

If you finish work at 5 p.m., rest for 2–3 hours, and return to the company to do pesticide spraying at 10 p.m., that counts as a night shift.

Whether night shifts are limited to no more than seven days is a matter of luck. When there is a staff shortage, plenty of people work more than ten days.

After working at night, you must take compensatory time off the following morning, meaning you only need to start work at noon the next day.

Currently, the company generally implements a five-day workweek with two days off (public holidays marked in red on the calendar are also off), using flexible scheduling.

In other words, you may get two or three days off in a week (three when there is a public holiday), but three consecutive days off cannot be scheduled.

Overtime is currently calculated according to the Labor Standards Act, but only the insured salary base for labor insurance is used in the calculation.

For example, if your insured salary base is 22,500: 22,500/240 × 1.33, or 1.66 (after two hours).

Because the one fixed day off and one flexible rest day, as well as public holidays, are shifted around, there is essentially no holiday overtime pay to claim.

Your days off still have to be scheduled around the work on hand—in other words, coordinated with clients, coworkers, and company operations.

For example, a supervisor may suddenly instruct you not to take the day off, a client may suddenly ask to change the appointment time,

or a team leader or coworker may ask you to swap shifts. Often, if you do not show up, the work simply goes uncovered.

Pay consists of the basic salary + meal allowance + unexplained bonuses + overtime pay (if any; I heard they may change to a responsibility-based system),

minus employee contributions to labor and health insurance. Since the insured salary is low, the deduction is generally just over NT$1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (for reference only).

Monthly pay is generally between NT$30,000 and NT$40,000. Only a few people earn more than NT$40,000; you get more money only if you are promoted or take on a management position.

There is absolutely no system for promotions, taking on management roles, or salary increases. It all depends on the boss’s mood. Of course, outwardly, they will say that there is a system.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance percentage (which is also determined by the boss, between 0.5 and 1).

The actual year-end bonus is approximately NT$11,250–22,500 (based on a basic salary of NT$22,500); if you have worked less than a year, it is prorated by month.

Bonuses for the three traditional holidays are not guaranteed. They could be nothing more than a box of cookies for everyone to share, or cash of NT$600–1,000.

Employee outings basically do not exist. If it is impossible even to take three consecutive days off, how could there be an employee trip?

Department dinners only happen occasionally. If people eat too much, the boss may complain again, so some employees do not attend the dinners either.

What I find most ridiculous about this company is that it claims on 104 that it provides comprehensive training.

“Comprehensive training” means you apply to the company and are casually handed over to a senior employee or a coworker who is about to leave.

They train you for 3–5 days, then leave you to deal with clients and pest control on your own (because turnover is so high that no one is available to take over the territory).

Then, within the company, they claim to outsiders that you have three years of experience. Three days equals three years of experience—is this some kind of time chamber?

In my view, pest-control work may look easy to enter and get started in, but without 1–2 years of training, it is difficult to become fully proficient.

The work basically consists of riding a company motorcycle or car to various restaurants or locations to control cockroaches and rats.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break. You clock in and out at the company.

You have to visit approximately 5–8 clients a day. This is not difficult for people with pest-control experience, but because employee turnover is so rapid,

you often end up inheriting a mess (a cockroach explosion or severe rodent infestation). Since the previous treatment was ineffective, the person taking over

may get chewed out because of problems left by their predecessor. Reporting the issue to management often gets you a response like, “You should figure out how to solve it yourself,”

or they will send a team leader or someone else to accompany you (although senior management merely goes through the motions and does not genuinely put in the effort to help solve the problem).

Night work is defined as work after 5 p.m. For example, if you leave at 5 p.m. to perform pest control until 8 p.m., it counts as overtime.

If you finish work at 5 p.m., rest for 2–3 hours, and return to the company to do pesticide spraying at 10 p.m., that counts as a night shift.

Whether night shifts are limited to no more than seven days is a matter of luck. When there is a staff shortage, plenty of people work more than ten days.

After working at night, you must take compensatory time off the following morning, meaning you only need to start work at noon the next day.

Currently, the company generally implements a five-day workweek with two days off (public holidays marked in red on the calendar are also off), using flexible scheduling.

In other words, you may get two or three days off in a week (three when there is a public holiday), but three consecutive days off cannot be scheduled.

Overtime is currently calculated according to the Labor Standards Act, but only the insured salary base for labor insurance is used in the calculation.

For example, if your insured salary base is 22,500: 22,500/240 × 1.33, or 1.66 (after two hours).

Because the one fixed day off and one flexible rest day, as well as public holidays, are shifted around, there is essentially no holiday overtime pay to claim.

Your days off still have to be scheduled around the work on hand—in other words, coordinated with clients, coworkers, and company operations.

For example, a supervisor may suddenly instruct you not to take the day off, a client may suddenly ask to change the appointment time,

or a team leader or coworker may ask you to swap shifts. Often, if you do not show up, the work simply goes uncovered.

Pay consists of the basic salary + meal allowance + unexplained bonuses + overtime pay (if any; I heard they may change to a responsibility-based system),

minus employee contributions to labor and health insurance. Since the insured salary is low, the deduction is generally just over NT$1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (for reference only).

Monthly pay is generally between NT$30,000 and NT$40,000. Only a few people earn more than NT$40,000; you get more money only if you are promoted or take on a management position.

There is absolutely no system for promotions, taking on management roles, or salary increases. It all depends on the boss’s mood. Of course, outwardly, they will say that there is a system.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance percentage (which is also determined by the boss, between 0.5 and 1).

The actual year-end bonus is approximately NT$11,250–22,500 (based on a basic salary of NT$22,500); if you have worked less than a year, it is prorated by month.

Bonuses for the three traditional holidays are not guaranteed. They could be nothing more than a box of cookies for everyone to share, or cash of NT$600–1,000.

Employee outings basically do not exist. If it is impossible even to take three consecutive days off, how could there be an employee trip?

Department dinners only happen occasionally. If people eat too much, the boss may complain again, so some employees do not attend the dinners either.

What I find most ridiculous about this company is that it claims on 104 that it provides comprehensive training.

“Comprehensive training” means you apply to the company and are casually handed over to a senior employee or a coworker who is about to leave.

They train you for 3–5 days, then leave you to deal with clients and pest control on your own (because turnover is so high that no one is available to take over the territory).

Then, within the company, they claim to outsiders that you have three years of experience. Three days equals three years of experience—is this some kind of time chamber?

In my view, pest-control work may look easy to enter and get started in, but without 1–2 years of training, it is difficult to become fully proficient.

The job basically involves riding a company motorcycle or car to various restaurants or establishments to carry out cockroach and rodent control.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break. You clock in and out at the company.

You have to visit approximately 5–8 clients a day. This is not difficult for someone with pest-control experience, but because employee turnover is so high,

you often end up taking over a complete mess (a cockroach infestation exploding out of control or a severe rodent problem). Because the previous pest-control work was ineffective, the person taking over

may get chewed out over problems left behind by the previous employee. Reporting the issue to management often gets you a response like, “You should figure out how to solve it yourself,”

or they assign a team leader or someone else to accompany you (although senior management also just goes through the motions and does not genuinely devote the effort needed to help solve the problem).

Night work is defined as work after 5 p.m. For example, leaving at 5 p.m. to perform pest control until 8 p.m. counts as overtime.

If you finish at 5 p.m., rest for 2–3 hours, and return to the company to do pesticide spraying at 10 p.m., that counts as a night shift.

Whether night shifts stay under seven days is also a matter of luck; when staff are short, plenty of people end up working more than ten days of them.

After working at night, you must take compensatory time off the following morning, meaning you only need to report to work at noon the next day.

At present, the company generally implements a five-day workweek with two days off (public holidays marked in red on the calendar are also days off), using flexible-hours scheduling.

In other words, you may get two or three days off in a week (three when there happens to be a national holiday), but three consecutive days off cannot be scheduled.

Overtime is currently calculated according to the Labor Standards Act, but only based on the insured salary used for labor insurance,

for example, if your insured salary is 22,500: 22,500/240 × 1.33 or 1.66 (after two hours).

Because the one-fixed-day-off-and-one-flexible-rest-day system and national holidays are shifted, there is essentially no holiday overtime pay to claim.

Your days off still have to be scheduled around the work on hand—in other words, according to the needs of clients, coworkers, and company operations.

For example, a supervisor may suddenly tell you that you cannot take the day off, a client may suddenly ask to change the appointment time,

or a team leader or coworker may ask you to swap shifts with them. Often, if you do not show up, the work simply goes uncovered.

Pay consists of the basic salary + meal allowance + inexplicable bonuses + overtime pay (if any; I heard they plan to change it to a position of responsibility system),

minus your share of labor and health insurance premiums. Since the insured salary is low, the deduction is generally a little over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (for reference only).

Monthly earnings are generally between 30,000 and 40,000; only a few people earn over 40,000. You only get more money if you are promoted or take on a management position.

There is absolutely no system for promotions, management appointments, or salary increases; it all depends on the boss’s mood. Of course, on the surface, they will say there is a system.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance ratio (also judged by the boss, between 0.5 and 1).

The actual year-end bonus received is approximately 11,250–22,500 (based on a basic salary of 22,500). If you have worked for less than a year, it is calculated proportionally by month.

Bonuses for the three major festivals are not guaranteed. It could be just one box of pastries for everyone to share, or cash anywhere from 600 to 1,000.

Employee trips basically do not exist. If it is impossible to take three consecutive days off, how could there be an employee trip?

Department dinners only happen occasionally. If people eat too much, the boss may have complaints again, so some employees do not attend the dinners either.

What I find most laughable about this company is that it claims on 104 Job Bank to provide comprehensive training.

“Comprehensive training” means applying to the company and being casually handed over to a senior employee or a coworker who is about to leave.

They train you for 3–5 days, then leave you to deal with clients and pest control on your own (because turnover is so fast, there is no one to take over the territory).

Then, within the company, they claim that you tell people externally that you have three years of experience. Three days equals three years of experience—did you enter a time chamber?

In my view, pest-control work may look easy to get started in and enter, but without one or two years of training, it is difficult to become fully competent.

The job basically involves riding a company motorcycle or car to various restaurants or establishments to carry out cockroach and rodent control.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break. You clock in and out at the company.

You have to visit approximately 5–8 clients a day. This is not difficult for someone with pest-control experience, but because employee turnover is so high,

you often end up taking over a complete mess (a cockroach infestation exploding out of control or a severe rodent problem). Because the previous pest-control work was ineffective, the person taking over

may get chewed out over problems left behind by the previous employee. Reporting the issue to management often gets you a response like, “You should figure out how to solve it yourself,”

or they assign a team leader or someone else to accompany you (although senior management also just goes through the motions and does not genuinely devote the effort needed to help solve the problem).

Night work is defined as work after 5 p.m. For example, leaving at 5 p.m. to perform pest control until 8 p.m. counts as overtime.

If you finish at 5 p.m., rest for 2–3 hours, and return to the company to do pesticide spraying at 10 p.m., that counts as a night shift.

Whether night shifts stay under seven days is also a matter of luck; when staff are short, plenty of people end up working more than ten days of them.

After working at night, you must take compensatory time off the following morning, meaning you only need to report to work at noon the next day.

At present, the company generally implements a five-day workweek with two days off (public holidays marked in red on the calendar are also days off), using flexible-hours scheduling.

In other words, you may get two or three days off in a week (three when there happens to be a national holiday), but three consecutive days off cannot be scheduled.

Overtime is currently calculated according to the Labor Standards Act, but only based on the insured salary used for labor insurance,

for example, if your insured salary is 22,500: 22,500/240 × 1.33 or 1.66 (after two hours).

Because the one-fixed-day-off-and-one-flexible-rest-day system and national holidays are shifted, there is essentially no holiday overtime pay to claim.

Your days off still have to be scheduled around the work on hand—in other words, according to the needs of clients, coworkers, and company operations.

For example, a supervisor may suddenly tell you that you cannot take the day off, a client may suddenly ask to change the appointment time,

or a team leader or coworker may ask you to swap shifts with them. Often, if you do not show up, the work simply goes uncovered.

Pay consists of the basic salary + meal allowance + inexplicable bonuses + overtime pay (if any; I heard they plan to change it to a position of responsibility system),

minus your share of labor and health insurance premiums. Since the insured salary is low, the deduction is generally a little over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (for reference only).

Monthly earnings are generally between 30,000 and 40,000; only a few people earn over 40,000. You only get more money if you are promoted or take on a management position.

There is absolutely no system for promotions, management appointments, or salary increases; it all depends on the boss’s mood. Of course, on the surface, they will say there is a system.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance ratio (also judged by the boss, between 0.5 and 1).

The actual year-end bonus received is approximately 11,250–22,500 (based on a basic salary of 22,500). If you have worked for less than a year, it is calculated proportionally by month.

Bonuses for the three major festivals are not guaranteed. It could be just one box of pastries for everyone to share, or cash anywhere from 600 to 1,000.

Employee trips basically do not exist. If it is impossible to take three consecutive days off, how could there be an employee trip?

Department dinners only happen occasionally. If people eat too much, the boss may have complaints again, so some employees do not attend the dinners either.

What I find most laughable about this company is that it claims on 104 Job Bank to provide comprehensive training.

“Comprehensive training” means applying to the company and being casually handed over to a senior employee or a coworker who is about to leave.

They train you for 3–5 days, then leave you to deal with clients and pest control on your own (because turnover is so fast, there is no one to take over the territory).

Then, within the company, they claim that you tell people externally that you have three years of experience. Three days equals three years of experience—did you enter a time chamber?

In my view, pest-control work may look easy to get started in and enter, but without one or two years of training, it is difficult to become fully competent.

The job basically involves riding a company scooter or car to various restaurants or facilities to carry out cockroach and rodent control.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break. You clock in and out at the company office.

You generally have to visit around 5–8 clients a day. This is not difficult for people with pest-control experience, but because employee turnover is so rapid,

you often end up taking over a complete mess (a cockroach infestation or severe rodent problem). If the previous treatment was ineffective, the person taking over may get harshly blamed for problems left behind by the previous worker.

Reporting the issue to management often gets you a response that you should figure out how to solve it yourself, or they may send a team leader or someone else to assist (although senior management usually just makes a superficial visit and does not genuinely devote the time or effort needed to help resolve the problem).

“Night work” is defined as work after 5 p.m. For example, leaving at 5 p.m. to carry out pest control until 8 p.m. counts as overtime.

If you finish at 5 p.m., rest for 2–3 hours, then return to the company to carry out pesticide spraying at 10 p.m., that counts as a night shift.

Whether night shifts are limited to seven days is a matter of luck; when there is a staff shortage, plenty of people work more than ten days of them.

After working at night, you must take compensatory time off the following morning, meaning you only need to report to work at noon the next day.

At present, the company generally implements a two-day weekend (public holidays marked in red on the calendar are also days off) and uses flexible-hours scheduling.

In other words, you may get two or three days off in a week (three when there happens to be a public holiday), but three consecutive days off cannot be scheduled.

Overtime is currently calculated according to the Labor Standards Act, but only the insured basic salary used for Labor Insurance contributions is counted.

For example, if your insured basic salary is 22,500, the calculation is 22,500/240 × 1.33 or 1.66 (after two hours).

Because the “one fixed day off and one flexible rest day” system and public holidays are shifted, there is effectively no holiday overtime pay to claim.

Your days off still have to be scheduled around the work at hand—in other words, coordinated with clients, coworkers, and the company’s operations.

For example, a supervisor may suddenly instruct you not to take the day off, a client may suddenly ask to reschedule,

or a team leader or coworker may ask you to swap shifts. Often, if you do not show up, the work simply goes uncovered.

Pay consists of the basic salary + meal allowance + unexplained bonuses + overtime pay (if any; I heard they plan to change to a duty-based system),

minus some employee-paid Labor and Health Insurance contributions. Since the insured salary is low, the deduction is generally just over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (for reference only).

Monthly pay is generally between 30,000 and 40,000. Only a small number of people earn more than 40,000; you get more money only if you are promoted or take on a management role.

There is absolutely no system for promotions, taking on management roles, or pay raises; it depends entirely on the boss’s mood. Of course, on the surface, they will always say there is a system.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance ratio (also judged by the boss, between 0.5 and 1).

The actual year-end bonus is approximately 11,250–22,500 (based on a basic salary of 22,500); if you have worked for less than a year, it is prorated by month.

Bonuses for the three major holidays are not guaranteed. They may be nothing more than a box of snacks for everyone to share, or cash ranging from 600 to 1,000.

Company trips basically do not exist. If taking three consecutive days off is impossible, how could there be a company trip?

Department dinners only happen occasionally, and if people eat too much, the boss may complain again, so some employees do not attend the dinners.

What I find most ridiculous about this company is that it claims on 104 that it provides comprehensive training.

“Comprehensive training” means applying to the company, being casually handed over to a senior employee or a coworker who is about to leave,

being trained for 3–5 days, and then being sent out to handle clients and pest control on your own (because turnover is so fast that no one is available to take over the area).

Then, inside the company, they claim that they tell people outside that you have three years of experience. Three days equals three years of experience—is this a time machine?

In my view, pest-control work may look easy to enter and get started in, but without one or two years of training, it is difficult to become fully competent.

The job basically involves riding a company scooter or car to various restaurants or facilities to carry out cockroach and rodent control.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break. You clock in and out at the company office.

You generally have to visit around 5–8 clients a day. This is not difficult for people with pest-control experience, but because employee turnover is so rapid,

you often end up taking over a complete mess (a cockroach infestation or severe rodent problem). If the previous treatment was ineffective, the person taking over may get harshly blamed for problems left behind by the previous worker.

Reporting the issue to management often gets you a response that you should figure out how to solve it yourself, or they may send a team leader or someone else to assist (although senior management usually just makes a superficial visit and does not genuinely devote the time or effort needed to help resolve the problem).

“Night work” is defined as work after 5 p.m. For example, leaving at 5 p.m. to carry out pest control until 8 p.m. counts as overtime.

If you finish at 5 p.m., rest for 2–3 hours, then return to the company to carry out pesticide spraying at 10 p.m., that counts as a night shift.

Whether night shifts are limited to seven days is a matter of luck; when there is a staff shortage, plenty of people work more than ten days of them.

After working at night, you must take compensatory time off the following morning, meaning you only need to report to work at noon the next day.

At present, the company generally implements a two-day weekend (public holidays marked in red on the calendar are also days off) and uses flexible-hours scheduling.

In other words, you may get two or three days off in a week (three when there happens to be a public holiday), but three consecutive days off cannot be scheduled.

Overtime is currently calculated according to the Labor Standards Act, but only the insured basic salary used for Labor Insurance contributions is counted.

For example, if your insured basic salary is 22,500, the calculation is 22,500/240 × 1.33 or 1.66 (after two hours).

Because the “one fixed day off and one flexible rest day” system and public holidays are shifted, there is effectively no holiday overtime pay to claim.

Your days off still have to be scheduled around the work at hand—in other words, coordinated with clients, coworkers, and the company’s operations.

For example, a supervisor may suddenly instruct you not to take the day off, a client may suddenly ask to reschedule,

or a team leader or coworker may ask you to swap shifts. Often, if you do not show up, the work simply goes uncovered.

Pay consists of the basic salary + meal allowance + unexplained bonuses + overtime pay (if any; I heard they plan to change to a duty-based system),

minus some employee-paid Labor and Health Insurance contributions. Since the insured salary is low, the deduction is generally just over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (for reference only).

Monthly pay is generally between 30,000 and 40,000. Only a small number of people earn more than 40,000; you get more money only if you are promoted or take on a management role.

There is absolutely no system for promotions, taking on management roles, or pay raises; it depends entirely on the boss’s mood. Of course, on the surface, they will always say there is a system.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance ratio (also judged by the boss, between 0.5 and 1).

The actual year-end bonus is approximately 11,250–22,500 (based on a basic salary of 22,500); if you have worked for less than a year, it is prorated by month.

Bonuses for the three major holidays are not guaranteed. They may be nothing more than a box of snacks for everyone to share, or cash ranging from 600 to 1,000.

Company trips basically do not exist. If taking three consecutive days off is impossible, how could there be a company trip?

Department dinners only happen occasionally, and if people eat too much, the boss may complain again, so some employees do not attend the dinners.

What I find most ridiculous about this company is that it claims on 104 that it provides comprehensive training.

“Comprehensive training” means applying to the company, being casually handed over to a senior employee or a coworker who is about to leave,

being trained for 3–5 days, and then being sent out to handle clients and pest control on your own (because turnover is so fast that no one is available to take over the area).

Then, inside the company, they claim that they tell people outside that you have three years of experience. Three days equals three years of experience—is this a time machine?

In my view, pest-control work may look easy to enter and get started in, but without one or two years of training, it is difficult to become fully competent.

The job basically involves riding a company motorcycle or car to various restaurants or locations to carry out cockroach and rodent control.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break. You clock in and out at the company.

You typically visit around 5–8 clients a day. This is not difficult for people with pest-control experience, but because employee turnover is too high,

you often end up taking over a mess (a cockroach explosion or severe rodent infestation). Since the previous pest-control work was ineffective, the successor

may get chewed out because of problems left by the previous person. Reporting this to management often gets you responses such as, “You should figure out how to solve it yourself,”

or they will assign a team leader or someone else to accompany you (although senior management also just makes a superficial appearance and does not genuinely put in the effort to help resolve the issue).

Night work is defined as work after 5 p.m. For example, leaving at 5 p.m. to perform pest control until 8 p.m. counts as overtime.

After finishing at 5 p.m., resting for 2–3 hours, and returning to the company to carry out pesticide spraying at 10 p.m. counts as a night shift.

Whether night shifts are limited to no more than seven days is a matter of luck; when there is a staff shortage, plenty of people work more than ten days.

After working at night, you must take compensatory time off the following morning, meaning you only need to start work at noon the next day.

Currently, the company generally implements a two-day weekly rest system (public holidays marked in red on the calendar are also days off), with flexible-hours scheduling.

That means you may be given two or three days off in a week (three if there happens to be a national holiday), but you cannot be scheduled for three consecutive days off.

Overtime is currently calculated according to the Labor Standards Act, but only based on the insured base salary for labor insurance.

For example, if your insured base salary is 22,500: 22,500/240 × 1.33 or 1.66 (after two hours).

Because the “one fixed day off and one flexible rest day” system and national holidays are shifted, there is basically no holiday overtime pay to collect.

Your days off still have to be scheduled according to the work at hand—in other words, in coordination with clients, colleagues, and company operations.

For example, a supervisor may suddenly instruct you not to take the day off, a client may suddenly ask to change the appointment,

or a team leader or colleague may ask you to switch shifts with them. Often, if you do not show up, the work simply goes uncovered.

Pay consists of the basic base salary + meal allowance + inexplicable bonuses + overtime pay (if any; I heard they may change to a responsibility-based system),

minus employee-paid labor and health insurance contributions. Since the insured salary is low, the deduction is generally just over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (calculation for reference only).

Monthly pay is generally between 30,000 and 40,000; only a few people earn more than 40,000. You only get more money if you are promoted or take on a management position.

There is absolutely no system for promotions, management appointments, or pay raises; everything depends on the boss’s mood. Of course, outwardly, the boss will say there is a system.

The year-end bonus is also calculated based on the base salary, multiplied by a performance ratio (also determined by the boss, between 0.5 and 1).

The actual year-end bonus received is approximately 11,250–22,500 (calculated using a base salary of 22,500); if you have worked for less than a year, it is further calculated proportionally by month.

Bonuses for the three major holidays are not guaranteed. It could be just one box of pastries for everyone to share, or cash anywhere from 600 to 1,000.

Employee trips basically do not exist. If it is impossible even to take three consecutive days off, how could there be an employee trip?

Department dinners only happen occasionally, but if people eat too much, the boss may complain again, so some employees do not attend the dinners.

What I find most ridiculous about this company is that it claims on 104 that it provides comprehensive training.

“Comprehensive training” means joining the company and being casually handed over to a senior employee or a colleague who is about to leave.

They train you for 3–5 days, then let you handle clients and pest control on your own (because turnover is so fast, no one is available to take over the area).

Then, within the company, they claim that you tell people outside that you have three years of experience. Three days equals three years of experience—is this a time machine?

In my view, pest-control work may seem easy to enter, but without one or two years of training, it is difficult to become fully competent.

The job basically involves riding a company motorcycle or car to various restaurants or locations to carry out cockroach and rodent control.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break. You clock in and out at the company.

You typically visit around 5–8 clients a day. This is not difficult for people with pest-control experience, but because employee turnover is too high,

you often end up taking over a mess (a cockroach explosion or severe rodent infestation). Since the previous pest-control work was ineffective, the successor

may get chewed out because of problems left by the previous person. Reporting this to management often gets you responses such as, “You should figure out how to solve it yourself,”

or they will assign a team leader or someone else to accompany you (although senior management also just makes a superficial appearance and does not genuinely put in the effort to help resolve the issue).

Night work is defined as work after 5 p.m. For example, leaving at 5 p.m. to perform pest control until 8 p.m. counts as overtime.

After finishing at 5 p.m., resting for 2–3 hours, and returning to the company to carry out pesticide spraying at 10 p.m. counts as a night shift.

Whether night shifts are limited to no more than seven days is a matter of luck; when there is a staff shortage, plenty of people work more than ten days.

After working at night, you must take compensatory time off the following morning, meaning you only need to start work at noon the next day.

Currently, the company generally implements a two-day weekly rest system (public holidays marked in red on the calendar are also days off), with flexible-hours scheduling.

That means you may be given two or three days off in a week (three if there happens to be a national holiday), but you cannot be scheduled for three consecutive days off.

Overtime is currently calculated according to the Labor Standards Act, but only based on the insured base salary for labor insurance.

For example, if your insured base salary is 22,500: 22,500/240 × 1.33 or 1.66 (after two hours).

Because the “one fixed day off and one flexible rest day” system and national holidays are shifted, there is basically no holiday overtime pay to collect.

Your days off still have to be scheduled according to the work at hand—in other words, in coordination with clients, colleagues, and company operations.

For example, a supervisor may suddenly instruct you not to take the day off, a client may suddenly ask to change the appointment,

or a team leader or colleague may ask you to switch shifts with them. Often, if you do not show up, the work simply goes uncovered.

Pay consists of the basic base salary + meal allowance + inexplicable bonuses + overtime pay (if any; I heard they may change to a responsibility-based system),

minus employee-paid labor and health insurance contributions. Since the insured salary is low, the deduction is generally just over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (calculation for reference only).

Monthly pay is generally between 30,000 and 40,000; only a few people earn more than 40,000. You only get more money if you are promoted or take on a management position.

There is absolutely no system for promotions, management appointments, or pay raises; everything depends on the boss’s mood. Of course, outwardly, the boss will say there is a system.

The year-end bonus is also calculated based on the base salary, multiplied by a performance ratio (also determined by the boss, between 0.5 and 1).

The actual year-end bonus received is approximately 11,250–22,500 (calculated using a base salary of 22,500); if you have worked for less than a year, it is further calculated proportionally by month.

Bonuses for the three major holidays are not guaranteed. It could be just one box of pastries for everyone to share, or cash anywhere from 600 to 1,000.

Employee trips basically do not exist. If it is impossible even to take three consecutive days off, how could there be an employee trip?

Department dinners only happen occasionally, but if people eat too much, the boss may complain again, so some employees do not attend the dinners.

What I find most ridiculous about this company is that it claims on 104 that it provides comprehensive training.

“Comprehensive training” means joining the company and being casually handed over to a senior employee or a colleague who is about to leave.

They train you for 3–5 days, then let you handle clients and pest control on your own (because turnover is so fast, no one is available to take over the area).

Then, within the company, they claim that you tell people outside that you have three years of experience. Three days equals three years of experience—is this a time machine?

In my view, pest-control work may seem easy to enter, but without one or two years of training, it is difficult to become fully competent.

The job basically involves riding a company motorcycle or car to various restaurants or other establishments to control cockroaches and rats.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break. You clock in and out at the company.

You visit approximately 5–8 clients a day. This is not difficult for people with pest-control experience, but because employee turnover is so high,

you often end up taking over a mess (a cockroach infestation or severe rodent problem). Because the previous treatment was ineffective, the person taking over

may get chewed out over problems left behind by the previous worker. Reporting problems to management often gets you the response that you should figure out how to solve them yourself,

or they will assign a team leader or someone else to accompany you (although senior management usually just makes a perfunctory visit and does not genuinely have the time or inclination to help resolve the issue).

Night work is defined as work after 5 p.m. For example, leaving at 5 p.m. to perform pest control until 8 p.m. counts as overtime.

After finishing at 5 p.m., you may rest for 2–3 hours and then return to the company to carry out spraying work at 10 p.m.; this counts as a night shift.

Whether night shifts stay under seven days is a matter of luck. When there is a staff shortage, plenty of people end up working more than ten night shifts.

After night work, you must take compensatory time off the following morning, meaning you only need to start work at noon the next day.

At present, the company generally implements a five-day workweek with two days off (public holidays marked in red on the calendar are also off), using flexible scheduling.

That means you may get two or three days off in a week (three if there happens to be a public holiday), but you cannot be scheduled for three consecutive days off.

Overtime is currently calculated according to the Labor Standards Act, but only based on the insured salary used for labor insurance contributions.

For example, if your insured salary is 22,500: 22,500/240 × 1.33, or 1.66 (after two hours).

Because the one-fixed-day-off-and-one-flexible-rest-day system and public holidays are shifted around, there is essentially no holiday overtime pay to claim.

Your days off still have to be scheduled around the work at hand—in other words, coordinated with clients, coworkers, and company operations.

For example, a supervisor may suddenly instruct you not to take the day off, a client may suddenly ask to change the appointment time,

or a team leader or coworker may ask you to swap shifts. Often, if you do not show up, the work simply goes uncovered.

Pay consists of the basic salary + meal allowance + unexplained bonuses + overtime pay (if any; I heard they may change it to a responsibility-based system),

minus employee contributions to labor and health insurance. Since the insured salary is low, the deductions are generally just over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (for reference only).

Monthly pay is generally between 30,000 and 40,000. Only a small number of people earn over 40,000; you only get more money if you are promoted or take on a management position.

There is absolutely no system for promotions, management appointments, or pay raises; it all depends on the boss’s mood. Of course, outwardly, the boss will say there is a system.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance ratio (also judged by the boss, between 0.5 and 1).

The actual year-end bonus is approximately 11,250–22,500 (calculated using a basic salary of 22,500). If you have worked for less than a year, it is prorated by month.

Bonuses for the three traditional festivals are not guaranteed. They may be nothing more than a box of snacks for everyone to share, or cash anywhere from 600 to 1,000.

Employee trips basically do not exist. If it is impossible even to take three consecutive days off, how could there be an employee trip?

Department dinners only happen occasionally. If the company spends too much, the boss may complain again, so some employees do not attend the dinners.

What I find most ridiculous about this company is that it claims on 104 that it provides comprehensive training.

The “comprehensive training” consists of applying to the company, being casually handed over to a senior employee or a colleague who is about to leave,

being trained for 3–5 days, and then being sent out to deal with clients and perform pest control on your own (because turnover is so high, there is no one to cover the area).

Then the company claims externally that you have three years of experience. Three days equals three years of experience—is this a time-travel chamber?

In my view, pest-control work may look easy to enter, but without one to two years of training, it is difficult to become fully competent.

The job basically involves riding a company motorcycle or car to various restaurants or other establishments to control cockroaches and rats.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break. You clock in and out at the company.

You visit approximately 5–8 clients a day. This is not difficult for people with pest-control experience, but because employee turnover is so high,

you often end up taking over a mess (a cockroach infestation or severe rodent problem). Because the previous treatment was ineffective, the person taking over

may get chewed out over problems left behind by the previous worker. Reporting problems to management often gets you the response that you should figure out how to solve them yourself,

or they will assign a team leader or someone else to accompany you (although senior management usually just makes a perfunctory visit and does not genuinely have the time or inclination to help resolve the issue).

Night work is defined as work after 5 p.m. For example, leaving at 5 p.m. to perform pest control until 8 p.m. counts as overtime.

After finishing at 5 p.m., you may rest for 2–3 hours and then return to the company to carry out spraying work at 10 p.m.; this counts as a night shift.

Whether night shifts stay under seven days is a matter of luck. When there is a staff shortage, plenty of people end up working more than ten night shifts.

After night work, you must take compensatory time off the following morning, meaning you only need to start work at noon the next day.

At present, the company generally implements a five-day workweek with two days off (public holidays marked in red on the calendar are also off), using flexible scheduling.

That means you may get two or three days off in a week (three if there happens to be a public holiday), but you cannot be scheduled for three consecutive days off.

Overtime is currently calculated according to the Labor Standards Act, but only based on the insured salary used for labor insurance contributions.

For example, if your insured salary is 22,500: 22,500/240 × 1.33, or 1.66 (after two hours).

Because the one-fixed-day-off-and-one-flexible-rest-day system and public holidays are shifted around, there is essentially no holiday overtime pay to claim.

Your days off still have to be scheduled around the work at hand—in other words, coordinated with clients, coworkers, and company operations.

For example, a supervisor may suddenly instruct you not to take the day off, a client may suddenly ask to change the appointment time,

or a team leader or coworker may ask you to swap shifts. Often, if you do not show up, the work simply goes uncovered.

Pay consists of the basic salary + meal allowance + unexplained bonuses + overtime pay (if any; I heard they may change it to a responsibility-based system),

minus employee contributions to labor and health insurance. Since the insured salary is low, the deductions are generally just over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (for reference only).

Monthly pay is generally between 30,000 and 40,000. Only a small number of people earn over 40,000; you only get more money if you are promoted or take on a management position.

There is absolutely no system for promotions, management appointments, or pay raises; it all depends on the boss’s mood. Of course, outwardly, the boss will say there is a system.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance ratio (also judged by the boss, between 0.5 and 1).

The actual year-end bonus is approximately 11,250–22,500 (calculated using a basic salary of 22,500). If you have worked for less than a year, it is prorated by month.

Bonuses for the three traditional festivals are not guaranteed. They may be nothing more than a box of snacks for everyone to share, or cash anywhere from 600 to 1,000.

Employee trips basically do not exist. If it is impossible even to take three consecutive days off, how could there be an employee trip?

Department dinners only happen occasionally. If the company spends too much, the boss may complain again, so some employees do not attend the dinners.

What I find most ridiculous about this company is that it claims on 104 that it provides comprehensive training.

The “comprehensive training” consists of applying to the company, being casually handed over to a senior employee or a colleague who is about to leave,

being trained for 3–5 days, and then being sent out to deal with clients and perform pest control on your own (because turnover is so high, there is no one to cover the area).

Then the company claims externally that you have three years of experience. Three days equals three years of experience—is this a time-travel chamber?

In my view, pest-control work may look easy to enter, but without one to two years of training, it is difficult to become fully competent.

The job basically involves riding a company motorcycle or car to various restaurants or locations to carry out cockroach and rodent control.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break. You clock in and out at the company office.

You have to visit approximately 5–8 clients a day. This is not difficult for people with pest-control experience, but because employee turnover is so high,

you often end up taking over a complete mess (a cockroach infestation or severe rodent problem). Since the previous pest-control work was ineffective, the person taking over

may get harshly blamed for problems left by the previous worker. Reporting the issue to management often gets you a response like, “You should figure out how to solve it yourself,”

or they send a team leader or someone else to accompany you (although senior management also just goes through the motions and does not genuinely put in the effort to help resolve the problem).

Night work is defined as work after 5 p.m. For example, leaving at 5 p.m. to perform pest control until 8 p.m. counts as overtime.

After finishing at 5 p.m., you may rest for 2–3 hours and then return to the company to carry out pesticide spraying at 10 p.m.; this counts as a night shift.

Whether night shifts stay under seven days is a matter of luck. When there is a staff shortage, plenty of people end up working more than ten night shifts.

After working at night, you must take compensatory time off the following morning, meaning you only need to start work at noon the next day.

At present, the company generally operates on a five-day workweek with two days off (public holidays in the same month are also off), using a flexible-hours scheduling system.

That means you may get two or three days off in a week (three if there happens to be a public holiday), but you cannot be scheduled for three consecutive days off.

Overtime is currently calculated according to the Labor Standards Act, but only based on the insured salary used for labor insurance contributions.

For example, if your insured salary is 22,500: 22,500/240 × 1.33, or 1.66 (after two hours).

Because the one-fixed-day-off-and-one-flexible-rest-day system and public holidays are shifted around, there is basically no overtime pay for working on scheduled days off to claim.

Your days off still have to be scheduled according to the work at hand—in other words, according to the needs of clients, coworkers, and company operations.

For example, a supervisor may suddenly instruct you not to take the day off, a client may suddenly change the appointment time,

or a team leader or coworker may ask you to swap shifts. Often, if you do not show up, the work simply goes uncovered.

Pay consists of the basic salary + meal allowance + unexplained bonuses + overtime pay (if any; I heard they may switch to a responsibility-based system),

minus your employee-paid labor and health insurance contributions. Since the insured salary is low, the deduction is generally a little over 1,000.

An example calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (for reference only).

Monthly earnings are generally between 30,000 and 40,000, with only a few people earning over 40,000. You only get more money after being promoted or taking on a management position.

There is absolutely no system for promotions, management appointments, or salary increases; everything depends on the boss’s mood. Naturally, the boss will claim that there is a system.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance percentage (also judged solely by the boss, between 0.5 and 1).

The actual year-end bonus is approximately 11,250–22,500 (based on a basic salary of 22,500). If you have worked for less than a year, it is calculated proportionally by month.

The three-festival bonuses are not guaranteed. They may consist of just one box of pastries for everyone to share, or cash of 600–1,000.

Employee trips basically do not exist. If a workplace cannot even give you three consecutive days off, could it possibly have employee trips?

Department dinners only happen occasionally. However, if people eat too much, the boss may complain again, so some employees do not attend the dinners.

What I find most laughable about this company is that it claims on 104 Job Bank to provide comprehensive training.

The “comprehensive training” consists of applying to the company, being casually handed over to a senior employee or a coworker who is about to leave,

being trained for 3–5 days, and then being left to deal with clients and pest-control work on your own (because turnover is so fast, there is no one to take over the assigned areas).

Then, internally, the company claims and tells outsiders that you have three years of experience. Three days equals three years of experience—is this a time chamber?

In my view, pest-control work may look easy to enter, but without 1–2 years of training, it is difficult to become fully qualified.

The job basically involves riding a company motorcycle or car to various restaurants or locations to carry out cockroach and rodent control.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break. You clock in and out at the company office.

You have to visit approximately 5–8 clients a day. This is not difficult for people with pest-control experience, but because employee turnover is so high,

you often end up taking over a complete mess (a cockroach infestation or severe rodent problem). Since the previous pest-control work was ineffective, the person taking over

may get harshly blamed for problems left by the previous worker. Reporting the issue to management often gets you a response like, “You should figure out how to solve it yourself,”

or they send a team leader or someone else to accompany you (although senior management also just goes through the motions and does not genuinely put in the effort to help resolve the problem).

Night work is defined as work after 5 p.m. For example, leaving at 5 p.m. to perform pest control until 8 p.m. counts as overtime.

After finishing at 5 p.m., you may rest for 2–3 hours and then return to the company to carry out pesticide spraying at 10 p.m.; this counts as a night shift.

Whether night shifts stay under seven days is a matter of luck. When there is a staff shortage, plenty of people end up working more than ten night shifts.

After working at night, you must take compensatory time off the following morning, meaning you only need to start work at noon the next day.

At present, the company generally operates on a five-day workweek with two days off (public holidays in the same month are also off), using a flexible-hours scheduling system.

That means you may get two or three days off in a week (three if there happens to be a public holiday), but you cannot be scheduled for three consecutive days off.

Overtime is currently calculated according to the Labor Standards Act, but only based on the insured salary used for labor insurance contributions.

For example, if your insured salary is 22,500: 22,500/240 × 1.33, or 1.66 (after two hours).

Because the one-fixed-day-off-and-one-flexible-rest-day system and public holidays are shifted around, there is basically no overtime pay for working on scheduled days off to claim.

Your days off still have to be scheduled according to the work at hand—in other words, according to the needs of clients, coworkers, and company operations.

For example, a supervisor may suddenly instruct you not to take the day off, a client may suddenly change the appointment time,

or a team leader or coworker may ask you to swap shifts. Often, if you do not show up, the work simply goes uncovered.

Pay consists of the basic salary + meal allowance + unexplained bonuses + overtime pay (if any; I heard they may switch to a responsibility-based system),

minus your employee-paid labor and health insurance contributions. Since the insured salary is low, the deduction is generally a little over 1,000.

An example calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (for reference only).

Monthly earnings are generally between 30,000 and 40,000, with only a few people earning over 40,000. You only get more money after being promoted or taking on a management position.

There is absolutely no system for promotions, management appointments, or salary increases; everything depends on the boss’s mood. Naturally, the boss will claim that there is a system.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance percentage (also judged solely by the boss, between 0.5 and 1).

The actual year-end bonus is approximately 11,250–22,500 (based on a basic salary of 22,500). If you have worked for less than a year, it is calculated proportionally by month.

The three-festival bonuses are not guaranteed. They may consist of just one box of pastries for everyone to share, or cash of 600–1,000.

Employee trips basically do not exist. If a workplace cannot even give you three consecutive days off, could it possibly have employee trips?

Department dinners only happen occasionally. However, if people eat too much, the boss may complain again, so some employees do not attend the dinners.

What I find most laughable about this company is that it claims on 104 Job Bank to provide comprehensive training.

The “comprehensive training” consists of applying to the company, being casually handed over to a senior employee or a coworker who is about to leave,

being trained for 3–5 days, and then being left to deal with clients and pest-control work on your own (because turnover is so fast, there is no one to take over the assigned areas).

Then, internally, the company claims and tells outsiders that you have three years of experience. Three days equals three years of experience—is this a time chamber?

In my view, pest-control work may look easy to enter, but without 1–2 years of training, it is difficult to become fully qualified.

The work basically consists of riding a company scooter or driving a company car to various restaurants or establishments to carry out cockroach and rodent control.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break), and you clock in and out at the company office.

You visit approximately 5–8 clients a day. This is not difficult for people with pest-control experience, but because employee turnover is so high,

you often end up taking over messes left behind by others (cockroach infestations or severe rodent problems). When the previous pest-control efforts at a business were ineffective, the person taking over

may get severely chewed out for problems left by their predecessor. Reporting the issue to management often gets you a response that you should figure out how to solve it yourself,

or they may send a team leader or someone else to accompany you (although upper management usually just makes a superficial visit and does not genuinely devote the effort needed to help resolve the problem).

“Night work” is defined as work after 5 p.m. For example, leaving at 5 p.m. to perform pest control until 8 p.m. counts as overtime.

If you finish at 5 p.m., rest for 2–3 hours, and return to the company to do pesticide spraying at 10 p.m., that counts as a night shift.

Whether night shifts stay under seven days depends on your luck; when staff are short, plenty of people end up doing more than ten days.

After night work, you must take compensatory time off the following morning, meaning you only need to report to work at noon the next day.

At present, the company generally implements a five-day workweek with two days off (public holidays marked in red on the calendar are also days off), using flexible-hour scheduling.

In other words, you get two or three days off per week (three when a public holiday happens to fall in the schedule), but three consecutive days off cannot be scheduled.

Overtime is currently calculated according to the Labor Standards Act, but only based on the insured salary used for labor insurance calculations.

For example, if your insured salary is 22,500: 22,500/240 × 1.33 or 1.66 (after two hours).

Because the “one regular day off and one flexible rest day” system and public holidays are shifted around, there is essentially no overtime pay for working on days off to claim.

Time off still has to be arranged according to the work at hand—in other words, based on the schedules of clients, coworkers, and the company.

For example, a supervisor may suddenly instruct you not to take the day off, a client may suddenly ask to change the appointment time,

or a team leader or coworker may ask you to swap shifts. Often, if you do not show up, the work simply goes uncovered.

Pay consists of the basic salary + meal allowance + unexplained bonuses + overtime pay (if applicable; I heard they may change to a responsibility-based system),

minus employee-paid portions of labor and health insurance. Since the insured salary is low, the deductions are generally just over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (for reference only).

Monthly pay is generally between 30,000 and 40,000. Only a few people earn more than 40,000; you only get more money if you are promoted or take on a supervisory role.

There is absolutely no system for promotions, taking on management roles, or salary increases; it all depends on the boss’s mood. Of course, on the surface, they will say there is a system.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance percentage (also determined by the boss, between 0.5 and 1).

The actual year-end bonus received is approximately 11,250–22,500 (calculated using a basic salary of 22,500); if you have worked for less than a year, it is further prorated by month.

Bonuses for the three major holidays are not guaranteed. They could be just one box of cookies for everyone to share, or cash ranging from 600 to 1,000.

Employee trips basically do not exist. If it is impossible to take three consecutive days off, could there really be an employee trip?

Department dinners only happen occasionally. If people eat too much, the boss may complain again, so some employees do not attend the dinners.

What I find most laughable about this company is that it claims on 104 Job Bank to provide “comprehensive training.”

The “comprehensive training” consists of joining the company and being casually handed over to a senior employee or a coworker who is about to leave,

who trains you for 3–5 days and then sends you out to deal with clients and perform pest control on your own (because turnover is so high, no one is available to take over the territory).

Then, inside the company, they claim that they tell people outside that you have three years of experience. Three days equals three years of experience—is this a time chamber?

In my view, vector-control work may seem easy to enter, but without one or two years of training, it is difficult to become fully qualified.

The work basically consists of riding a company scooter or driving a company car to various restaurants or establishments to carry out cockroach and rodent control.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break), and you clock in and out at the company office.

You visit approximately 5–8 clients a day. This is not difficult for people with pest-control experience, but because employee turnover is so high,

you often end up taking over messes left behind by others (cockroach infestations or severe rodent problems). When the previous pest-control efforts at a business were ineffective, the person taking over

may get severely chewed out for problems left by their predecessor. Reporting the issue to management often gets you a response that you should figure out how to solve it yourself,

or they may send a team leader or someone else to accompany you (although upper management usually just makes a superficial visit and does not genuinely devote the effort needed to help resolve the problem).

“Night work” is defined as work after 5 p.m. For example, leaving at 5 p.m. to perform pest control until 8 p.m. counts as overtime.

If you finish at 5 p.m., rest for 2–3 hours, and return to the company to do pesticide spraying at 10 p.m., that counts as a night shift.

Whether night shifts stay under seven days depends on your luck; when staff are short, plenty of people end up doing more than ten days.

After night work, you must take compensatory time off the following morning, meaning you only need to report to work at noon the next day.

At present, the company generally implements a five-day workweek with two days off (public holidays marked in red on the calendar are also days off), using flexible-hour scheduling.

In other words, you get two or three days off per week (three when a public holiday happens to fall in the schedule), but three consecutive days off cannot be scheduled.

Overtime is currently calculated according to the Labor Standards Act, but only based on the insured salary used for labor insurance calculations.

For example, if your insured salary is 22,500: 22,500/240 × 1.33 or 1.66 (after two hours).

Because the “one regular day off and one flexible rest day” system and public holidays are shifted around, there is essentially no overtime pay for working on days off to claim.

Time off still has to be arranged according to the work at hand—in other words, based on the schedules of clients, coworkers, and the company.

For example, a supervisor may suddenly instruct you not to take the day off, a client may suddenly ask to change the appointment time,

or a team leader or coworker may ask you to swap shifts. Often, if you do not show up, the work simply goes uncovered.

Pay consists of the basic salary + meal allowance + unexplained bonuses + overtime pay (if applicable; I heard they may change to a responsibility-based system),

minus employee-paid portions of labor and health insurance. Since the insured salary is low, the deductions are generally just over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (for reference only).

Monthly pay is generally between 30,000 and 40,000. Only a few people earn more than 40,000; you only get more money if you are promoted or take on a supervisory role.

There is absolutely no system for promotions, taking on management roles, or salary increases; it all depends on the boss’s mood. Of course, on the surface, they will say there is a system.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance percentage (also determined by the boss, between 0.5 and 1).

The actual year-end bonus received is approximately 11,250–22,500 (calculated using a basic salary of 22,500); if you have worked for less than a year, it is further prorated by month.

Bonuses for the three major holidays are not guaranteed. They could be just one box of cookies for everyone to share, or cash ranging from 600 to 1,000.

Employee trips basically do not exist. If it is impossible to take three consecutive days off, could there really be an employee trip?

Department dinners only happen occasionally. If people eat too much, the boss may complain again, so some employees do not attend the dinners.

What I find most laughable about this company is that it claims on 104 Job Bank to provide “comprehensive training.”

The “comprehensive training” consists of joining the company and being casually handed over to a senior employee or a coworker who is about to leave,

who trains you for 3–5 days and then sends you out to deal with clients and perform pest control on your own (because turnover is so high, no one is available to take over the territory).

Then, inside the company, they claim that they tell people outside that you have three years of experience. Three days equals three years of experience—is this a time chamber?

In my view, vector-control work may seem easy to enter, but without one or two years of training, it is difficult to become fully qualified.

The work basically consists of riding a company motorcycle or car to various restaurants or locations to control cockroaches and rats.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break. You clock in and out at the company.

You have to visit approximately 5–8 clients per day. This is not difficult for people with pest-control experience, but because employee turnover is so high,

you often inherit a complete mess (a cockroach infestation or severe rodent problem). When the previous pest-control work was ineffective, the person taking over

may get severely blamed for problems left by the previous employee. Reporting the issue to management often results in being told that you should figure out how to solve it yourself,

or that a team leader or someone else will be assigned to accompany you (although senior management usually just goes through the motions and does not genuinely devote the effort needed to help resolve the issue).

Night work is defined as work after 5 p.m. For example, leaving at 5 p.m. to perform pest control until 8 p.m. counts as overtime.

Finishing at 5 p.m., resting for 2–3 hours, and returning to the company to do pesticide spraying at 10 p.m. counts as a night shift.

Whether night shifts stay under seven days is a matter of luck; when there is a staff shortage, many people work more than ten night shifts.

After working at night, you must take compensatory leave the following morning, meaning you can start work at noon the next day.

At present, the company generally implements a two-day weekly rest system (public holidays marked in red on the calendar are also days off) with flexible scheduling.

In other words, you may get two or three days off in a week (three when a public holiday happens to fall that week), but three consecutive days off cannot be scheduled.

Overtime is currently calculated according to the Labor Standards Act, but only based on the insured salary used for labor insurance.

For example, if your insured salary is 22,500: 22,500/240 × 1.33, or 1.66 (after two hours).

Because the “one regular day off and one rest day” system and public holidays are shifted, there is essentially no holiday overtime pay to claim.

Days off still have to be scheduled around the work on hand—in other words, coordinated with clients, coworkers, and the company’s operations.

For example, a supervisor may suddenly instruct you not to take your scheduled day off, a client may suddenly ask to change the appointment time,

or a team leader or coworker may ask you to switch shifts with them. Often, if you do not show up, the work simply goes uncovered.

Pay consists of the basic salary + meal allowance + unexplained bonuses + overtime pay (if any; I heard they may change to a responsibility-based system),

minus various employee-paid labor and health insurance contributions. Since the insured salary is low, the deductions are generally just over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (for reference only).

Monthly income is generally between 30,000 and 40,000, with only a few people earning more than 40,000. You only get more money after being promoted or taking on a supervisory role.

There is absolutely no system for promotions, becoming a supervisor, or pay raises; it depends entirely on the boss’s mood. Of course, outwardly, the boss will say that there is a system.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance ratio (also determined by the boss, ranging from 0.5 to 1).

The actual year-end bonus is approximately 11,250–22,500 (based on a basic salary of 22,500); if you have worked for less than a year, it is calculated proportionally by month.

Bonuses for the three major holidays are not guaranteed. They may consist of just one box of pastries for everyone to share, or cash ranging from 600 to 1,000.

Employee trips basically do not exist. If it is impossible to take three consecutive days off, how could there be an employee trip?

Department dinners only happen occasionally, and if people eat too much, the boss may complain again, so some employees do not attend the dinners.

What I find most ridiculous about this company is that it claims on 104 Job Bank to provide comprehensive training.

The “comprehensive training” consists of applying to the company and being casually handed over to a senior employee or a colleague who is about to leave,

who trains you for 3–5 days, after which you are left to deal with clients and pest control on your own (because turnover is so high that no one is available to take over the assigned areas).

Then the company tells people externally that you have three years of experience. Three days equal three years of experience—did you enter a time chamber?

In my view, pest-control work may seem easy to enter, but without 1–2 years of training, it is difficult to become fully competent.

The work basically consists of riding a company motorcycle or car to various restaurants or locations to control cockroaches and rats.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break. You clock in and out at the company.

You have to visit approximately 5–8 clients per day. This is not difficult for people with pest-control experience, but because employee turnover is so high,

you often inherit a complete mess (a cockroach infestation or severe rodent problem). When the previous pest-control work was ineffective, the person taking over

may get severely blamed for problems left by the previous employee. Reporting the issue to management often results in being told that you should figure out how to solve it yourself,

or that a team leader or someone else will be assigned to accompany you (although senior management usually just goes through the motions and does not genuinely devote the effort needed to help resolve the issue).

Night work is defined as work after 5 p.m. For example, leaving at 5 p.m. to perform pest control until 8 p.m. counts as overtime.

Finishing at 5 p.m., resting for 2–3 hours, and returning to the company to do pesticide spraying at 10 p.m. counts as a night shift.

Whether night shifts stay under seven days is a matter of luck; when there is a staff shortage, many people work more than ten night shifts.

After working at night, you must take compensatory leave the following morning, meaning you can start work at noon the next day.

At present, the company generally implements a two-day weekly rest system (public holidays marked in red on the calendar are also days off) with flexible scheduling.

In other words, you may get two or three days off in a week (three when a public holiday happens to fall that week), but three consecutive days off cannot be scheduled.

Overtime is currently calculated according to the Labor Standards Act, but only based on the insured salary used for labor insurance.

For example, if your insured salary is 22,500: 22,500/240 × 1.33, or 1.66 (after two hours).

Because the “one regular day off and one rest day” system and public holidays are shifted, there is essentially no holiday overtime pay to claim.

Days off still have to be scheduled around the work on hand—in other words, coordinated with clients, coworkers, and the company’s operations.

For example, a supervisor may suddenly instruct you not to take your scheduled day off, a client may suddenly ask to change the appointment time,

or a team leader or coworker may ask you to switch shifts with them. Often, if you do not show up, the work simply goes uncovered.

Pay consists of the basic salary + meal allowance + unexplained bonuses + overtime pay (if any; I heard they may change to a responsibility-based system),

minus various employee-paid labor and health insurance contributions. Since the insured salary is low, the deductions are generally just over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (for reference only).

Monthly income is generally between 30,000 and 40,000, with only a few people earning more than 40,000. You only get more money after being promoted or taking on a supervisory role.

There is absolutely no system for promotions, becoming a supervisor, or pay raises; it depends entirely on the boss’s mood. Of course, outwardly, the boss will say that there is a system.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance ratio (also determined by the boss, ranging from 0.5 to 1).

The actual year-end bonus is approximately 11,250–22,500 (based on a basic salary of 22,500); if you have worked for less than a year, it is calculated proportionally by month.

Bonuses for the three major holidays are not guaranteed. They may consist of just one box of pastries for everyone to share, or cash ranging from 600 to 1,000.

Employee trips basically do not exist. If it is impossible to take three consecutive days off, how could there be an employee trip?

Department dinners only happen occasionally, and if people eat too much, the boss may complain again, so some employees do not attend the dinners.

What I find most ridiculous about this company is that it claims on 104 Job Bank to provide comprehensive training.

The “comprehensive training” consists of applying to the company and being casually handed over to a senior employee or a colleague who is about to leave,

who trains you for 3–5 days, after which you are left to deal with clients and pest control on your own (because turnover is so high that no one is available to take over the assigned areas).

Then the company tells people externally that you have three years of experience. Three days equal three years of experience—did you enter a time chamber?

In my view, pest-control work may seem easy to enter, but without 1–2 years of training, it is difficult to become fully competent.

The job basically involves riding a company scooter or car to various restaurants or establishments to control cockroaches and rats.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break; you clock in and out at the company.

You visit approximately 5–8 clients per day. This is not difficult for people with pest-control experience, but because employee turnover is so rapid,

you often end up inheriting a mess (a cockroach infestation or severe rodent problem). Since the previous pest-control work was ineffective, the person taking over

may get severely chewed out for problems left behind by their predecessor. Reporting the issue to management often gets you a response that you should figure out how to solve it yourself,

or they assign a team leader or someone else to accompany you (although senior management merely goes through the motions and does not genuinely devote the effort needed to help solve the problem).

“Night work” is defined as work after 5 p.m. For example, leaving at 5 p.m. to perform pest control until 8 p.m. counts as overtime.

If you finish at 5 p.m., rest for 2–3 hours, then return to the company for a 10 p.m. pesticide-spraying job, that counts as a night shift.

Whether night shifts stay under seven days is a matter of luck; when staff are short, plenty of people work more than ten days of them.

After night work, you must take compensatory time off the following morning, meaning you only need to start work at noon the next day.

At present, the company generally implements a two-day weekly rest schedule (public holidays shown in red on the calendar are also off), using flexible working-hour shifts.

In other words, you may get two or three days off in a week (three when a public holiday happens to fall then), but three consecutive days off cannot be scheduled.

Overtime is currently calculated according to the Labor Standards Act, but only based on the insured salary used for labor insurance.

For example, if your insured salary is 22,500: 22,500/240 × 1.33 or 1.66 (after two hours).

Because the “one fixed day off and one flexible rest day” system and public holidays are shifted, there is essentially no holiday overtime pay to claim.

Your days off still have to be scheduled according to the workload at hand—that is, in coordination with clients, coworkers, and company operations.

For example, a superior may suddenly instruct you that you cannot take the day off, a client may suddenly ask to change the appointment,

or a team leader or coworker may ask you to swap shifts. Often, if you do not show up, the work simply goes uncovered.

Pay consists of the basic salary + meal allowance + unexplained bonuses + overtime pay (if any; I heard they may change to a responsibility-based system),

minus some employee-paid labor and health insurance contributions. Since the insured salary is low, the deduction is generally just over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (this estimate is for reference only).

Monthly pay is generally between 30,000 and 40,000; only a few people earn more than 40,000. You get more money only if you are promoted or take on a management position.

There is absolutely no system for promotions, taking on management positions, or salary increases; it entirely depends on the boss’s mood. Of course, on the surface, they will say there is a system.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance ratio (which the boss also assesses personally, between 0.5 and 1).

The actual year-end bonus received is approximately 11,250–22,500 (based on a basic salary of 22,500); if you have worked less than a year, it is calculated proportionally by month.

Bonuses for the three major holidays are not guaranteed. They could be just one box of pastries for everyone to share, or cash of 600–1,000.

Employee trips basically do not exist. If it is impossible even to take three consecutive days off, how could there be an employee trip?

Department dinners only happen occasionally, but if people eat too much, the boss may complain again, so some employees do not attend the dinners either.

What I find most ridiculous about this company is that it claims on 104 Job Bank to provide comprehensive training.

“Comprehensive training” means applying to the company, being casually handed over to a senior employee or a coworker who is about to leave,

being trained for 3–5 days, and then being sent out to deal with clients and perform pest control on your own (because turnover is so fast that no one is available to take over the territory).

Then, internally, they claim—and tell people externally—that you have three years of experience. Three days equals three years of experience—is this a time chamber?

In my view, pest-control work may seem easy to enter, but without 1–2 years of training, it is difficult to become fully competent.

The job basically involves riding a company scooter or car to various restaurants or establishments to control cockroaches and rats.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break; you clock in and out at the company.

You visit approximately 5–8 clients per day. This is not difficult for people with pest-control experience, but because employee turnover is so rapid,

you often end up inheriting a mess (a cockroach infestation or severe rodent problem). Since the previous pest-control work was ineffective, the person taking over

may get severely chewed out for problems left behind by their predecessor. Reporting the issue to management often gets you a response that you should figure out how to solve it yourself,

or they assign a team leader or someone else to accompany you (although senior management merely goes through the motions and does not genuinely devote the effort needed to help solve the problem).

“Night work” is defined as work after 5 p.m. For example, leaving at 5 p.m. to perform pest control until 8 p.m. counts as overtime.

If you finish at 5 p.m., rest for 2–3 hours, then return to the company for a 10 p.m. pesticide-spraying job, that counts as a night shift.

Whether night shifts stay under seven days is a matter of luck; when staff are short, plenty of people work more than ten days of them.

After night work, you must take compensatory time off the following morning, meaning you only need to start work at noon the next day.

At present, the company generally implements a two-day weekly rest schedule (public holidays shown in red on the calendar are also off), using flexible working-hour shifts.

In other words, you may get two or three days off in a week (three when a public holiday happens to fall then), but three consecutive days off cannot be scheduled.

Overtime is currently calculated according to the Labor Standards Act, but only based on the insured salary used for labor insurance.

For example, if your insured salary is 22,500: 22,500/240 × 1.33 or 1.66 (after two hours).

Because the “one fixed day off and one flexible rest day” system and public holidays are shifted, there is essentially no holiday overtime pay to claim.

Your days off still have to be scheduled according to the workload at hand—that is, in coordination with clients, coworkers, and company operations.

For example, a superior may suddenly instruct you that you cannot take the day off, a client may suddenly ask to change the appointment,

or a team leader or coworker may ask you to swap shifts. Often, if you do not show up, the work simply goes uncovered.

Pay consists of the basic salary + meal allowance + unexplained bonuses + overtime pay (if any; I heard they may change to a responsibility-based system),

minus some employee-paid labor and health insurance contributions. Since the insured salary is low, the deduction is generally just over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (this estimate is for reference only).

Monthly pay is generally between 30,000 and 40,000; only a few people earn more than 40,000. You get more money only if you are promoted or take on a management position.

There is absolutely no system for promotions, taking on management positions, or salary increases; it entirely depends on the boss’s mood. Of course, on the surface, they will say there is a system.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance ratio (which the boss also assesses personally, between 0.5 and 1).

The actual year-end bonus received is approximately 11,250–22,500 (based on a basic salary of 22,500); if you have worked less than a year, it is calculated proportionally by month.

Bonuses for the three major holidays are not guaranteed. They could be just one box of pastries for everyone to share, or cash of 600–1,000.

Employee trips basically do not exist. If it is impossible even to take three consecutive days off, how could there be an employee trip?

Department dinners only happen occasionally, but if people eat too much, the boss may complain again, so some employees do not attend the dinners either.

What I find most ridiculous about this company is that it claims on 104 Job Bank to provide comprehensive training.

“Comprehensive training” means applying to the company, being casually handed over to a senior employee or a coworker who is about to leave,

being trained for 3–5 days, and then being sent out to deal with clients and perform pest control on your own (because turnover is so fast that no one is available to take over the territory).

Then, internally, they claim—and tell people externally—that you have three years of experience. Three days equals three years of experience—is this a time chamber?

In my view, pest-control work may seem easy to enter, but without 1–2 years of training, it is difficult to become fully competent.

The job basically involves riding a company scooter or car to various restaurants or locations to carry out cockroach and rodent control.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break. You clock in and out at the company.

You visit approximately 5–8 clients a day. This is not difficult for people with pest-control experience, but because employee turnover is so high,

you often end up taking over a mess (cockroach infestations or serious rodent problems). Since the previous pest-control work was ineffective, the person taking over

may get severely chewed out for problems left by the previous worker. Reporting the issue to management often gets you the response that you should figure out how to solve it yourself,

or they may send a team leader or someone else to accompany you (although senior management usually just makes a superficial visit and does not genuinely devote time or effort to helping resolve the problem).

Night work is defined as work after 5 p.m. For example, leaving at 5 p.m. to carry out pest control until 8 p.m. counts as overtime.

After finishing work at 5 p.m., you may rest for 2–3 hours and then return to the company to carry out pesticide spraying at 10 p.m.; this counts as a night shift.

Whether night shifts stay under seven days is a matter of luck. When there is a staff shortage, plenty of people work more than ten night shifts.

After working at night, you must take compensatory time off the following morning, meaning you only need to start work at noon the next day.

At present, the company generally implements a five-day workweek with two days off (public holidays in the same month are also off), using flexible-hours scheduling.

In other words, you may be given two or three days off in a week (three if there happens to be a public holiday), but three consecutive days off cannot be scheduled.

Overtime is currently calculated according to the Labor Standards Act, but only based on the insured salary used for labor insurance contributions.

For example, if your insured salary is 22,500: 22,500/240 × 1.33, or 1.66 after two hours.

Because the “one fixed day off and one flexible rest day” system and public holidays are shifted around, there is essentially no overtime pay for working on days off.

Your days off are still scheduled according to the workload at hand—in other words, according to the needs of clients, coworkers, and company operations.

For example, a supervisor may suddenly instruct you not to take the day off, a client may suddenly ask you to change the appointment time,

or a team leader or coworker may ask you to swap shifts with them. Often, if you do not show up, the work simply goes uncovered.

Pay consists of the basic salary + meal allowance + inexplicable bonuses + overtime pay (if any; I heard they plan to change it to a responsibility-based system),

minus some employee-paid labor and health insurance contributions. Since the insured salary is low, the deduction is generally a little over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (for reference only).

Monthly pay is generally between 30,000 and 40,000. Only a few people earn more than 40,000; you only get more money if you receive a promotion or take on a supervisory role.

There is absolutely no system for promotions, becoming a supervisor, or pay raises; it depends entirely on the boss’s mood. Of course, on the surface, they will say there is a system.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance ratio (also judged by the boss, ranging from 0.5 to 1).

The actual year-end bonus received is approximately 11,250–22,500 (based on a basic salary of 22,500). If you have worked for less than a year, it is further calculated proportionally by month.

Bonuses for the three major holidays are not guaranteed. They might be just one box of pastries for everyone to share, or cash ranging from 600 to 1,000.

Employee trips essentially do not exist. If it is impossible even to take three consecutive days off, could there really be an employee trip?

Department dinners only happen occasionally. If people eat too much, the boss may complain again, so some employees do not attend the dinners.

What I find most ridiculous about this company is that it claims on 104 that it provides comprehensive training.

The “comprehensive training” consists of applying to the company and being casually handed over to a senior employee or a coworker who is about to leave.

They train you for 3–5 days, then leave you to deal with clients and carry out pest control on your own (because turnover is so high, there is no one to take over the assigned area).

Then, within the company, they claim to outsiders that you have three years of experience. Three days equals three years of experience—is this some kind of time-travel chamber?

In my view, pest-control work may appear easy to enter, but without 1–2 years of training, it is difficult to become fully competent.

The job basically involves riding a company scooter or car to various restaurants or locations to carry out cockroach and rodent control.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break. You clock in and out at the company.

You visit approximately 5–8 clients a day. This is not difficult for people with pest-control experience, but because employee turnover is so high,

you often end up taking over a mess (cockroach infestations or serious rodent problems). Since the previous pest-control work was ineffective, the person taking over

may get severely chewed out for problems left by the previous worker. Reporting the issue to management often gets you the response that you should figure out how to solve it yourself,

or they may send a team leader or someone else to accompany you (although senior management usually just makes a superficial visit and does not genuinely devote time or effort to helping resolve the problem).

Night work is defined as work after 5 p.m. For example, leaving at 5 p.m. to carry out pest control until 8 p.m. counts as overtime.

After finishing work at 5 p.m., you may rest for 2–3 hours and then return to the company to carry out pesticide spraying at 10 p.m.; this counts as a night shift.

Whether night shifts stay under seven days is a matter of luck. When there is a staff shortage, plenty of people work more than ten night shifts.

After working at night, you must take compensatory time off the following morning, meaning you only need to start work at noon the next day.

At present, the company generally implements a five-day workweek with two days off (public holidays in the same month are also off), using flexible-hours scheduling.

In other words, you may be given two or three days off in a week (three if there happens to be a public holiday), but three consecutive days off cannot be scheduled.

Overtime is currently calculated according to the Labor Standards Act, but only based on the insured salary used for labor insurance contributions.

For example, if your insured salary is 22,500: 22,500/240 × 1.33, or 1.66 after two hours.

Because the “one fixed day off and one flexible rest day” system and public holidays are shifted around, there is essentially no overtime pay for working on days off.

Your days off are still scheduled according to the workload at hand—in other words, according to the needs of clients, coworkers, and company operations.

For example, a supervisor may suddenly instruct you not to take the day off, a client may suddenly ask you to change the appointment time,

or a team leader or coworker may ask you to swap shifts with them. Often, if you do not show up, the work simply goes uncovered.

Pay consists of the basic salary + meal allowance + inexplicable bonuses + overtime pay (if any; I heard they plan to change it to a responsibility-based system),

minus some employee-paid labor and health insurance contributions. Since the insured salary is low, the deduction is generally a little over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (for reference only).

Monthly pay is generally between 30,000 and 40,000. Only a few people earn more than 40,000; you only get more money if you receive a promotion or take on a supervisory role.

There is absolutely no system for promotions, becoming a supervisor, or pay raises; it depends entirely on the boss’s mood. Of course, on the surface, they will say there is a system.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance ratio (also judged by the boss, ranging from 0.5 to 1).

The actual year-end bonus received is approximately 11,250–22,500 (based on a basic salary of 22,500). If you have worked for less than a year, it is further calculated proportionally by month.

Bonuses for the three major holidays are not guaranteed. They might be just one box of pastries for everyone to share, or cash ranging from 600 to 1,000.

Employee trips essentially do not exist. If it is impossible even to take three consecutive days off, could there really be an employee trip?

Department dinners only happen occasionally. If people eat too much, the boss may complain again, so some employees do not attend the dinners.

What I find most ridiculous about this company is that it claims on 104 that it provides comprehensive training.

The “comprehensive training” consists of applying to the company and being casually handed over to a senior employee or a coworker who is about to leave.

They train you for 3–5 days, then leave you to deal with clients and carry out pest control on your own (because turnover is so high, there is no one to take over the assigned area).

Then, within the company, they claim to outsiders that you have three years of experience. Three days equals three years of experience—is this some kind of time-travel chamber?

In my view, pest-control work may appear easy to enter, but without 1–2 years of training, it is difficult to become fully competent.

The job basically consists of riding a company motorcycle or car to various restaurants or establishments to carry out cockroach and rodent control.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break. You clock in and out at the company.

You have to visit approximately 5–8 clients a day. This is not difficult for people with pest-control experience, but because employee turnover is so rapid,

you often end up inheriting a mess (a severe cockroach infestation or serious rodent problem). When the previous pest-control efforts were ineffective, the person taking over

may get severely chewed out over problems left behind by the previous employee. Reporting the issue to management often results in being told that you should figure out how to solve it yourself,

or that a team leader or someone else will be assigned to accompany you (although senior management usually just makes a superficial visit and does not genuinely have the time or energy to help resolve the problem).

Night work is defined as work after 5 p.m. For example, leaving at 5 p.m. to carry out pest control until 8 p.m. counts as overtime.

After finishing work at 5 p.m., resting for 2–3 hours, and then returning to the company to carry out spraying work at 10 p.m. counts as a night shift.

Whether night shifts are limited to seven days depends on luck; when there is a staffing shortage, plenty of people work more than ten consecutive days.

After working at night, you must take compensatory time off the following morning, meaning you only need to come in at noon the next day.

At present, the company generally implements a two-day weekly schedule (statutory holidays during the month are also days off) with flexible-hours scheduling.

In other words, you may be given two or three days off in a week (three if there happens to be a national holiday), but three consecutive days off cannot be scheduled.

Overtime is currently calculated according to the Labor Standards Act, but only the insured base salary for labor insurance is used in the calculation.

For example, if your insured base salary is 22,500: 22,500/240 × 1.33 or 1.66 (after two hours).

Because the one-fixed-day-off-and-one-flexible-rest-day system and national holidays are shifted around, there is essentially no overtime pay for days off to claim.

The scheduling of days off still depends on the work at hand—in other words, coordinating with clients, coworkers, and the company’s operations.

For example, a supervisor may suddenly instruct you that you cannot take the day off, a client may suddenly change the appointment time,

or a team leader or coworker may ask you to swap shifts. Often, if you do not show up, the work simply goes uncovered.

Pay consists of the basic salary + meal allowance + unexplained bonuses + overtime pay (if applicable; I heard they may change to a responsibility-based system),

minus some employee-paid labor and health insurance contributions. Since the insured salary is low, the deduction is generally just over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (estimate for reference only).

Monthly pay is generally between 30,000 and 40,000. Only a small number of people earn more than 40,000; you receive more money only after being promoted or taking on a management role.

There is absolutely no system for promotions, management appointments, or pay raises; it depends entirely on the boss’s mood. Of course, on the surface, they will say there is a system.

The year-end bonus is also calculated based on the base salary, multiplied by a performance percentage (also determined by the boss, ranging from 0.5 to 1).

The year-end bonus actually received is approximately 11,250–22,500 (based on an estimated base salary of 22,500). If you have worked for less than a year, it is further calculated proportionally by month.

Bonuses for the three traditional holidays are not guaranteed. They may consist of just one box of pastries for everyone to share, or cash ranging from 600 to 1,000.

Employee trips basically do not exist. If it is impossible even to take three consecutive days off, how could there be an employee trip?

Department dinners only happen occasionally. However, if people eat too much, the boss may complain again, so some employees do not attend the dinners either.

What I find most laughable about this company is that it claims on 104 Job Bank to provide “comprehensive training.”

The “comprehensive training” consists of joining the company and being casually handed over to a senior employee or a coworker who is about to resign,

being trained for 3–5 days, and then being left to deal with clients and carry out pest control on your own (because turnover is so high that no one is available to cover the area).

Then, internally, the company claims and tells people outside that you have three years of experience—three days equals three years of experience. Did you enter a time chamber?

In my view, pest-control work may look easy to enter, but without one or two years of training, it is difficult to become fully competent.

The job basically consists of riding a company motorcycle or car to various restaurants or establishments to carry out cockroach and rodent control.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break. You clock in and out at the company.

You have to visit approximately 5–8 clients a day. This is not difficult for people with pest-control experience, but because employee turnover is so rapid,

you often end up inheriting a mess (a severe cockroach infestation or serious rodent problem). When the previous pest-control efforts were ineffective, the person taking over

may get severely chewed out over problems left behind by the previous employee. Reporting the issue to management often results in being told that you should figure out how to solve it yourself,

or that a team leader or someone else will be assigned to accompany you (although senior management usually just makes a superficial visit and does not genuinely have the time or energy to help resolve the problem).

Night work is defined as work after 5 p.m. For example, leaving at 5 p.m. to carry out pest control until 8 p.m. counts as overtime.

After finishing work at 5 p.m., resting for 2–3 hours, and then returning to the company to carry out spraying work at 10 p.m. counts as a night shift.

Whether night shifts are limited to seven days depends on luck; when there is a staffing shortage, plenty of people work more than ten consecutive days.

After working at night, you must take compensatory time off the following morning, meaning you only need to come in at noon the next day.

At present, the company generally implements a two-day weekly schedule (statutory holidays during the month are also days off) with flexible-hours scheduling.

In other words, you may be given two or three days off in a week (three if there happens to be a national holiday), but three consecutive days off cannot be scheduled.

Overtime is currently calculated according to the Labor Standards Act, but only the insured base salary for labor insurance is used in the calculation.

For example, if your insured base salary is 22,500: 22,500/240 × 1.33 or 1.66 (after two hours).

Because the one-fixed-day-off-and-one-flexible-rest-day system and national holidays are shifted around, there is essentially no overtime pay for days off to claim.

The scheduling of days off still depends on the work at hand—in other words, coordinating with clients, coworkers, and the company’s operations.

For example, a supervisor may suddenly instruct you that you cannot take the day off, a client may suddenly change the appointment time,

or a team leader or coworker may ask you to swap shifts. Often, if you do not show up, the work simply goes uncovered.

Pay consists of the basic salary + meal allowance + unexplained bonuses + overtime pay (if applicable; I heard they may change to a responsibility-based system),

minus some employee-paid labor and health insurance contributions. Since the insured salary is low, the deduction is generally just over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (estimate for reference only).

Monthly pay is generally between 30,000 and 40,000. Only a small number of people earn more than 40,000; you receive more money only after being promoted or taking on a management role.

There is absolutely no system for promotions, management appointments, or pay raises; it depends entirely on the boss’s mood. Of course, on the surface, they will say there is a system.

The year-end bonus is also calculated based on the base salary, multiplied by a performance percentage (also determined by the boss, ranging from 0.5 to 1).

The year-end bonus actually received is approximately 11,250–22,500 (based on an estimated base salary of 22,500). If you have worked for less than a year, it is further calculated proportionally by month.

Bonuses for the three traditional holidays are not guaranteed. They may consist of just one box of pastries for everyone to share, or cash ranging from 600 to 1,000.

Employee trips basically do not exist. If it is impossible even to take three consecutive days off, how could there be an employee trip?

Department dinners only happen occasionally. However, if people eat too much, the boss may complain again, so some employees do not attend the dinners either.

What I find most laughable about this company is that it claims on 104 Job Bank to provide “comprehensive training.”

The “comprehensive training” consists of joining the company and being casually handed over to a senior employee or a coworker who is about to resign,

being trained for 3–5 days, and then being left to deal with clients and carry out pest control on your own (because turnover is so high that no one is available to cover the area).

Then, internally, the company claims and tells people outside that you have three years of experience—three days equals three years of experience. Did you enter a time chamber?

In my view, pest-control work may look easy to enter, but without one or two years of training, it is difficult to become fully competent.

The job basically involves riding a company motorcycle or car to various restaurants or establishments to carry out cockroach and rodent control.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break), and you clock in and out at the company.

You visit approximately 5–8 clients a day. This is not difficult for people with pest-control experience, but because employee turnover is so high,

you often end up inheriting a mess (a cockroach infestation or serious rodent problem). Because the establishment’s pest-control results were poor, the person taking over

may be harshly blamed for problems left by the previous worker. Reporting the issue to management often gets you a response like, “You should figure out how to solve it yourself,”

or they send a team leader or someone else to accompany you (although senior management usually just makes a superficial visit and does not genuinely have the time or effort to help solve the problem).

“Night work” is defined as work extending past 5 p.m. For example, leaving at 5 p.m. to perform pest control until 8 p.m. counts as overtime.

After finishing at 5 p.m., you rest for 2–3 hours, then return to the company to carry out spraying work at 10 p.m.; this counts as a night shift.

Whether night shifts stay under seven days is a matter of luck. When there is a staff shortage, plenty of people work more than ten night shifts.

After night work, you must take compensatory time off the following morning, meaning you only need to start work at noon the next day.

At present, the company generally implements a two-day weekly rest schedule (public holidays marked in red on the calendar are also days off), with flexible-hours scheduling.

That means you may be given two or three days off in a week (three when there happens to be a national holiday), but three consecutive days off cannot be scheduled.

Overtime is currently calculated according to the Labor Standards Act, but only based on the insured salary used for labor insurance contributions.

For example, if your insured salary is 22,500: 22,500/240 × 1.33 or 1.66 (after two hours).

Because the “one regular day off and one flexible rest day” system and national holidays are shifted around, there is essentially no overtime pay for working on days off to claim.

Your days off still have to be scheduled according to the work at hand—that is, in coordination with clients, coworkers, and the company’s operations.

For example, a supervisor may suddenly instruct you not to take the day off, a client may suddenly ask to change the appointment time,

or a team leader or coworker may ask you to swap shifts with them. Often, if you do not show up, the work simply goes uncovered.

Pay consists of the basic salary + meal allowance + inexplicable bonuses + overtime pay (if any; I heard they plan to change it to a responsibility-based system),

minus some employee-paid labor and health insurance contributions. Since the insured salary is low, the deduction is generally just over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (for reference only).

Monthly income is generally between 30,000 and 40,000, with only a few people earning over 40,000. You only get more money if you are promoted or take on a management position.

There is absolutely no system for promotions, taking on management roles, or salary increases; it depends entirely on the boss’s mood. Of course, on the surface, they will say there is a system.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance ratio (which is also determined solely by the boss, between 0.5 and 1).

The actual year-end bonus received is approximately 11,250–22,500 (based on a basic salary of 22,500); if you have worked for less than a year, it is further prorated by month.

Bonuses for the three major holidays are not guaranteed. They might consist of just one box of pastries for everyone to share, or cash of anywhere from 600 to 1,000.

Employee trips basically do not exist. If this is a job where even taking three consecutive days off is impossible, could there really be an employee trip?

Department dinners only happen occasionally, but if people eat too much, the boss may complain again, so some employees do not attend the dinners.

What I find most laughable about this company is that it claims on 104 that it provides comprehensive training.

The “comprehensive training” consists of applying to the company, being casually handed over to a senior employee or a coworker who is about to resign,

being trained for 3–5 days, and then being left to deal with clients and pest control on your own (because turnover is so high, there is no one to take over the assigned area).

Then, within the company, they claim to outsiders that you have three years of experience. Three days equals three years of experience—did you enter a time chamber?

In my view, pest-control work may look easy to enter, but without 1–2 years of training, it is difficult to become fully competent.

The job basically involves riding a company motorcycle or car to various restaurants or establishments to carry out cockroach and rodent control.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break), and you clock in and out at the company.

You visit approximately 5–8 clients a day. This is not difficult for people with pest-control experience, but because employee turnover is so high,

you often end up inheriting a mess (a cockroach infestation or serious rodent problem). Because the establishment’s pest-control results were poor, the person taking over

may be harshly blamed for problems left by the previous worker. Reporting the issue to management often gets you a response like, “You should figure out how to solve it yourself,”

or they send a team leader or someone else to accompany you (although senior management usually just makes a superficial visit and does not genuinely have the time or effort to help solve the problem).

“Night work” is defined as work extending past 5 p.m. For example, leaving at 5 p.m. to perform pest control until 8 p.m. counts as overtime.

After finishing at 5 p.m., you rest for 2–3 hours, then return to the company to carry out spraying work at 10 p.m.; this counts as a night shift.

Whether night shifts stay under seven days is a matter of luck. When there is a staff shortage, plenty of people work more than ten night shifts.

After night work, you must take compensatory time off the following morning, meaning you only need to start work at noon the next day.

At present, the company generally implements a two-day weekly rest schedule (public holidays marked in red on the calendar are also days off), with flexible-hours scheduling.

That means you may be given two or three days off in a week (three when there happens to be a national holiday), but three consecutive days off cannot be scheduled.

Overtime is currently calculated according to the Labor Standards Act, but only based on the insured salary used for labor insurance contributions.

For example, if your insured salary is 22,500: 22,500/240 × 1.33 or 1.66 (after two hours).

Because the “one regular day off and one flexible rest day” system and national holidays are shifted around, there is essentially no overtime pay for working on days off to claim.

Your days off still have to be scheduled according to the work at hand—that is, in coordination with clients, coworkers, and the company’s operations.

For example, a supervisor may suddenly instruct you not to take the day off, a client may suddenly ask to change the appointment time,

or a team leader or coworker may ask you to swap shifts with them. Often, if you do not show up, the work simply goes uncovered.

Pay consists of the basic salary + meal allowance + inexplicable bonuses + overtime pay (if any; I heard they plan to change it to a responsibility-based system),

minus some employee-paid labor and health insurance contributions. Since the insured salary is low, the deduction is generally just over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (for reference only).

Monthly income is generally between 30,000 and 40,000, with only a few people earning over 40,000. You only get more money if you are promoted or take on a management position.

There is absolutely no system for promotions, taking on management roles, or salary increases; it depends entirely on the boss’s mood. Of course, on the surface, they will say there is a system.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance ratio (which is also determined solely by the boss, between 0.5 and 1).

The actual year-end bonus received is approximately 11,250–22,500 (based on a basic salary of 22,500); if you have worked for less than a year, it is further prorated by month.

Bonuses for the three major holidays are not guaranteed. They might consist of just one box of pastries for everyone to share, or cash of anywhere from 600 to 1,000.

Employee trips basically do not exist. If this is a job where even taking three consecutive days off is impossible, could there really be an employee trip?

Department dinners only happen occasionally, but if people eat too much, the boss may complain again, so some employees do not attend the dinners.

What I find most laughable about this company is that it claims on 104 that it provides comprehensive training.

The “comprehensive training” consists of applying to the company, being casually handed over to a senior employee or a coworker who is about to resign,

being trained for 3–5 days, and then being left to deal with clients and pest control on your own (because turnover is so high, there is no one to take over the assigned area).

Then, within the company, they claim to outsiders that you have three years of experience. Three days equals three years of experience—did you enter a time chamber?

In my view, pest-control work may look easy to enter, but without 1–2 years of training, it is difficult to become fully competent.

The job basically consists of riding a company motorcycle or car to various restaurants and establishments to carry out cockroach and rodent control.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break. You clock in and out at the company.

You visit approximately 5–8 clients a day. This is not difficult for people with pest-control experience, but because employee turnover is so rapid,

you often inherit a complete mess (a cockroach infestation or severe rodent problem). When the establishment’s pest-control results are poor, the person taking over

may get chewed out over problems left by the previous employee. Reporting problems to management often gets you a response like, “You should figure out how to solve it yourself,”

or they send a team leader or someone else to accompany you. (However, senior management also just makes a superficial appearance and does not genuinely put in the effort to help resolve the issue.)

Night work is defined as any work after 5 p.m. For example, leaving at 5 p.m. to perform pest control until 8 p.m. counts as overtime.

After finishing at 5 p.m., resting for 2–3 hours, and returning to the company to spray pesticides at 10 p.m. counts as a night shift.

Whether night shifts stay under seven days is a matter of luck; when there is a staffing shortage, plenty of people work more than ten days of them.

After working at night, you must take compensatory time off the following morning, meaning you only need to come in at noon the next day.

At present, the company generally implements a two-day weekend (and holidays marked in red on the calendar are also days off) and uses flexible-hours scheduling.

In other words, you get two or three days off per week (three when there happens to be a national holiday), but three consecutive days off cannot be scheduled.

Overtime is currently calculated according to the Labor Standards Act, but only based on the insured salary used for labor insurance,

for example, if your insured salary is 22,500: 22,500/240 × 1.33 or 1.66 (after two hours).

Because the “one regular day off and one flexible rest day” system and national holidays are shifted, there is essentially no holiday overtime pay to receive.

Your days off still have to be arranged around the work at hand—that is, coordinated with clients, coworkers, and the company’s operations.

For example, a supervisor may suddenly instruct you that you cannot take the day off, a client may suddenly change the appointment time,

or a team leader or coworker may ask you to swap shifts. Often, if you do not show up, the work simply goes uncovered.

Pay consists of the basic salary + meal allowance + unexplained bonuses + overtime pay (if any; I heard they may change to a responsibility-based system),

minus employee contributions to labor and health insurance. Since the insured salary is low, the deductions are generally just over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (example calculation for reference only).

Monthly pay is generally between 30,000 and 40,000; only a few people make more than 40,000. You only get more money if you are promoted or take on a management position.

There is absolutely no system for promotions, becoming a manager, or raises; it depends entirely on the owner’s mood. Of course, outwardly they will say that there is a system.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance ratio (also determined by the owner, between 0.5 and 1).

The actual year-end bonus received is approximately 11,250–22,500 (based on a basic salary of 22,500); if you have worked less than a year, it is calculated proportionally by month.

Bonuses for the three traditional holidays are not guaranteed. They could be just one box of pastries for everyone to share, or cash of 600–1,000.

Company trips essentially do not exist. If it is impossible to take three consecutive days off, how could there be a company trip?

Department dinners only happen occasionally. If people eat too much, the owner may complain again, so some employees do not attend the dinners either.

What I find most ridiculous about this company is that its listing on 104 says it provides comprehensive training.

“Comprehensive training” means that after you are hired, they casually assign you to a senior employee or someone who is about to resign,

who trains you for 3–5 days and then sends you out to deal with clients and perform pest control on your own (because turnover is so high, no one is available to take over the area).

Then, inside the company, they claim that they tell people outside that you have three years of experience. Three days equals three years of experience—is this some kind of time chamber?

In my view, pest-control work may appear easy to enter, but without one or two years of training, it is difficult to become fully competent.

The job basically consists of riding a company motorcycle or car to various restaurants and establishments to carry out cockroach and rodent control.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break. You clock in and out at the company.

You visit approximately 5–8 clients a day. This is not difficult for people with pest-control experience, but because employee turnover is so rapid,

you often inherit a complete mess (a cockroach infestation or severe rodent problem). When the establishment’s pest-control results are poor, the person taking over

may get chewed out over problems left by the previous employee. Reporting problems to management often gets you a response like, “You should figure out how to solve it yourself,”

or they send a team leader or someone else to accompany you. (However, senior management also just makes a superficial appearance and does not genuinely put in the effort to help resolve the issue.)

Night work is defined as any work after 5 p.m. For example, leaving at 5 p.m. to perform pest control until 8 p.m. counts as overtime.

After finishing at 5 p.m., resting for 2–3 hours, and returning to the company to spray pesticides at 10 p.m. counts as a night shift.

Whether night shifts stay under seven days is a matter of luck; when there is a staffing shortage, plenty of people work more than ten days of them.

After working at night, you must take compensatory time off the following morning, meaning you only need to come in at noon the next day.

At present, the company generally implements a two-day weekend (and holidays marked in red on the calendar are also days off) and uses flexible-hours scheduling.

In other words, you get two or three days off per week (three when there happens to be a national holiday), but three consecutive days off cannot be scheduled.

Overtime is currently calculated according to the Labor Standards Act, but only based on the insured salary used for labor insurance,

for example, if your insured salary is 22,500: 22,500/240 × 1.33 or 1.66 (after two hours).

Because the “one regular day off and one flexible rest day” system and national holidays are shifted, there is essentially no holiday overtime pay to receive.

Your days off still have to be arranged around the work at hand—that is, coordinated with clients, coworkers, and the company’s operations.

For example, a supervisor may suddenly instruct you that you cannot take the day off, a client may suddenly change the appointment time,

or a team leader or coworker may ask you to swap shifts. Often, if you do not show up, the work simply goes uncovered.

Pay consists of the basic salary + meal allowance + unexplained bonuses + overtime pay (if any; I heard they may change to a responsibility-based system),

minus employee contributions to labor and health insurance. Since the insured salary is low, the deductions are generally just over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (example calculation for reference only).

Monthly pay is generally between 30,000 and 40,000; only a few people make more than 40,000. You only get more money if you are promoted or take on a management position.

There is absolutely no system for promotions, becoming a manager, or raises; it depends entirely on the owner’s mood. Of course, outwardly they will say that there is a system.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance ratio (also determined by the owner, between 0.5 and 1).

The actual year-end bonus received is approximately 11,250–22,500 (based on a basic salary of 22,500); if you have worked less than a year, it is calculated proportionally by month.

Bonuses for the three traditional holidays are not guaranteed. They could be just one box of pastries for everyone to share, or cash of 600–1,000.

Company trips essentially do not exist. If it is impossible to take three consecutive days off, how could there be a company trip?

Department dinners only happen occasionally. If people eat too much, the owner may complain again, so some employees do not attend the dinners either.

What I find most ridiculous about this company is that its listing on 104 says it provides comprehensive training.

“Comprehensive training” means that after you are hired, they casually assign you to a senior employee or someone who is about to resign,

who trains you for 3–5 days and then sends you out to deal with clients and perform pest control on your own (because turnover is so high, no one is available to take over the area).

Then, inside the company, they claim that they tell people outside that you have three years of experience. Three days equals three years of experience—is this some kind of time chamber?

In my view, pest-control work may appear easy to enter, but without one or two years of training, it is difficult to become fully competent.

The job basically involves riding a company motorcycle or car to various restaurants or establishments to control cockroaches and rats.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break. You clock in and out at the company.

You have to visit approximately 5–8 clients a day. This is not difficult for someone with pest-control experience, but because employee turnover is extremely high,

you often end up inheriting a mess (a cockroach infestation or severe rodent problem). Since the establishment’s pest-control results were poor, the person taking over

may get blamed and harshly berated for problems left by the previous worker. Reporting the issue to management often gets you a response like, “You should figure out how to solve it yourself,”

or they send a team leader or someone else along (although senior management usually just makes a token visit and does not genuinely have the time or inclination to help resolve the issue).

Night work is defined as work after 5 p.m. For example, leaving at 5 p.m. to perform pest control until 8 p.m. counts as overtime.

After finishing at 5 p.m., you rest for 2–3 hours and return to the company for a 10 p.m. spraying job; this counts as a night shift.

Whether night shifts stay under seven days is a matter of luck. When staff are short, plenty of people end up doing more than ten days.

After working at night, you must take compensatory time off the following morning, meaning you only need to start work at noon the next day.

Currently, the company generally implements a five-day workweek with two days off (public holidays marked in red on the calendar are also off). Shifts are arranged under flexible working hours,

meaning you may get two or three days off in a week (when a public holiday happens to fall in that week), but you cannot be scheduled for three consecutive days off.

Overtime is currently calculated according to the Labor Standards Act, but only based on the insured salary used for labor insurance contributions.

For example, if your insured salary is 22,500: 22,500/240 × 1.33, or 1.66 (after two hours).

Because the “one fixed day off plus one flexible rest day” system and public holidays are shifted, there is basically no additional holiday overtime pay to claim.

Days off still have to be scheduled around the work at hand—in other words, according to the needs of clients, coworkers, and company operations.

For example, a supervisor may suddenly instruct you not to take the day off, a client may suddenly ask to change the appointment,

or a team leader or coworker may ask you to swap shifts. Often, if you do not show up, the work is simply left uncovered.

Pay consists of the basic salary + meal allowance + unexplained bonuses + overtime pay (if any; I heard they plan to change it to a position of responsibility system),

minus the employee-paid portions of labor and health insurance. Since the insured salary is low, the deductions are generally just over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (illustration for reference only).

Monthly income is generally between 30,000 and 40,000, with only a few people earning more than 40,000. You only get a raise by being promoted or taking on a managerial position.

There is absolutely no system for promotions, taking on management roles, or salary increases; it all depends on the owner’s mood. Of course, on the surface, they will say there is a system.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance percentage (also determined by the owner, between 0.5 and 1).

The actual year-end bonus received is approximately 11,250–22,500 (calculated using a basic salary of 22,500). If you have worked for less than a year, it is calculated proportionally by month.

Bonuses for the three major holidays are not guaranteed. They may consist of just one box of pastries for everyone to share, or cash of 600–1,000.

Employee trips basically do not exist. If it is impossible to take three consecutive days off, how could there be an employee trip?

Department dinners only happen occasionally, but if people eat too much, the owner may complain again, so some employees do not attend the dinners.

What I find most ridiculous about this company is that it claims on 104 that it provides comprehensive training.

The “comprehensive training” consists of applying to the company, being casually handed over to a senior employee or a coworker who is about to leave,

being trained for 3–5 days, and then being sent out to deal with clients and perform pest control on your own (because turnover is so fast, there is no one to take over the area).

Then, inside the company, they claim to others that you have three years of experience. Three days equals three years of experience—is this a time chamber?

In my view, pest-control work may seem easy to enter, but without 1–2 years of training, it is difficult to become fully competent.

The job basically involves riding a company motorcycle or car to various restaurants or establishments to control cockroaches and rats.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break. You clock in and out at the company.

You have to visit approximately 5–8 clients a day. This is not difficult for someone with pest-control experience, but because employee turnover is extremely high,

you often end up inheriting a mess (a cockroach infestation or severe rodent problem). Since the establishment’s pest-control results were poor, the person taking over

may get blamed and harshly berated for problems left by the previous worker. Reporting the issue to management often gets you a response like, “You should figure out how to solve it yourself,”

or they send a team leader or someone else along (although senior management usually just makes a token visit and does not genuinely have the time or inclination to help resolve the issue).

Night work is defined as work after 5 p.m. For example, leaving at 5 p.m. to perform pest control until 8 p.m. counts as overtime.

After finishing at 5 p.m., you rest for 2–3 hours and return to the company for a 10 p.m. spraying job; this counts as a night shift.

Whether night shifts stay under seven days is a matter of luck. When staff are short, plenty of people end up doing more than ten days.

After working at night, you must take compensatory time off the following morning, meaning you only need to start work at noon the next day.

Currently, the company generally implements a five-day workweek with two days off (public holidays marked in red on the calendar are also off). Shifts are arranged under flexible working hours,

meaning you may get two or three days off in a week (when a public holiday happens to fall in that week), but you cannot be scheduled for three consecutive days off.

Overtime is currently calculated according to the Labor Standards Act, but only based on the insured salary used for labor insurance contributions.

For example, if your insured salary is 22,500: 22,500/240 × 1.33, or 1.66 (after two hours).

Because the “one fixed day off plus one flexible rest day” system and public holidays are shifted, there is basically no additional holiday overtime pay to claim.

Days off still have to be scheduled around the work at hand—in other words, according to the needs of clients, coworkers, and company operations.

For example, a supervisor may suddenly instruct you not to take the day off, a client may suddenly ask to change the appointment,

or a team leader or coworker may ask you to swap shifts. Often, if you do not show up, the work is simply left uncovered.

Pay consists of the basic salary + meal allowance + unexplained bonuses + overtime pay (if any; I heard they plan to change it to a position of responsibility system),

minus the employee-paid portions of labor and health insurance. Since the insured salary is low, the deductions are generally just over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (illustration for reference only).

Monthly income is generally between 30,000 and 40,000, with only a few people earning more than 40,000. You only get a raise by being promoted or taking on a managerial position.

There is absolutely no system for promotions, taking on management roles, or salary increases; it all depends on the owner’s mood. Of course, on the surface, they will say there is a system.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance percentage (also determined by the owner, between 0.5 and 1).

The actual year-end bonus received is approximately 11,250–22,500 (calculated using a basic salary of 22,500). If you have worked for less than a year, it is calculated proportionally by month.

Bonuses for the three major holidays are not guaranteed. They may consist of just one box of pastries for everyone to share, or cash of 600–1,000.

Employee trips basically do not exist. If it is impossible to take three consecutive days off, how could there be an employee trip?

Department dinners only happen occasionally, but if people eat too much, the owner may complain again, so some employees do not attend the dinners.

What I find most ridiculous about this company is that it claims on 104 that it provides comprehensive training.

The “comprehensive training” consists of applying to the company, being casually handed over to a senior employee or a coworker who is about to leave,

being trained for 3–5 days, and then being sent out to deal with clients and perform pest control on your own (because turnover is so fast, there is no one to take over the area).

Then, inside the company, they claim to others that you have three years of experience. Three days equals three years of experience—is this a time chamber?

In my view, pest-control work may seem easy to enter, but without 1–2 years of training, it is difficult to become fully competent.

The work basically consists of riding a company motorcycle or car to various restaurants or establishments to carry out cockroach and rodent control.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break. You clock in and out at the company.

You have to visit approximately 5–8 clients a day. This is not difficult for people with pest-control experience, but because employee turnover is so fast,

you often end up taking over a complete mess (a severe cockroach infestation or serious rodent problem). Since the previous pest-control work was ineffective, the person taking over

may get severely chewed out for problems left by their predecessor. Reporting the issue to management often gets you a response like, “You should figure out how to solve it yourself,”

or they may send a team leader or someone else to accompany you (although senior management often just makes a superficial visit and does not genuinely devote time or effort to helping resolve the problem).

Night work is defined as work after 5 p.m. For example, if you leave at 5 p.m. to carry out pest control until 8 p.m., that counts as overtime.

After finishing at 5 p.m., you may rest for 2–3 hours and then return to the company to carry out spraying work at 10 p.m.; that counts as a night shift.

Whether night shifts are limited to seven days is also a matter of luck; when there is a staff shortage, plenty of people work more than ten days.

After working at night, you must take compensatory leave the following morning, meaning you only need to start work at noon the next day.

At present, the company generally operates on a two-day weekly rest system (public holidays in the same month are also off) with flexible working-hour scheduling.

In other words, you may be given two or three days off in a week (three when there happens to be a public holiday), but three consecutive days off cannot be scheduled.

Overtime is currently calculated according to the Labor Standards Act, but only the insured base salary for labor insurance is used in the calculation.

For example, if your insured base salary is 22,500: 22,500/240 × 1.33, or × 1.66 (after two hours).

Because the “one fixed day off and one flexible rest day” system and public holidays are shifted, there is essentially no overtime pay for working on days off that you can claim.

Days off still have to be scheduled according to the work at hand—in other words, in coordination with clients, coworkers, and the company’s operations.

For example, a supervisor may suddenly instruct you not to take the day off, a client may suddenly ask you to change the appointment time,

or a team leader or coworker may ask you to swap shifts with them. Often, if you do not show up, the work simply goes uncovered.

Pay consists of the basic salary + meal allowance + unexplained bonuses + overtime pay (if any; I heard they may change it to a responsibility-based system),

minus employee-paid portions of labor and health insurance. Since the insured salary is low, this generally amounts to a little over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (calculation for reference only).

Monthly pay is generally around 30,000 to 40,000, with only a few people earning more than 40,000. You only get more money after being promoted or taking on a supervisory position.

There is absolutely no system governing promotions, appointments to supervisory positions, or salary increases; it all depends on the boss’s mood. Of course, on the surface, they will say there is a system.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance ratio (also determined by the boss, between 0.5 and 1).

The actual year-end bonus received is approximately 11,250–22,500 (based on a basic salary of 22,500); if you have worked for less than a year, it is calculated proportionally by month.

Bonuses for the three traditional festivals are not guaranteed. They may consist merely of a box of pastries for everyone to share, or cash of 600–1,000.

Employee trips basically do not exist. If this is a job where even taking three consecutive days off is impossible, how could there be an employee trip?

Departmental dinners also happen only occasionally, but if the boss thinks people eat too much, they may complain, so some employees do not attend the dinners either.

What I find most laughable about this company is that it claims on 104 Job Bank to provide comprehensive training.

“Comprehensive training” means applying to the company and then being casually handed over to a senior employee or a coworker who is about to resign,

who trains you for 3–5 days before leaving you to deal with clients and pest control on your own (because turnover is so rapid that no one is available to take over the area).

Then, internally, the company claims—and tells outsiders—that you have three years of experience. Does three days equal three years of experience? Did you enter a time chamber?

In my view, pest-control work may appear easy to enter, but without 1–2 years of training, it is difficult to become fully competent.

The work basically consists of riding a company motorcycle or car to various restaurants or establishments to carry out cockroach and rodent control.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break. You clock in and out at the company.

You have to visit approximately 5–8 clients a day. This is not difficult for people with pest-control experience, but because employee turnover is so fast,

you often end up taking over a complete mess (a severe cockroach infestation or serious rodent problem). Since the previous pest-control work was ineffective, the person taking over

may get severely chewed out for problems left by their predecessor. Reporting the issue to management often gets you a response like, “You should figure out how to solve it yourself,”

or they may send a team leader or someone else to accompany you (although senior management often just makes a superficial visit and does not genuinely devote time or effort to helping resolve the problem).

Night work is defined as work after 5 p.m. For example, if you leave at 5 p.m. to carry out pest control until 8 p.m., that counts as overtime.

After finishing at 5 p.m., you may rest for 2–3 hours and then return to the company to carry out spraying work at 10 p.m.; that counts as a night shift.

Whether night shifts are limited to seven days is also a matter of luck; when there is a staff shortage, plenty of people work more than ten days.

After working at night, you must take compensatory leave the following morning, meaning you only need to start work at noon the next day.

At present, the company generally operates on a two-day weekly rest system (public holidays in the same month are also off) with flexible working-hour scheduling.

In other words, you may be given two or three days off in a week (three when there happens to be a public holiday), but three consecutive days off cannot be scheduled.

Overtime is currently calculated according to the Labor Standards Act, but only the insured base salary for labor insurance is used in the calculation.

For example, if your insured base salary is 22,500: 22,500/240 × 1.33, or × 1.66 (after two hours).

Because the “one fixed day off and one flexible rest day” system and public holidays are shifted, there is essentially no overtime pay for working on days off that you can claim.

Days off still have to be scheduled according to the work at hand—in other words, in coordination with clients, coworkers, and the company’s operations.

For example, a supervisor may suddenly instruct you not to take the day off, a client may suddenly ask you to change the appointment time,

or a team leader or coworker may ask you to swap shifts with them. Often, if you do not show up, the work simply goes uncovered.

Pay consists of the basic salary + meal allowance + unexplained bonuses + overtime pay (if any; I heard they may change it to a responsibility-based system),

minus employee-paid portions of labor and health insurance. Since the insured salary is low, this generally amounts to a little over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (calculation for reference only).

Monthly pay is generally around 30,000 to 40,000, with only a few people earning more than 40,000. You only get more money after being promoted or taking on a supervisory position.

There is absolutely no system governing promotions, appointments to supervisory positions, or salary increases; it all depends on the boss’s mood. Of course, on the surface, they will say there is a system.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance ratio (also determined by the boss, between 0.5 and 1).

The actual year-end bonus received is approximately 11,250–22,500 (based on a basic salary of 22,500); if you have worked for less than a year, it is calculated proportionally by month.

Bonuses for the three traditional festivals are not guaranteed. They may consist merely of a box of pastries for everyone to share, or cash of 600–1,000.

Employee trips basically do not exist. If this is a job where even taking three consecutive days off is impossible, how could there be an employee trip?

Departmental dinners also happen only occasionally, but if the boss thinks people eat too much, they may complain, so some employees do not attend the dinners either.

What I find most laughable about this company is that it claims on 104 Job Bank to provide comprehensive training.

“Comprehensive training” means applying to the company and then being casually handed over to a senior employee or a coworker who is about to resign,

who trains you for 3–5 days before leaving you to deal with clients and pest control on your own (because turnover is so rapid that no one is available to take over the area).

Then, internally, the company claims—and tells outsiders—that you have three years of experience. Does three days equal three years of experience? Did you enter a time chamber?

In my view, pest-control work may appear easy to enter, but without 1–2 years of training, it is difficult to become fully competent.

The work basically involves riding a company motorcycle or car to various restaurants or other locations to carry out cockroach and rodent control.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break. You clock in and out at the company.

You have to visit approximately 5–8 clients a day. This is not difficult for someone with pest-control experience, but because employee turnover is so rapid,

you often end up taking over someone else’s mess (a cockroach infestation or severe rodent problem). Since the previous treatment was ineffective, the person taking over

may be harshly blamed for problems left behind by the previous worker. Reporting the issue to management often gets you a response like, “You should figure out how to solve it yourself,”

or they may send a team leader or someone else to accompany you (although senior management is mostly just going through the motions and will not genuinely devote the effort needed to help solve the problem).

Night work is defined as work after 5 p.m. For example, leaving at 5 p.m. to perform pest control until 8 p.m. counts as overtime.

If you finish work at 5 p.m., rest for 2–3 hours, and return to the company to carry out spraying work at 10 p.m., that counts as a night shift.

Whether night shifts stay under seven days is a matter of luck; when staff are short, plenty of people end up doing more than ten days.

After working at night, you must take compensatory time off the following morning, meaning you only need to report to work at noon the next day.

At present, the company generally implements a two-day workweek (holidays marked in red on the calendar that month are also days off) and uses a flexible-hours schedule.

In other words, you may be given two or three days off in a week (three when there happens to be a national holiday), but you cannot schedule three consecutive days off.

Overtime is currently calculated according to the Labor Standards Act, but only based on the insured salary used for labor insurance contributions.

For example, if your insured salary is 22,500: 22,500/240 × 1.33, or 1.66 (after two hours).

Because the one-fixed-day-off-and-one-flexible-rest-day system and national holidays are shifted around, there is basically no overtime pay for working on days off.

Your days off still have to be scheduled according to the work on hand—in other words, in coordination with clients, coworkers, and company operations.

For example, a supervisor may suddenly instruct you not to take the day off, a client may suddenly ask to change the appointment time,

or a team leader or coworker may ask you to switch shifts with them. Often, if you do not show up, the work simply goes uncovered.

Pay consists of the basic salary + meal allowance + unexplained bonuses + overtime pay (if any; I heard they plan to change it to a responsibility-based system),

minus the employee-paid portions of labor and health insurance. Since the insured salary is low, this is generally just over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (this estimate is for reference only).

Monthly earnings are generally between 30,000 and 40,000, with only a few people earning more than 40,000. You only get more money after being promoted or taking on a management position.

There is absolutely no system for promotions, management appointments, or pay raises; it all depends on the boss’s mood. Of course, outwardly, they will say that there is a system.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance percentage (which the boss also assesses personally, ranging from 0.5 to 1).

The actual year-end bonus is approximately 11,250–22,500 (based on a basic salary of 22,500). If you have worked for less than a year, it is calculated proportionally by month.

Bonuses for the three major festivals are not guaranteed. They could be just one box of snacks for everyone to share, or cash ranging from 600 to 1,000.

Employee trips basically do not exist. If it is impossible even to take three consecutive days off, how could there be an employee trip?

Department dinners only happen occasionally, and if people eat too much, the boss may complain again, so some employees do not attend the dinners.

What I find most ridiculous about this company is that it claims on 104 that it provides complete training.

“Complete training” means applying to the company and being casually handed over to a senior employee or a coworker who is about to resign,

who trains you for 3–5 days and then sends you out to handle clients and pest control on your own (because turnover is so fast, no one is available to take over the area).

Then, inside the company, they claim—and tell outsiders—that you have three years of experience. Three days equals three years of experience? Did you enter a time chamber?

In my view, pest-control work may seem easy to enter, but without one or two years of training, it is difficult to become fully competent.

The work basically involves riding a company motorcycle or car to various restaurants or other locations to carry out cockroach and rodent control.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break. You clock in and out at the company.

You have to visit approximately 5–8 clients a day. This is not difficult for someone with pest-control experience, but because employee turnover is so rapid,

you often end up taking over someone else’s mess (a cockroach infestation or severe rodent problem). Since the previous treatment was ineffective, the person taking over

may be harshly blamed for problems left behind by the previous worker. Reporting the issue to management often gets you a response like, “You should figure out how to solve it yourself,”

or they may send a team leader or someone else to accompany you (although senior management is mostly just going through the motions and will not genuinely devote the effort needed to help solve the problem).

Night work is defined as work after 5 p.m. For example, leaving at 5 p.m. to perform pest control until 8 p.m. counts as overtime.

If you finish work at 5 p.m., rest for 2–3 hours, and return to the company to carry out spraying work at 10 p.m., that counts as a night shift.

Whether night shifts stay under seven days is a matter of luck; when staff are short, plenty of people end up doing more than ten days.

After working at night, you must take compensatory time off the following morning, meaning you only need to report to work at noon the next day.

At present, the company generally implements a two-day workweek (holidays marked in red on the calendar that month are also days off) and uses a flexible-hours schedule.

In other words, you may be given two or three days off in a week (three when there happens to be a national holiday), but you cannot schedule three consecutive days off.

Overtime is currently calculated according to the Labor Standards Act, but only based on the insured salary used for labor insurance contributions.

For example, if your insured salary is 22,500: 22,500/240 × 1.33, or 1.66 (after two hours).

Because the one-fixed-day-off-and-one-flexible-rest-day system and national holidays are shifted around, there is basically no overtime pay for working on days off.

Your days off still have to be scheduled according to the work on hand—in other words, in coordination with clients, coworkers, and company operations.

For example, a supervisor may suddenly instruct you not to take the day off, a client may suddenly ask to change the appointment time,

or a team leader or coworker may ask you to switch shifts with them. Often, if you do not show up, the work simply goes uncovered.

Pay consists of the basic salary + meal allowance + unexplained bonuses + overtime pay (if any; I heard they plan to change it to a responsibility-based system),

minus the employee-paid portions of labor and health insurance. Since the insured salary is low, this is generally just over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (this estimate is for reference only).

Monthly earnings are generally between 30,000 and 40,000, with only a few people earning more than 40,000. You only get more money after being promoted or taking on a management position.

There is absolutely no system for promotions, management appointments, or pay raises; it all depends on the boss’s mood. Of course, outwardly, they will say that there is a system.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance percentage (which the boss also assesses personally, ranging from 0.5 to 1).

The actual year-end bonus is approximately 11,250–22,500 (based on a basic salary of 22,500). If you have worked for less than a year, it is calculated proportionally by month.

Bonuses for the three major festivals are not guaranteed. They could be just one box of snacks for everyone to share, or cash ranging from 600 to 1,000.

Employee trips basically do not exist. If it is impossible even to take three consecutive days off, how could there be an employee trip?

Department dinners only happen occasionally, and if people eat too much, the boss may complain again, so some employees do not attend the dinners.

What I find most ridiculous about this company is that it claims on 104 that it provides complete training.

“Complete training” means applying to the company and being casually handed over to a senior employee or a coworker who is about to resign,

who trains you for 3–5 days and then sends you out to handle clients and pest control on your own (because turnover is so fast, no one is available to take over the area).

Then, inside the company, they claim—and tell outsiders—that you have three years of experience. Three days equals three years of experience? Did you enter a time chamber?

In my view, pest-control work may seem easy to enter, but without one or two years of training, it is difficult to become fully competent.

The job is basically riding a company motorcycle or car to various restaurants or establishments to control cockroaches and rats.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break; you clock in and out at the company.

You visit approximately 5–8 clients a day. This is not difficult for people with pest-control experience, but because employee turnover is so high,

you often inherit a mess (a cockroach infestation or severe rodent problem). Because the establishment’s pest-control results were poor, the person taking over

may be harshly blamed for problems left by the previous worker. Reporting the issue to management often gets you a response that you should figure out how to solve it yourself,

or they assign a team leader or someone else to accompany you (although senior management also just goes through the motions and does not genuinely devote the effort needed to help solve the problem).

Night work is defined as work after 5 p.m. For example, leaving at 5 p.m. to carry out pest control until 8 p.m. counts as overtime.

After finishing at 5 p.m., resting for 2–3 hours, and returning to the company to spray pesticides at 10 p.m. counts as a night shift.

Whether night shifts stay under seven days is a matter of luck; when staff are short, plenty of people work more than ten days of them.

After night work, you must take compensatory time off the following morning, meaning you only need to start work at noon the next day.

Currently, the company generally implements a five-day workweek with two days off (public holidays marked in red on the calendar are also off), using flexible-hours scheduling.

In other words, you get two or three days off in a week (three when there is a public holiday), but three consecutive days off cannot be scheduled.

Overtime is currently calculated according to the Labor Standards Act, but only based on the insured salary used for labor insurance,

for example, 22,500/240 × 1.33 or 1.66 (after two hours).

Because the “one regular day off and one flexible rest day” system and public holidays are shifted, there is essentially no overtime pay for holidays that you can claim.

Your days off still have to be scheduled according to the work at hand—that is, accommodating clients, coworkers, and the company’s operations.

For example, a supervisor may suddenly instruct you not to take the day off, a client may suddenly change the appointment time with you,

or a team leader or coworker may ask you to swap shifts. Often, if you do not show up, the work simply goes uncovered.

Pay consists of the basic salary + meal allowance + inexplicable bonuses + overtime pay (if applicable; I heard they plan to change to a responsibility-based system),

minus your personal contributions to labor and health insurance. Since the insured salary is low, the deduction is generally just over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (estimate for reference only).

Monthly pay is generally between 30,000 and 40,000, with only a few people earning more than 40,000. You only get more money after promotion or taking on a management position.

There is absolutely no system for promotions, taking on management roles, or pay raises; it depends entirely on the boss’s mood. Of course, outwardly, they will say there is a system.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance percentage (also judged by the boss, between 0.5 and 1).

The actual year-end bonus received is approximately 11,250–22,500 (calculated using a basic salary of 22,500). If you have worked less than a year, it is further calculated proportionally by month.

Bonuses for the three major holidays are not guaranteed. They could be just one box of pastries for everyone to share, or cash ranging from 600 to 1,000.

Employee trips basically do not exist. If it is impossible even to take three consecutive days off, can there really be an employee trip?

Department dinners only happen occasionally, and if people eat too much, the boss may complain again, so some employees do not attend the dinners.

What I find most laughable about this company is that it claims on 104 Job Bank to provide comprehensive training.

The “comprehensive training” consists of applying to the company and being casually handed over to a senior employee or a colleague who is about to leave,

being taught for 3–5 days, and then being sent to handle clients and pest control on your own (because turnover is so rapid that no one is available to take over the area).

Then, internally, the company claims and tells people outside that you have three years of experience. Three days equals three years of experience—is this a time chamber?

In my view, pest-control work may look easy to enter and get started in, but without 1–2 years of training, it is difficult to become fully competent.

The job is basically riding a company motorcycle or car to various restaurants or establishments to control cockroaches and rats.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break; you clock in and out at the company.

You visit approximately 5–8 clients a day. This is not difficult for people with pest-control experience, but because employee turnover is so high,

you often inherit a mess (a cockroach infestation or severe rodent problem). Because the establishment’s pest-control results were poor, the person taking over

may be harshly blamed for problems left by the previous worker. Reporting the issue to management often gets you a response that you should figure out how to solve it yourself,

or they assign a team leader or someone else to accompany you (although senior management also just goes through the motions and does not genuinely devote the effort needed to help solve the problem).

Night work is defined as work after 5 p.m. For example, leaving at 5 p.m. to carry out pest control until 8 p.m. counts as overtime.

After finishing at 5 p.m., resting for 2–3 hours, and returning to the company to spray pesticides at 10 p.m. counts as a night shift.

Whether night shifts stay under seven days is a matter of luck; when staff are short, plenty of people work more than ten days of them.

After night work, you must take compensatory time off the following morning, meaning you only need to start work at noon the next day.

Currently, the company generally implements a five-day workweek with two days off (public holidays marked in red on the calendar are also off), using flexible-hours scheduling.

In other words, you get two or three days off in a week (three when there is a public holiday), but three consecutive days off cannot be scheduled.

Overtime is currently calculated according to the Labor Standards Act, but only based on the insured salary used for labor insurance,

for example, 22,500/240 × 1.33 or 1.66 (after two hours).

Because the “one regular day off and one flexible rest day” system and public holidays are shifted, there is essentially no overtime pay for holidays that you can claim.

Your days off still have to be scheduled according to the work at hand—that is, accommodating clients, coworkers, and the company’s operations.

For example, a supervisor may suddenly instruct you not to take the day off, a client may suddenly change the appointment time with you,

or a team leader or coworker may ask you to swap shifts. Often, if you do not show up, the work simply goes uncovered.

Pay consists of the basic salary + meal allowance + inexplicable bonuses + overtime pay (if applicable; I heard they plan to change to a responsibility-based system),

minus your personal contributions to labor and health insurance. Since the insured salary is low, the deduction is generally just over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (estimate for reference only).

Monthly pay is generally between 30,000 and 40,000, with only a few people earning more than 40,000. You only get more money after promotion or taking on a management position.

There is absolutely no system for promotions, taking on management roles, or pay raises; it depends entirely on the boss’s mood. Of course, outwardly, they will say there is a system.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance percentage (also judged by the boss, between 0.5 and 1).

The actual year-end bonus received is approximately 11,250–22,500 (calculated using a basic salary of 22,500). If you have worked less than a year, it is further calculated proportionally by month.

Bonuses for the three major holidays are not guaranteed. They could be just one box of pastries for everyone to share, or cash ranging from 600 to 1,000.

Employee trips basically do not exist. If it is impossible even to take three consecutive days off, can there really be an employee trip?

Department dinners only happen occasionally, and if people eat too much, the boss may complain again, so some employees do not attend the dinners.

What I find most laughable about this company is that it claims on 104 Job Bank to provide comprehensive training.

The “comprehensive training” consists of applying to the company and being casually handed over to a senior employee or a colleague who is about to leave,

being taught for 3–5 days, and then being sent to handle clients and pest control on your own (because turnover is so rapid that no one is available to take over the area).

Then, internally, the company claims and tells people outside that you have three years of experience. Three days equals three years of experience—is this a time chamber?

In my view, pest-control work may look easy to enter and get started in, but without 1–2 years of training, it is difficult to become fully competent.

The job basically involves riding a company scooter or car to various restaurants or premises to carry out cockroach and rodent control.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break. You clock in and out at the company.

You visit approximately 5–8 clients per day. This is not difficult for people with pest-control experience, but because employee turnover is so rapid,

you often end up taking over a complete mess (a cockroach infestation or severe rodent problem). If the previous pest-control work was ineffective, the person taking over

may get chewed out for problems left behind by the previous worker. Reporting issues to management often gets you a response like, “You should figure out how to solve it yourself,”

or they assign a team leader or someone else to accompany you (although senior management usually just makes a cursory visit and does not genuinely put in the effort to help resolve the problem).

Night work is defined as any work after 5 p.m. For example, leaving at 5 p.m. to carry out pest control until 8 p.m. counts as overtime.

After finishing at 5 p.m., you rest for 2–3 hours, then return to the company to carry out spraying work at 10 p.m.; this counts as a night shift.

Whether night shifts stay within seven days is also a matter of luck. When there is a staff shortage, plenty of people work more than ten night shifts.

After night work, you must take compensatory leave the following morning, meaning you only need to start work at noon the next day.

At present, the company generally implements a two-day weekend (public holidays in the same month are also days off) and uses flexible-hours scheduling.

In other words, you may get two or three days off in a week (three if there happens to be a public holiday), but you cannot be scheduled for three consecutive days off.

Overtime is currently calculated according to the Labor Standards Act, but only based on the insured salary for labor insurance.

For example, if your insured salary is 22,500: 22,500/240 × 1.33, or 1.66 (after two hours).

Because the one-fixed-day-off-and-one-flexible-rest-day system and public holidays are shifted around, there is effectively no overtime pay for working on days off to claim.

Your days off still have to be arranged according to the work at hand—in other words, coordinating with clients, coworkers, and the company’s operations.

For example, a supervisor may suddenly instruct you not to take the day off, a client may suddenly change the appointment time,

or a team leader or coworker may ask you to switch shifts with them. Often, if you do not show up, the work simply goes uncovered.

Pay consists of the basic salary + meal allowance + unexplained bonuses + overtime pay (if any; I heard they plan to change it to a responsibility-based system).

Then various employee-paid labor and health insurance contributions are deducted. Because the insured salary is low, the deductions are generally just over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (this estimate is for reference only).

Monthly pay is generally between 30,000 and 40,000. Only a small number of people earn more than 40,000; you only get more money after being promoted or taking on a management position.

There is no system at all for promotions, management appointments, or pay raises; it depends entirely on the boss’s mood. Naturally, the boss will say there is a system.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance ratio (also judged by the boss, between 0.5 and 1).

The actual year-end bonus received is approximately 11,250–22,500 (calculated using a basic salary of 22,500). If you have worked for less than a year, it is further calculated proportionally by month.

Bonuses for the three major holidays are not guaranteed. They may consist of just one box of snacks for everyone to share, or cash ranging from 600 to 1,000.

Employee trips essentially do not exist. If it is impossible to take three consecutive days off, how could there be an employee trip?

Department dinners only happen occasionally, and if people eat too much, the boss may complain again. As a result, some employees do not attend the dinners.

What I find most laughable about this company is that it claims on 104 Job Bank to provide comprehensive training.

“Comprehensive training” means applying to the company, being casually handed over to a senior employee or a coworker who is about to leave,

being trained for 3–5 days, and then being sent out to deal with clients and perform pest control on your own (because turnover is so fast that no one is available to take over the area).

Then the company tells people externally that you have three years of experience—three days equals three years of experience. Did you enter a time chamber?

In my view, pest-control work may seem easy to enter, but without 1–2 years of training, it is difficult to become fully qualified.

The job basically involves riding a company scooter or car to various restaurants or premises to carry out cockroach and rodent control.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break. You clock in and out at the company.

You visit approximately 5–8 clients per day. This is not difficult for people with pest-control experience, but because employee turnover is so rapid,

you often end up taking over a complete mess (a cockroach infestation or severe rodent problem). If the previous pest-control work was ineffective, the person taking over

may get chewed out for problems left behind by the previous worker. Reporting issues to management often gets you a response like, “You should figure out how to solve it yourself,”

or they assign a team leader or someone else to accompany you (although senior management usually just makes a cursory visit and does not genuinely put in the effort to help resolve the problem).

Night work is defined as any work after 5 p.m. For example, leaving at 5 p.m. to carry out pest control until 8 p.m. counts as overtime.

After finishing at 5 p.m., you rest for 2–3 hours, then return to the company to carry out spraying work at 10 p.m.; this counts as a night shift.

Whether night shifts stay within seven days is also a matter of luck. When there is a staff shortage, plenty of people work more than ten night shifts.

After night work, you must take compensatory leave the following morning, meaning you only need to start work at noon the next day.

At present, the company generally implements a two-day weekend (public holidays in the same month are also days off) and uses flexible-hours scheduling.

In other words, you may get two or three days off in a week (three if there happens to be a public holiday), but you cannot be scheduled for three consecutive days off.

Overtime is currently calculated according to the Labor Standards Act, but only based on the insured salary for labor insurance.

For example, if your insured salary is 22,500: 22,500/240 × 1.33, or 1.66 (after two hours).

Because the one-fixed-day-off-and-one-flexible-rest-day system and public holidays are shifted around, there is effectively no overtime pay for working on days off to claim.

Your days off still have to be arranged according to the work at hand—in other words, coordinating with clients, coworkers, and the company’s operations.

For example, a supervisor may suddenly instruct you not to take the day off, a client may suddenly change the appointment time,

or a team leader or coworker may ask you to switch shifts with them. Often, if you do not show up, the work simply goes uncovered.

Pay consists of the basic salary + meal allowance + unexplained bonuses + overtime pay (if any; I heard they plan to change it to a responsibility-based system).

Then various employee-paid labor and health insurance contributions are deducted. Because the insured salary is low, the deductions are generally just over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (this estimate is for reference only).

Monthly pay is generally between 30,000 and 40,000. Only a small number of people earn more than 40,000; you only get more money after being promoted or taking on a management position.

There is no system at all for promotions, management appointments, or pay raises; it depends entirely on the boss’s mood. Naturally, the boss will say there is a system.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance ratio (also judged by the boss, between 0.5 and 1).

The actual year-end bonus received is approximately 11,250–22,500 (calculated using a basic salary of 22,500). If you have worked for less than a year, it is further calculated proportionally by month.

Bonuses for the three major holidays are not guaranteed. They may consist of just one box of snacks for everyone to share, or cash ranging from 600 to 1,000.

Employee trips essentially do not exist. If it is impossible to take three consecutive days off, how could there be an employee trip?

Department dinners only happen occasionally, and if people eat too much, the boss may complain again. As a result, some employees do not attend the dinners.

What I find most laughable about this company is that it claims on 104 Job Bank to provide comprehensive training.

“Comprehensive training” means applying to the company, being casually handed over to a senior employee or a coworker who is about to leave,

being trained for 3–5 days, and then being sent out to deal with clients and perform pest control on your own (because turnover is so fast that no one is available to take over the area).

Then the company tells people externally that you have three years of experience—three days equals three years of experience. Did you enter a time chamber?

In my view, pest-control work may seem easy to enter, but without 1–2 years of training, it is difficult to become fully qualified.

The job basically involves riding a company scooter or car to various restaurants or locations to carry out cockroach and rodent control.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break, and clocking in and out at the company.

You visit approximately 5–8 clients a day. This is not difficult for people with pest-control experience, but because employee turnover is so high,

you often end up taking over someone else’s mess (a cockroach infestation or severe rodent problem). When the previous pest-control work was ineffective, the person taking over

may get harshly blamed for problems left by the previous worker. Reporting the issue to management often results in being told that you should figure out how to solve it yourself,

or that a team leader or someone else will be assigned to accompany you (although senior management usually just makes a superficial visit and does not genuinely devote the effort needed to resolve the problem).

“Night work” is defined as work after 5 p.m. For example, leaving at 5 p.m. to perform pest control until 8 p.m. counts as overtime.

If you finish work at 5 p.m., rest for 2–3 hours, and then return to the company to carry out spraying work at 10 p.m., that counts as a night shift.

Whether night shifts are limited to no more than seven days is a matter of luck; when the company is short-staffed, plenty of people work more than ten days of them.

After night work, you must take compensatory time off the following morning, meaning you only need to start work at noon the next day.

At present, the company generally operates on a five-day workweek with two days off (public holidays marked in red on the calendar are also days off), using flexible scheduling.

In other words, you may be given two or three days off in a week (three when there happens to be a public holiday), but three consecutive days off cannot be scheduled.

Overtime is currently calculated according to the Labor Standards Act, but only the insured base salary for labor insurance is used in the calculation.

For example, if your insured base salary is 22,500, the calculation is 22,500/240 × 1.33 or 1.66 (after two hours).

Because the “one fixed day off and one flexible rest day” system and public holidays are shifted, there is essentially no overtime pay for working on scheduled days off to claim.

Days off must still be scheduled around the work on hand—in other words, in coordination with clients, coworkers, and company operations.

For example, a supervisor may suddenly instruct you not to take the day off, a client may suddenly ask to change the appointment time,

or a team leader or coworker may ask you to swap shifts. Often, if you do not show up, the work simply has no one to cover it.

Pay consists of the basic salary + meal allowance + unexplained bonuses + overtime pay (if applicable; I heard they may change to a responsibility-based system),

minus some employee-paid labor and health insurance contributions. Since the insured salary is low, the deduction is generally a little over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (for reference only).

Monthly earnings are generally between 30,000 and 40,000, with only a few people earning more than 40,000. You only get more money if you are promoted or take on a management role.

There is absolutely no system for promotions, management appointments, or pay raises; it all depends on the boss’s mood. Of course, on the surface, they will say that a system exists.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance ratio (also judged by the boss, between 0.5 and 1).

The actual year-end bonus received is approximately 11,250–22,500 (based on a basic salary of 22,500); if you have worked for less than a year, it is prorated by month.

Bonuses for the three major holidays are not guaranteed. They may consist only of a box of cookies for everyone to share, or cash of 600–1,000.

Employee trips basically do not exist. If a job does not even allow you to take three consecutive days off, can there really be an employee trip?

Department dinners only happen occasionally, but if people eat too much, the boss may complain again, so some employees do not attend the dinners.

What I find most ridiculous about this company is that it claims on 104 that it provides comprehensive training.

“Comprehensive training” means applying to the company, being casually handed over to a senior employee or a coworker who is about to leave,

being trained for 3–5 days, and then being sent out to deal with clients and perform pest control on your own (because turnover is so high that no one is available to cover the area).

Then, inside the company, they claim that they tell people outside that you have three years of experience. Three days equals three years of experience—is this some kind of time chamber?

In my view, pest-control work may look easy to enter, but without one or two years of training, it is difficult to become fully competent.

The job basically involves riding a company scooter or car to various restaurants or locations to carry out cockroach and rodent control.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break, and clocking in and out at the company.

You visit approximately 5–8 clients a day. This is not difficult for people with pest-control experience, but because employee turnover is so high,

you often end up taking over someone else’s mess (a cockroach infestation or severe rodent problem). When the previous pest-control work was ineffective, the person taking over

may get harshly blamed for problems left by the previous worker. Reporting the issue to management often results in being told that you should figure out how to solve it yourself,

or that a team leader or someone else will be assigned to accompany you (although senior management usually just makes a superficial visit and does not genuinely devote the effort needed to resolve the problem).

“Night work” is defined as work after 5 p.m. For example, leaving at 5 p.m. to perform pest control until 8 p.m. counts as overtime.

If you finish work at 5 p.m., rest for 2–3 hours, and then return to the company to carry out spraying work at 10 p.m., that counts as a night shift.

Whether night shifts are limited to no more than seven days is a matter of luck; when the company is short-staffed, plenty of people work more than ten days of them.

After night work, you must take compensatory time off the following morning, meaning you only need to start work at noon the next day.

At present, the company generally operates on a five-day workweek with two days off (public holidays marked in red on the calendar are also days off), using flexible scheduling.

In other words, you may be given two or three days off in a week (three when there happens to be a public holiday), but three consecutive days off cannot be scheduled.

Overtime is currently calculated according to the Labor Standards Act, but only the insured base salary for labor insurance is used in the calculation.

For example, if your insured base salary is 22,500, the calculation is 22,500/240 × 1.33 or 1.66 (after two hours).

Because the “one fixed day off and one flexible rest day” system and public holidays are shifted, there is essentially no overtime pay for working on scheduled days off to claim.

Days off must still be scheduled around the work on hand—in other words, in coordination with clients, coworkers, and company operations.

For example, a supervisor may suddenly instruct you not to take the day off, a client may suddenly ask to change the appointment time,

or a team leader or coworker may ask you to swap shifts. Often, if you do not show up, the work simply has no one to cover it.

Pay consists of the basic salary + meal allowance + unexplained bonuses + overtime pay (if applicable; I heard they may change to a responsibility-based system),

minus some employee-paid labor and health insurance contributions. Since the insured salary is low, the deduction is generally a little over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (for reference only).

Monthly earnings are generally between 30,000 and 40,000, with only a few people earning more than 40,000. You only get more money if you are promoted or take on a management role.

There is absolutely no system for promotions, management appointments, or pay raises; it all depends on the boss’s mood. Of course, on the surface, they will say that a system exists.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance ratio (also judged by the boss, between 0.5 and 1).

The actual year-end bonus received is approximately 11,250–22,500 (based on a basic salary of 22,500); if you have worked for less than a year, it is prorated by month.

Bonuses for the three major holidays are not guaranteed. They may consist only of a box of cookies for everyone to share, or cash of 600–1,000.

Employee trips basically do not exist. If a job does not even allow you to take three consecutive days off, can there really be an employee trip?

Department dinners only happen occasionally, but if people eat too much, the boss may complain again, so some employees do not attend the dinners.

What I find most ridiculous about this company is that it claims on 104 that it provides comprehensive training.

“Comprehensive training” means applying to the company, being casually handed over to a senior employee or a coworker who is about to leave,

being trained for 3–5 days, and then being sent out to deal with clients and perform pest control on your own (because turnover is so high that no one is available to cover the area).

Then, inside the company, they claim that they tell people outside that you have three years of experience. Three days equals three years of experience—is this some kind of time chamber?

In my view, pest-control work may look easy to enter, but without one or two years of training, it is difficult to become fully competent.

The job basically involves riding a company motorcycle or car to various restaurants or establishments to control cockroaches and rats.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break. You clock in and out at the company.

You visit approximately 5–8 clients a day. This is not difficult for people with pest-control experience, but because employee turnover is so high,

you often end up taking over a complete mess (a cockroach infestation or severe rodent problem). Since the previous treatment was ineffective, the person taking over

may get chewed out because of problems left by the predecessor. Reporting the issue to management often results in being told that you should figure out how to solve it yourself,

or that a team leader or someone else will be assigned to accompany you (although senior management is also just going through the motions and does not genuinely devote effort to helping solve the problem).

Night work is defined as work after 5 p.m. For example, leaving at 5 p.m. to carry out pest control until 8 p.m. counts as overtime.

After finishing work at 5 p.m., resting for 2–3 hours, and returning to the company to carry out pesticide spraying at 10 p.m. counts as a night shift.

Whether night shifts stay under seven days is also a matter of luck; when there is a staff shortage, plenty of people work more than ten days.

After working at night, you must take compensatory time off the following morning, meaning you only need to start work at noon the next day.

At present, the company generally implements a two-day workweek (public holidays marked in red on the calendar are also days off), using flexible-hours scheduling.

In other words, you get two or three days off per week (three when a public holiday happens to fall in that week), but three consecutive days off cannot be scheduled.

Overtime is currently calculated according to the Labor Standards Act, but only based on the insured salary used for labor insurance contributions.

For example, if your insured salary is 22,500: 22,500/240 × 1.33, or 1.66 (after two hours).

Because the one-fixed-day-off-and-one-flexible-rest-day system and public holidays are shifted, there is essentially no overtime pay for working on days off to claim.

Days off still have to be scheduled according to the work at hand—in other words, in coordination with clients, coworkers, and company operations.

For example, a supervisor may suddenly instruct you not to take the day off, a client may suddenly ask you to change the appointment time,

or a team leader or coworker may ask you to swap shifts with them. Often, if you do not show up, the work is left uncovered.

Salary consists of the basic salary + meal allowance + unexplained bonuses + overtime pay (if any; I heard they may change to a responsibility-based system),

minus some employee-paid labor and health insurance contributions. Since the insured salary is low, the deduction is generally just over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (this calculation is for reference only).

Monthly earnings are generally between 30,000 and 40,000, with only a few people earning over 40,000. You only get more money after receiving a promotion or taking on a management position.

There is absolutely no system for promotions, taking on management roles, or pay raises; it all depends on the boss's mood. Of course, outwardly, the boss will say that there is a system.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance percentage (also determined by the boss, between 0.5 and 1).

The actual year-end bonus received is approximately 11,250–22,500 (based on a basic salary of 22,500); if you have worked for less than a year, it is calculated proportionally by month.

Bonuses for the three major holidays are not guaranteed. They might consist merely of a box of pastries for everyone to share, or cash of 600–1,000.

Employee trips basically do not exist. If it is impossible even to take three consecutive days off, how could there be an employee trip?

Department dinners only happen occasionally. However, if people eat too much, the boss may complain again, so some employees do not attend the dinners.

What I find most laughable about this company is that it claims on 104 that it provides comprehensive training.

“Comprehensive training” means applying to the company and being casually handed over to a senior employee or a colleague who is about to leave,

who trains you for 3–5 days and then sends you out to deal with clients and perform pest control on your own (because turnover is so high, no one is available to take over the territory).

Then the company tells people outside that you have three years of experience. Three days equals three years of experience—is this some kind of time chamber?

In my view, pest-control work may look easy to enter, but without 1–2 years of training, it is difficult to become fully competent.

The job basically involves riding a company motorcycle or car to various restaurants or establishments to control cockroaches and rats.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break. You clock in and out at the company.

You visit approximately 5–8 clients a day. This is not difficult for people with pest-control experience, but because employee turnover is so high,

you often end up taking over a complete mess (a cockroach infestation or severe rodent problem). Since the previous treatment was ineffective, the person taking over

may get chewed out because of problems left by the predecessor. Reporting the issue to management often results in being told that you should figure out how to solve it yourself,

or that a team leader or someone else will be assigned to accompany you (although senior management is also just going through the motions and does not genuinely devote effort to helping solve the problem).

Night work is defined as work after 5 p.m. For example, leaving at 5 p.m. to carry out pest control until 8 p.m. counts as overtime.

After finishing work at 5 p.m., resting for 2–3 hours, and returning to the company to carry out pesticide spraying at 10 p.m. counts as a night shift.

Whether night shifts stay under seven days is also a matter of luck; when there is a staff shortage, plenty of people work more than ten days.

After working at night, you must take compensatory time off the following morning, meaning you only need to start work at noon the next day.

At present, the company generally implements a two-day workweek (public holidays marked in red on the calendar are also days off), using flexible-hours scheduling.

In other words, you get two or three days off per week (three when a public holiday happens to fall in that week), but three consecutive days off cannot be scheduled.

Overtime is currently calculated according to the Labor Standards Act, but only based on the insured salary used for labor insurance contributions.

For example, if your insured salary is 22,500: 22,500/240 × 1.33, or 1.66 (after two hours).

Because the one-fixed-day-off-and-one-flexible-rest-day system and public holidays are shifted, there is essentially no overtime pay for working on days off to claim.

Days off still have to be scheduled according to the work at hand—in other words, in coordination with clients, coworkers, and company operations.

For example, a supervisor may suddenly instruct you not to take the day off, a client may suddenly ask you to change the appointment time,

or a team leader or coworker may ask you to swap shifts with them. Often, if you do not show up, the work is left uncovered.

Salary consists of the basic salary + meal allowance + unexplained bonuses + overtime pay (if any; I heard they may change to a responsibility-based system),

minus some employee-paid labor and health insurance contributions. Since the insured salary is low, the deduction is generally just over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (this calculation is for reference only).

Monthly earnings are generally between 30,000 and 40,000, with only a few people earning over 40,000. You only get more money after receiving a promotion or taking on a management position.

There is absolutely no system for promotions, taking on management roles, or pay raises; it all depends on the boss's mood. Of course, outwardly, the boss will say that there is a system.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance percentage (also determined by the boss, between 0.5 and 1).

The actual year-end bonus received is approximately 11,250–22,500 (based on a basic salary of 22,500); if you have worked for less than a year, it is calculated proportionally by month.

Bonuses for the three major holidays are not guaranteed. They might consist merely of a box of pastries for everyone to share, or cash of 600–1,000.

Employee trips basically do not exist. If it is impossible even to take three consecutive days off, how could there be an employee trip?

Department dinners only happen occasionally. However, if people eat too much, the boss may complain again, so some employees do not attend the dinners.

What I find most laughable about this company is that it claims on 104 that it provides comprehensive training.

“Comprehensive training” means applying to the company and being casually handed over to a senior employee or a colleague who is about to leave,

who trains you for 3–5 days and then sends you out to deal with clients and perform pest control on your own (because turnover is so high, no one is available to take over the territory).

Then the company tells people outside that you have three years of experience. Three days equals three years of experience—is this some kind of time chamber?

In my view, pest-control work may look easy to enter, but without 1–2 years of training, it is difficult to become fully competent.

The job basically consists of riding a company scooter or car to various restaurants or establishments to carry out cockroach and rodent control.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break. You clock in and out at the company.

You typically visit around 5–8 clients a day. This is not difficult for people with pest-control experience, but because employee turnover is so high,

you often end up taking over a complete mess (a cockroach infestation or severe rodent problem). Since the previous treatment was ineffective, the person taking over

may get chewed out over problems left by the previous worker. Reporting issues to management often gets you a response along the lines of, “You should figure out how to solve it yourself,”

or they send a team leader or someone else to accompany you (though senior management only makes a superficial visit and does not genuinely devote time or effort to helping resolve the issue).

Night work is defined as any work after 5 p.m. For example, leaving at 5 p.m. to carry out pest control until 8 p.m. counts as overtime.

After finishing at 5 p.m., you may rest for 2–3 hours and then return to the company to do pesticide spraying at 10 p.m.; this counts as a night shift.

Whether night shifts stay under seven days is a matter of luck. When staff are short, plenty of people work more than ten night shifts.

After working at night, you must take compensatory time off the following morning, meaning you only need to start work at noon the next day.

At present, the company generally implements a two-day weekend (public holidays in the same month are also days off) with flexible-hours scheduling.

In other words, you may be given two or three days off in a week (three when there is a public holiday), but three consecutive days off cannot be scheduled.

Overtime is currently calculated according to the Labor Standards Act, but only based on the insured salary used for labor insurance contributions.

For example, if your insured salary is 22,500: 22,500/240 × 1.33, or × 1.66 (after two hours).

Because the one fixed day off and one flexible rest day system and public holidays are shifted around, there is effectively no overtime pay for working on scheduled days off.

Days off must still be scheduled according to the workload at hand—that is, in coordination with clients, coworkers, and the company’s operations.

For example, a supervisor may suddenly instruct you not to take the day off, a client may suddenly ask to change the appointment,

or a team leader or coworker may ask you to switch shifts with them. Often, if you do not show up, the work simply goes uncovered.

Pay consists of the basic salary + meal allowance + unexplained bonuses + overtime pay (if any; I heard they may change to a responsibility-based system),

minus your share of labor and health insurance contributions. Since the insured salary is low, the deduction is generally a little over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (calculation for reference only).

Monthly earnings are generally between 30,000 and 40,000; only a few people earn more than 40,000. You only get more money after being promoted or taking on a management position.

There is absolutely no system for promotions, management appointments, or pay raises; it all depends on the boss’s mood. Of course, outwardly, they will claim that a system exists.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance ratio (also determined by the boss, between 0.5 and 1).

The actual year-end bonus received is approximately 11,250–22,500 (calculated using a basic salary of 22,500); if you have not worked for a full year, it is further prorated by month.

Bonuses for the three major holidays are not guaranteed. They might consist of just a box of pastries for everyone to share, or cash of 600–1,000.

Employee trips basically do not exist. If it is impossible even to take three consecutive days off, how could there be an employee trip?

Department dinners only happen occasionally. However, if people eat too much, the boss may complain again, so some employees do not attend the dinners.

What I find most ridiculous about this company is that it claims on 104 that it provides comprehensive training.

The “comprehensive training” consists of applying to the company, being casually handed over to a senior employee or a coworker who is about to resign,

being trained for 3–5 days, and then being sent out to deal with clients and pest control on your own (because turnover is so fast, no one is available to take over the area).

Then, inside the company, they claim that you tell people outside that you have three years of experience. Three days equals three years of experience—is this a time chamber?

In my view, pest-control work may seem easy to enter, but without one or two years of training, it is difficult to become fully competent.

The job basically consists of riding a company scooter or car to various restaurants or establishments to carry out cockroach and rodent control.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break. You clock in and out at the company.

You typically visit around 5–8 clients a day. This is not difficult for people with pest-control experience, but because employee turnover is so high,

you often end up taking over a complete mess (a cockroach infestation or severe rodent problem). Since the previous treatment was ineffective, the person taking over

may get chewed out over problems left by the previous worker. Reporting issues to management often gets you a response along the lines of, “You should figure out how to solve it yourself,”

or they send a team leader or someone else to accompany you (though senior management only makes a superficial visit and does not genuinely devote time or effort to helping resolve the issue).

Night work is defined as any work after 5 p.m. For example, leaving at 5 p.m. to carry out pest control until 8 p.m. counts as overtime.

After finishing at 5 p.m., you may rest for 2–3 hours and then return to the company to do pesticide spraying at 10 p.m.; this counts as a night shift.

Whether night shifts stay under seven days is a matter of luck. When staff are short, plenty of people work more than ten night shifts.

After working at night, you must take compensatory time off the following morning, meaning you only need to start work at noon the next day.

At present, the company generally implements a two-day weekend (public holidays in the same month are also days off) with flexible-hours scheduling.

In other words, you may be given two or three days off in a week (three when there is a public holiday), but three consecutive days off cannot be scheduled.

Overtime is currently calculated according to the Labor Standards Act, but only based on the insured salary used for labor insurance contributions.

For example, if your insured salary is 22,500: 22,500/240 × 1.33, or × 1.66 (after two hours).

Because the one fixed day off and one flexible rest day system and public holidays are shifted around, there is effectively no overtime pay for working on scheduled days off.

Days off must still be scheduled according to the workload at hand—that is, in coordination with clients, coworkers, and the company’s operations.

For example, a supervisor may suddenly instruct you not to take the day off, a client may suddenly ask to change the appointment,

or a team leader or coworker may ask you to switch shifts with them. Often, if you do not show up, the work simply goes uncovered.

Pay consists of the basic salary + meal allowance + unexplained bonuses + overtime pay (if any; I heard they may change to a responsibility-based system),

minus your share of labor and health insurance contributions. Since the insured salary is low, the deduction is generally a little over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (calculation for reference only).

Monthly earnings are generally between 30,000 and 40,000; only a few people earn more than 40,000. You only get more money after being promoted or taking on a management position.

There is absolutely no system for promotions, management appointments, or pay raises; it all depends on the boss’s mood. Of course, outwardly, they will claim that a system exists.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance ratio (also determined by the boss, between 0.5 and 1).

The actual year-end bonus received is approximately 11,250–22,500 (calculated using a basic salary of 22,500); if you have not worked for a full year, it is further prorated by month.

Bonuses for the three major holidays are not guaranteed. They might consist of just a box of pastries for everyone to share, or cash of 600–1,000.

Employee trips basically do not exist. If it is impossible even to take three consecutive days off, how could there be an employee trip?

Department dinners only happen occasionally. However, if people eat too much, the boss may complain again, so some employees do not attend the dinners.

What I find most ridiculous about this company is that it claims on 104 that it provides comprehensive training.

The “comprehensive training” consists of applying to the company, being casually handed over to a senior employee or a coworker who is about to resign,

being trained for 3–5 days, and then being sent out to deal with clients and pest control on your own (because turnover is so fast, no one is available to take over the area).

Then, inside the company, they claim that you tell people outside that you have three years of experience. Three days equals three years of experience—is this a time chamber?

In my view, pest-control work may seem easy to enter, but without one or two years of training, it is difficult to become fully competent.

The job basically consists of riding a company motorcycle or car to various restaurants or establishments to carry out cockroach and rodent control.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break. You clock in and out at the company.

You have to visit approximately 5–8 clients per day. This is not difficult for people with pest-control experience, but because employee turnover is so high,

you often end up taking over someone else’s mess (a cockroach infestation or severe rodent problem). Since the establishment’s pest-control results were poor, the person taking over may

get severely blamed for problems left by the previous employee. Reporting the issue to management often results in being told that you should figure out how to solve it yourself,

or that a team leader or someone else will be assigned to accompany you (although senior management only makes a superficial appearance and does not genuinely put in the effort to help resolve the issue).

“Night work” is defined as work after 5 p.m. For example, leaving at 5 p.m. to perform pest control until 8 p.m. counts as overtime.

Returning to the company to do pesticide spraying at 10 p.m. after finishing at 5 p.m. and resting for 2–3 hours counts as a night shift.

Whether night shifts stay under seven days is a matter of luck; when there is a staff shortage, plenty of people work more than ten days of night shifts.

After working at night, you must take compensatory leave the following morning, meaning you can start work at noon the next day.

At present, the company generally implements a five-day workweek with two days off (public holidays marked in red on the calendar are also days off), using flexible-hour scheduling.

In other words, you may get two or three days off in a week (three if there happens to be a national holiday), but three consecutive days off cannot be scheduled.

Overtime is currently calculated according to the Labor Standards Act, but only based on the insured salary used for labor insurance.

For example, if your labor-insurance salary is 22,500: 22,500 / 240 × 1.33, or 1.66 (after two hours).

Because the “one fixed day off and one flexible rest day” system and national holidays are shifted, there is essentially no holiday overtime pay to claim.

Scheduling days off still depends on the work at hand—in other words, coordinating with clients, coworkers, and company operations.

For example, a supervisor may suddenly instruct you not to take the day off, or a client may suddenly ask to change the appointment time.

A team leader or coworker may ask you to swap shifts with them. Often, if you do not show up, the work simply goes uncovered.

Pay consists of the basic salary + meal allowance + unexplained bonuses + overtime pay (if any; I heard they may switch to a responsibility-based system).

Some employee-paid labor and health insurance contributions are then deducted. Since the insured salary is low, the deduction is generally a little over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (illustration for reference only).

Monthly income is generally between 30,000 and 40,000, with only a few people earning more than 40,000. You only get a raise if you are promoted or take on a management position.

There is absolutely no system for promotions, becoming a manager, or salary increases; it depends entirely on the boss’s mood. Of course, on the surface, they will say that a system exists.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance ratio (also determined by the boss, between 0.5 and 1).

The actual year-end bonus received is approximately 11,250–22,500 (based on a basic salary of 22,500). If you have worked for less than a year, it is calculated proportionally by month.

Bonuses for the three major holidays are not guaranteed. It could be just one box of cookies for everyone to share, or cash of 600–1,000.

Employee trips basically do not exist. If it is impossible even to take three consecutive days off, how could there be an employee trip?

Department dinners only happen occasionally. However, if people eat too much, the boss may complain again, so some employees do not attend the dinners.

What I find most ridiculous about this company is that it claims on 104 Job Bank to provide comprehensive training.

“Comprehensive training” means applying to the company and being casually handed over to a senior employee or a coworker who is about to leave.

They train you for 3–5 days, then send you out to deal with clients and perform pest control on your own (because turnover is so fast that no one is available to take over the assigned area).

Then, within the company, they claim that employees tell people outside that they have three years of experience. Three days equals three years of experience—is this a time chamber?

In my view, pest-control work may appear easy to enter, but without one or two years of training, it is difficult to become fully qualified.

The job basically consists of riding a company motorcycle or car to various restaurants or establishments to carry out cockroach and rodent control.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break. You clock in and out at the company.

You have to visit approximately 5–8 clients per day. This is not difficult for people with pest-control experience, but because employee turnover is so high,

you often end up taking over someone else’s mess (a cockroach infestation or severe rodent problem). Since the establishment’s pest-control results were poor, the person taking over may

get severely blamed for problems left by the previous employee. Reporting the issue to management often results in being told that you should figure out how to solve it yourself,

or that a team leader or someone else will be assigned to accompany you (although senior management only makes a superficial appearance and does not genuinely put in the effort to help resolve the issue).

“Night work” is defined as work after 5 p.m. For example, leaving at 5 p.m. to perform pest control until 8 p.m. counts as overtime.

Returning to the company to do pesticide spraying at 10 p.m. after finishing at 5 p.m. and resting for 2–3 hours counts as a night shift.

Whether night shifts stay under seven days is a matter of luck; when there is a staff shortage, plenty of people work more than ten days of night shifts.

After working at night, you must take compensatory leave the following morning, meaning you can start work at noon the next day.

At present, the company generally implements a five-day workweek with two days off (public holidays marked in red on the calendar are also days off), using flexible-hour scheduling.

In other words, you may get two or three days off in a week (three if there happens to be a national holiday), but three consecutive days off cannot be scheduled.

Overtime is currently calculated according to the Labor Standards Act, but only based on the insured salary used for labor insurance.

For example, if your labor-insurance salary is 22,500: 22,500 / 240 × 1.33, or 1.66 (after two hours).

Because the “one fixed day off and one flexible rest day” system and national holidays are shifted, there is essentially no holiday overtime pay to claim.

Scheduling days off still depends on the work at hand—in other words, coordinating with clients, coworkers, and company operations.

For example, a supervisor may suddenly instruct you not to take the day off, or a client may suddenly ask to change the appointment time.

A team leader or coworker may ask you to swap shifts with them. Often, if you do not show up, the work simply goes uncovered.

Pay consists of the basic salary + meal allowance + unexplained bonuses + overtime pay (if any; I heard they may switch to a responsibility-based system).

Some employee-paid labor and health insurance contributions are then deducted. Since the insured salary is low, the deduction is generally a little over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (illustration for reference only).

Monthly income is generally between 30,000 and 40,000, with only a few people earning more than 40,000. You only get a raise if you are promoted or take on a management position.

There is absolutely no system for promotions, becoming a manager, or salary increases; it depends entirely on the boss’s mood. Of course, on the surface, they will say that a system exists.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance ratio (also determined by the boss, between 0.5 and 1).

The actual year-end bonus received is approximately 11,250–22,500 (based on a basic salary of 22,500). If you have worked for less than a year, it is calculated proportionally by month.

Bonuses for the three major holidays are not guaranteed. It could be just one box of cookies for everyone to share, or cash of 600–1,000.

Employee trips basically do not exist. If it is impossible even to take three consecutive days off, how could there be an employee trip?

Department dinners only happen occasionally. However, if people eat too much, the boss may complain again, so some employees do not attend the dinners.

What I find most ridiculous about this company is that it claims on 104 Job Bank to provide comprehensive training.

“Comprehensive training” means applying to the company and being casually handed over to a senior employee or a coworker who is about to leave.

They train you for 3–5 days, then send you out to deal with clients and perform pest control on your own (because turnover is so fast that no one is available to take over the assigned area).

Then, within the company, they claim that employees tell people outside that they have three years of experience. Three days equals three years of experience—is this a time chamber?

In my view, pest-control work may appear easy to enter, but without one or two years of training, it is difficult to become fully qualified.

The job basically involves riding a company motorcycle or car to various restaurants or establishments to carry out cockroach and rodent control.

Working hours are from 8:30 to 17:00, with a 1.5-hour lunch break. You clock in and out at the company.

You visit approximately 5–8 clients a day. For people with pest-control experience, this is not difficult, but because the employee turnover rate is so high,

you often end up taking over a mess (a cockroach infestation or severe rodent problem). Because the establishment’s pest-control results were poor, the person taking over

may get severely berated for problems left by the previous worker. Reporting the issue to management often gets you a response like, “You should figure out how to solve it yourself,”

or they assign a team leader or someone else to accompany you (although senior management is also just going through the motions and does not genuinely devote the effort needed to help resolve the problem).

Night work is defined as work after 5 p.m. For example, leaving at 5 p.m. to carry out pest control until 8 p.m. counts as overtime.

After finishing at 5 p.m., you may rest for 2–3 hours and then return to the company to carry out spraying work at 10 p.m.; this counts as a night shift.

Whether night shifts stay under seven days is a matter of luck. When there are staff shortages, plenty of people work more than ten days of night shifts.

After night work, you must take compensatory leave the following morning, meaning you only need to start work at noon the next day.

Currently, the company generally implements a two-day weekly rest system (national holidays in the same month are also days off) and uses flexible-hours scheduling.

In other words, you may be given two or three days off in a week (three if there happens to be a national holiday), but three consecutive days off cannot be scheduled.

Overtime is currently calculated according to the Labor Standards Act, but only based on the insured salary used for labor insurance contributions.

For example, if your insured salary is 22,500, the calculation is 22,500/240 × 1.33 or 1.66 (after two hours).

Because the “one fixed day off and one flexible rest day” system and national holidays are shifted, there is essentially no overtime pay for working on days off to claim.

Scheduling days off still depends on the work at hand—in other words, coordinating with clients, coworkers, and company operations.

For example, a supervisor may suddenly instruct you not to take the day off, a client may suddenly ask to change the appointment,

or a team leader or coworker may ask you to swap shifts. Often, if you do not show up, the work is simply left uncovered.

Pay consists of the basic salary + meal allowance + unexplained bonuses + overtime pay (if any; I heard they may change it to a position of responsibility system),

minus some employee-paid labor and health insurance contributions. Because the insured salary is low, the deduction is generally just over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (this estimate is for reference only).

Monthly earnings are generally between 30,000 and 40,000. Only a small number of people earn over 40,000; you only get more money after being promoted or taking on a management position.

There is absolutely no system for promotions, taking on management positions, or salary increases; it entirely depends on the boss’s mood. Of course, on the surface, they will say there is a system.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance ratio (also judged by the boss, between 0.5 and 1).

The actual year-end bonus received is approximately 11,250–22,500 (based on a basic salary of 22,500); if you have worked for less than a year, it is calculated proportionally by month.

Bonuses for the three traditional festivals are not guaranteed. They may consist of just one box of pastries for everyone to share, or cash ranging from 600 to 1,000.

Employee trips basically do not exist. If a job does not even allow you to take three consecutive days off, how could it offer an employee trip?

Department dinners only happen occasionally. However, if people eat too much, the boss may complain again, so some employees do not attend the dinners either.

What I find most ridiculous about this company is that its listing on 104 claims to provide comprehensive training.

The “comprehensive training” consists of applying to the company and being casually handed over to a senior employee or a colleague who is about to resign,

who trains you for 3–5 days and then lets you handle clients and pest control on your own (because turnover is so fast, no one is available to take over the area).

Then, inside the company, they claim to outsiders that you have three years of experience. Three days equals three years of experience—did you enter a time chamber?

In my view, pest-control work may seem easy to enter, but without 1–2 years of training, it is difficult to become fully competent.

The job basically involves riding a company motorcycle or car to various restaurants or establishments to carry out cockroach and rodent control.

Working hours are from 8:30 to 17:00, with a 1.5-hour lunch break. You clock in and out at the company.

You visit approximately 5–8 clients a day. For people with pest-control experience, this is not difficult, but because the employee turnover rate is so high,

you often end up taking over a mess (a cockroach infestation or severe rodent problem). Because the establishment’s pest-control results were poor, the person taking over

may get severely berated for problems left by the previous worker. Reporting the issue to management often gets you a response like, “You should figure out how to solve it yourself,”

or they assign a team leader or someone else to accompany you (although senior management is also just going through the motions and does not genuinely devote the effort needed to help resolve the problem).

Night work is defined as work after 5 p.m. For example, leaving at 5 p.m. to carry out pest control until 8 p.m. counts as overtime.

After finishing at 5 p.m., you may rest for 2–3 hours and then return to the company to carry out spraying work at 10 p.m.; this counts as a night shift.

Whether night shifts stay under seven days is a matter of luck. When there are staff shortages, plenty of people work more than ten days of night shifts.

After night work, you must take compensatory leave the following morning, meaning you only need to start work at noon the next day.

Currently, the company generally implements a two-day weekly rest system (national holidays in the same month are also days off) and uses flexible-hours scheduling.

In other words, you may be given two or three days off in a week (three if there happens to be a national holiday), but three consecutive days off cannot be scheduled.

Overtime is currently calculated according to the Labor Standards Act, but only based on the insured salary used for labor insurance contributions.

For example, if your insured salary is 22,500, the calculation is 22,500/240 × 1.33 or 1.66 (after two hours).

Because the “one fixed day off and one flexible rest day” system and national holidays are shifted, there is essentially no overtime pay for working on days off to claim.

Scheduling days off still depends on the work at hand—in other words, coordinating with clients, coworkers, and company operations.

For example, a supervisor may suddenly instruct you not to take the day off, a client may suddenly ask to change the appointment,

or a team leader or coworker may ask you to swap shifts. Often, if you do not show up, the work is simply left uncovered.

Pay consists of the basic salary + meal allowance + unexplained bonuses + overtime pay (if any; I heard they may change it to a position of responsibility system),

minus some employee-paid labor and health insurance contributions. Because the insured salary is low, the deduction is generally just over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (this estimate is for reference only).

Monthly earnings are generally between 30,000 and 40,000. Only a small number of people earn over 40,000; you only get more money after being promoted or taking on a management position.

There is absolutely no system for promotions, taking on management positions, or salary increases; it entirely depends on the boss’s mood. Of course, on the surface, they will say there is a system.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance ratio (also judged by the boss, between 0.5 and 1).

The actual year-end bonus received is approximately 11,250–22,500 (based on a basic salary of 22,500); if you have worked for less than a year, it is calculated proportionally by month.

Bonuses for the three traditional festivals are not guaranteed. They may consist of just one box of pastries for everyone to share, or cash ranging from 600 to 1,000.

Employee trips basically do not exist. If a job does not even allow you to take three consecutive days off, how could it offer an employee trip?

Department dinners only happen occasionally. However, if people eat too much, the boss may complain again, so some employees do not attend the dinners either.

What I find most ridiculous about this company is that its listing on 104 claims to provide comprehensive training.

The “comprehensive training” consists of applying to the company and being casually handed over to a senior employee or a colleague who is about to resign,

who trains you for 3–5 days and then lets you handle clients and pest control on your own (because turnover is so fast, no one is available to take over the area).

Then, inside the company, they claim to outsiders that you have three years of experience. Three days equals three years of experience—did you enter a time chamber?

In my view, pest-control work may seem easy to enter, but without 1–2 years of training, it is difficult to become fully competent.

The job basically consists of riding a company motorcycle or car to various restaurants or establishments to control cockroaches and rats.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break. You clock in and out at the company.

You visit approximately 5–8 clients a day. This is not difficult for people with pest-control experience, but because employee turnover is so high,

you often inherit a complete mess (cockroach infestations or severe rodent problems). Since the previous treatment was ineffective, the person taking over

may get chewed out over problems left by the previous worker. Reporting the issue to management often gets you a response that you should figure out how to solve it yourself,

or they may send a team leader or someone else to accompany you (although senior management merely goes through the motions and does not genuinely devote the effort needed to help resolve the issue).

Night work is defined as work after 5 p.m. For example, leaving at 5 p.m. to perform pest control until 8 p.m. counts as overtime.

If you finish work at 5 p.m., rest for 2–3 hours, and return to the company to do pesticide spraying at 10 p.m., that counts as a night shift.

Whether night shifts stay under seven days is also a matter of luck; when there is a staff shortage, plenty of people work more than ten days.

After working at night, you must take compensatory time off the following morning, meaning you only need to start work at noon the next day.

At present, the company generally implements a two-day weekend (public holidays marked in red on the calendar are also days off), with flexible working-hours scheduling.

In other words, you get two or three days off per week (three when there is a public holiday), but three consecutive days off cannot be scheduled.

Overtime is currently calculated in accordance with the Labor Standards Act, but only based on the insured basic salary for labor insurance.

For example, if your insured basic salary is 22,500, the calculation is 22,500/240 × 1.33 or 1.66 (after two hours).

Because the “one fixed day off and one flexible rest day” system and public holidays are shifted, there is essentially no overtime pay for working on days off to claim.

Days off still have to be scheduled according to the workload—in other words, in coordination with clients, coworkers, and company operations.

For example, a supervisor may suddenly instruct you not to take the day off, a client may suddenly ask to change the appointment,

or a team leader or coworker may ask you to switch shifts with them. Often, if you do not show up, the work simply goes uncovered.

Pay consists of the basic salary + meal allowance + unexplained bonuses + overtime pay (if any; I heard they plan to change it to a responsibility-based system).

Some employee-paid labor and health insurance contributions are then deducted. Since the insured salary is low, the deduction is generally just over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (this estimate is for reference only).

Monthly pay is generally between 30,000 and 40,000. Only a few people earn more than 40,000; you only get more money after being promoted or taking on a supervisory role.

There is absolutely no system for promotions, becoming a supervisor, or raises; it depends entirely on the boss’s mood. Of course, outwardly they will always say there is a system.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance ratio (which the boss also determines personally, between 0.5 and 1).

The actual year-end bonus is approximately 11,250–22,500 (based on a basic salary of 22,500). If you have worked for less than a year, it is calculated proportionally by month.

Bonuses for the three major festivals are not guaranteed. It could be just one box of cookies for everyone to share, or cash of 600–1,000; anything is possible.

Employee trips basically do not exist. If it is impossible even to take three consecutive days off, how could there be an employee trip?

Department dinners only happen occasionally. But if people eat too much, the boss may complain again, so some employees do not attend the dinners.

What I find most ridiculous about this company is that it claims on 104 Job Bank to provide comprehensive training.

“Comprehensive training” means that after you are hired, they casually assign you to a senior employee or a coworker who is about to leave,

who trains you for 3–5 days and then leaves you to deal with clients and pest control on your own (because turnover is so fast, no one is available to take over the area).

Then, within the company, they claim and tell people externally that you have three years of experience. Three days equals three years of experience—did you enter a time chamber?

In my view, pest-control work may look easy to enter and get started in, but without one or two years of training, it is difficult to become fully competent.

The job basically consists of riding a company motorcycle or car to various restaurants or establishments to control cockroaches and rats.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break. You clock in and out at the company.

You visit approximately 5–8 clients a day. This is not difficult for people with pest-control experience, but because employee turnover is so high,

you often inherit a complete mess (cockroach infestations or severe rodent problems). Since the previous treatment was ineffective, the person taking over

may get chewed out over problems left by the previous worker. Reporting the issue to management often gets you a response that you should figure out how to solve it yourself,

or they may send a team leader or someone else to accompany you (although senior management merely goes through the motions and does not genuinely devote the effort needed to help resolve the issue).

Night work is defined as work after 5 p.m. For example, leaving at 5 p.m. to perform pest control until 8 p.m. counts as overtime.

If you finish work at 5 p.m., rest for 2–3 hours, and return to the company to do pesticide spraying at 10 p.m., that counts as a night shift.

Whether night shifts stay under seven days is also a matter of luck; when there is a staff shortage, plenty of people work more than ten days.

After working at night, you must take compensatory time off the following morning, meaning you only need to start work at noon the next day.

At present, the company generally implements a two-day weekend (public holidays marked in red on the calendar are also days off), with flexible working-hours scheduling.

In other words, you get two or three days off per week (three when there is a public holiday), but three consecutive days off cannot be scheduled.

Overtime is currently calculated in accordance with the Labor Standards Act, but only based on the insured basic salary for labor insurance.

For example, if your insured basic salary is 22,500, the calculation is 22,500/240 × 1.33 or 1.66 (after two hours).

Because the “one fixed day off and one flexible rest day” system and public holidays are shifted, there is essentially no overtime pay for working on days off to claim.

Days off still have to be scheduled according to the workload—in other words, in coordination with clients, coworkers, and company operations.

For example, a supervisor may suddenly instruct you not to take the day off, a client may suddenly ask to change the appointment,

or a team leader or coworker may ask you to switch shifts with them. Often, if you do not show up, the work simply goes uncovered.

Pay consists of the basic salary + meal allowance + unexplained bonuses + overtime pay (if any; I heard they plan to change it to a responsibility-based system).

Some employee-paid labor and health insurance contributions are then deducted. Since the insured salary is low, the deduction is generally just over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (this estimate is for reference only).

Monthly pay is generally between 30,000 and 40,000. Only a few people earn more than 40,000; you only get more money after being promoted or taking on a supervisory role.

There is absolutely no system for promotions, becoming a supervisor, or raises; it depends entirely on the boss’s mood. Of course, outwardly they will always say there is a system.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance ratio (which the boss also determines personally, between 0.5 and 1).

The actual year-end bonus is approximately 11,250–22,500 (based on a basic salary of 22,500). If you have worked for less than a year, it is calculated proportionally by month.

Bonuses for the three major festivals are not guaranteed. It could be just one box of cookies for everyone to share, or cash of 600–1,000; anything is possible.

Employee trips basically do not exist. If it is impossible even to take three consecutive days off, how could there be an employee trip?

Department dinners only happen occasionally. But if people eat too much, the boss may complain again, so some employees do not attend the dinners.

What I find most ridiculous about this company is that it claims on 104 Job Bank to provide comprehensive training.

“Comprehensive training” means that after you are hired, they casually assign you to a senior employee or a coworker who is about to leave,

who trains you for 3–5 days and then leaves you to deal with clients and pest control on your own (because turnover is so fast, no one is available to take over the area).

Then, within the company, they claim and tell people externally that you have three years of experience. Three days equals three years of experience—did you enter a time chamber?

In my view, pest-control work may look easy to enter and get started in, but without one or two years of training, it is difficult to become fully competent.

The company is fairly sizable.

Employees leave quickly.

The salary is generally somewhat higher than the industry average, but at what cost? Other comments on this website mention the compensation structure, so I won’t elaborate further.

The boss is extremely arbitrary, implementing a difficult-to-use paperless system, and the engineers are also extremely incompetent.

The company computer is also extremely bad and basically cannot be used to operate the system normally.

The scope and location of the work are constantly changed and are not what was agreed upon during the interview.

What he requires you to do is never enough—you also have to do more. You are expected to take care of the company like family and proactively identify problems.

I came here to work, not to be a housekeeper. The scope of responsibilities agreed upon during the interview keeps expanding every time, and there is no overtime pay for working beyond hours. The most unfortunate thing about this company is that the boss is too incompetent. If he would just keep quiet, pay people, and delegate responsibilities to team leaders or department heads, the company might be able to survive a little longer.

I’m emotionally exhausted!

No, not really.

The pest control system is really a pointless, counterproductive system.

It hasn't increased efficiency; instead, it has reduced it, yet the boss is still smugly and proudly boasting:

"Ah, we have a pest control system that leads the industry."

Keep it up!

?

During your first two weeks (or perhaps a month) after joining,

get thoroughly patted on the head!

You’ll be the next God of Yaoji—roughly that kind of feeling.

This company has no room for you to have your own ideas. Working hard, doing the grunt work, and mindlessly slogging away is the way to survive at Yaoji.

Whether you see this review before or after your interview, or what was discussed during the interview differs from what you read in the reviews,

believe everyone’s judgment—everything is “fake”!

Praising and judging each person is a commonly used tactic; under no circumstances should you believe the concern they show for you—it is merely a two-faced act.

When you stop mindlessly slogging away, perhaps you’ll end up here and add another negative review.

Here, I want to affirm every fellow commenter’s dedication and hard work for Yaoji.

Perhaps one day, the power of Jobseeker’s Insight can serve as a reference for companies,

keep it up!

This company is absolutely awful! That’s all.

The job basically involves riding a company motorcycle or car to various restaurants or establishments to carry out cockroach and rodent control.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break. You clock in and out at the company.

You generally have to visit around 5–8 clients a day. This is not difficult for people with pest-control experience, but because employee turnover is so fast,

you often end up being handed a mess—severe cockroach infestations or serious rodent problems. If the establishment’s pest-control results are poor, the person who takes over afterward

may get blamed and harshly reprimanded for problems left by the previous worker. Reporting the issue to management often gets you the response that you should figure out how to solve it yourself,

or they will assign a team leader or someone else to accompany you. However, even senior management just makes a superficial visit and does not genuinely devote the effort needed to help solve the problem.

“Night work” means work after 5 p.m. For example, leaving at 5 p.m. to perform pest control until 8 p.m. counts as overtime.

After finishing at 5 p.m., you may rest for 2–3 hours and then return to the company to carry out pesticide spraying at 10 p.m.; this is considered a night shift.

Whether night shifts stay under seven days depends on your luck. When the company is short-staffed, plenty of people end up working more than ten nights.

After working at night, you must take compensatory leave the following morning, meaning you do not have to start work until noon the next day.

At present, the general arrangement is a two-day workweek break, with public holidays shown in red on the calendar also taken off. The company uses flexible scheduling,

meaning you may be given two or three days off in a week when there is a national holiday, but you cannot be scheduled for three consecutive days off.

Overtime is currently calculated according to the Labor Standards Act, but only based on the insured monthly base salary for labor insurance.

For example, if your insured monthly base salary is 22,500, the calculation is 22,500/240 × 1.33 or 1.66 (after two hours).

Because compensatory arrangements are made for the one-fixed-one-flexible rest-day system and national holidays, there is effectively no overtime pay for working on days off.

Your days off still have to be arranged according to the work at hand—that is, in coordination with clients, coworkers, and the company’s operations.

For example, a supervisor may suddenly tell you that you cannot take the day off, a client may suddenly ask to change the appointment,

or a team leader or coworker may ask you to swap shifts. Often, if you do not show up, the work simply goes uncovered.

Your pay consists of the basic salary + meal allowance + inexplicable bonuses + overtime pay, if any (I heard they may change to a responsibility-based system),

minus your employee-paid labor and health insurance contributions. Since the insured salary is low, the deduction is generally just over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (estimate for reference only).

Monthly earnings are generally between 30,000 and 40,000. Only a few people earn more than 40,000; you get more money if you are promoted or take on a management position.

There is absolutely no system for promotions, management appointments, or salary increases; it entirely depends on the boss’s mood. Of course, outwardly, the boss will say there is a system.

The year-end bonus is also calculated based on the basic salary multiplied by a performance ratio (which is also determined by the boss, between 0.5 and 1).

The actual year-end bonus is approximately 11,250–22,500 (based on a basic salary of 22,500); if you have worked less than a year, it is calculated proportionally by month.

Bonuses for the three traditional festivals are not guaranteed. They may consist of just one box of pastries for everyone to share, or cash of 600–1,000.

Employee trips essentially do not exist. If it is impossible even to take three consecutive days off, how could there be an employee trip?

Department dinners only happen occasionally. If people eat too much, the boss may complain again, so some employees do not attend the dinners either.

What I find most ridiculous about this company is that it claims on 104 that it provides comprehensive training.

“Comprehensive training” means applying to the company, being casually assigned to a senior employee or a coworker who is about to leave,

being trained for 3–5 days, and then being sent out to deal with clients and perform pest control on your own (because turnover is so high, there is no one to take over the area).

The company then tells outsiders that you have three years of experience—three days equals three years of experience. Did you enter a time chamber?

In my view, vector-control work may look easy to enter, but without 1–2 years of training, it is difficult to become fully competent.

The job basically involves riding a company scooter or car to various restaurants or locations to control cockroaches and rats.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break. You clock in and out at the company office.

You generally visit around 5–8 clients a day. For people with pest-control experience, this is not difficult, but because employee turnover is so rapid,

you often end up inheriting a mess—severe cockroach infestations or serious rodent problems. If the previous person’s pest control was ineffective, the successor

may be blamed and harshly criticized for problems left behind. Reporting the issue to management often gets you a response along the lines of, “You should figure out how to solve it yourself,”

or they assign a team leader or someone else to accompany you. However, even senior managers are usually just going through the motions and do not genuinely invest the effort needed to help resolve the problem.

“Night work” is defined as work after 5 p.m. For example, leaving at 5 p.m. to perform pest control until 8 p.m. counts as overtime.

After finishing at 5 p.m., you may rest for 2–3 hours and then return to the company to carry out pesticide spraying at 10 p.m.; this is considered a night shift.

Whether night shifts stay under seven days depends on your luck. When the company is short-staffed, many people work more than ten night shifts.

After working at night, you must take compensatory leave the following morning, meaning you only need to report to work at noon the next day.

At present, the company generally implements a two-day weekly rest system (public holidays marked in red on the calendar are also days off), with flexible scheduling.

In other words, you may be given two or three days off in a week (three if there happens to be a public holiday), but you cannot be scheduled for three consecutive days off.

Overtime is currently calculated according to the Labor Standards Act, but only based on the insured base salary for labor insurance.

For example, if your insured base salary is 22,500, the calculation is 22,500 ÷ 240 × 1.33 or 1.66 (after the first two hours).

Because the one-fixed-day-off-and-one-flexible-rest-day system and public holidays are shifted, there is essentially no holiday overtime pay to claim.

Days off are still scheduled according to the work at hand—in other words, they must accommodate clients, coworkers, and the company’s operations.

For example, a supervisor may suddenly tell you that you cannot take the day off, a client may suddenly ask to change the appointment time,

or a team leader or coworker may ask you to swap shifts. Often, if you do not show up, the work simply goes uncovered.

Pay consists of the basic salary + meal allowance + unexplained bonuses + overtime pay (if applicable; I heard they may change to a responsibility-based system),

minus your personal contributions to labor and health insurance. Since the insured salary is kept low, the deductions are generally a little over 1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (for reference only).

Monthly pay is generally between 30,000 and 40,000. Only a few people earn more than 40,000; you only get additional pay after being promoted or taking on a management position.

There is absolutely no system for promotions, management appointments, or pay raises; everything depends on the boss’s mood. Of course, outwardly, they will say that there is a system.

The year-end bonus is also calculated based on the basic salary, multiplied by a performance ratio (which is also determined solely by the boss, between 0.5 and 1).

The actual year-end bonus is approximately 11,250–22,500 (based on a basic salary of 22,500). If you have worked for less than a year, it is prorated by month.

Bonuses for the three major holidays are not guaranteed. They might be a box of cookies for everyone to share, or cash of 600–1,000.

Company trips essentially do not exist. If it is impossible to take even three consecutive days off, how could there be a company trip?

Department dinners only happen occasionally, and if people eat too much, the boss may complain again, so some employees do not attend.

What I find most ridiculous about this company is that it claims on 104 that it provides comprehensive training.

“Comprehensive training” means joining the company and being casually handed over to a senior employee or a coworker who is about to leave,

who trains you for 3–5 days before sending you out to deal with clients and perform pest control on your own (because turnover is so high, there is no one to take over the territory).

The company then claims externally that employees have three years of experience. Does three days equal three years of experience? Did you enter a time chamber?

In my view, pest-control work may seem easy to enter, but without one or two years of training, it is difficult to become fully competent.

The job basically consists of riding a company motorcycle or car to various restaurants or establishments to carry out cockroach and rodent control.

Working hours are 8:30 to 17:00, with a 1.5-hour lunch break. You clock in and out at the company.

You have to visit approximately 5–8 customers a day. For those with pest-control experience, this is not difficult, but because employee turnover is so high,

there are often situations where you inherit a mess (a severe cockroach infestation or serious rodent problem). When the establishment’s pest-control results are poor, the person who takes over may be blamed for problems left by the previous worker.

Reporting the issue to management often results in being told that you should figure out how to solve it yourself, or that a team leader or someone else will be sent along (although senior management also tends to just make a superficial visit and does not truly put in the effort to help resolve the problem).

“Night work” is defined as work after 5 p.m. For example, if you leave at 5 p.m. to carry out pest control until 8 p.m., that counts as overtime.

If you finish work at 5 p.m., rest for 2–3 hours, and return to the company to do pesticide spraying at 10 p.m., that counts as a night shift.

Whether night shifts are limited to no more than seven days is also a matter of luck; when there is a staff shortage, plenty of people work more than ten days.

After working at night, you must take compensatory leave the following morning, meaning you only need to come in at noon the next day.

At present, the general system is a two-day weekend (public holidays marked in red on the calendar are also days off), under a flexible work-hour scheduling system.

In other words, you may be given two or three days off in a week (if there happens to be a national holiday), but you cannot be scheduled for three consecutive days off.

Overtime is currently calculated according to the Labor Standards Act, but only the insured base salary for labor insurance is used in the calculation.

For example, if your insured base salary is 22,500: 22,500/240 × 1.33, or × 1.66 after two hours.

Because the one-fixed-day-off-and-one-flexible-rest-day system and public holidays are shifted around, there is basically no overtime pay for working on days off.

Scheduling days off still depends on the work at hand—that is, coordinating with customers, coworkers, and the company’s operations.

For example, a supervisor may suddenly instruct you not to take the day off, a customer may suddenly ask to change the appointment time,

or a team leader or coworker may ask you to swap shifts with them. Often, if you do not show up, the work will be left uncovered.

Pay consists of base salary + meal allowance + unexplained bonuses + overtime pay (if applicable; I heard they may change to a responsibility-based system),

minus employee contributions for labor and health insurance. Because the insured salary is low, the deductions are generally just over NT$1,000.

The actual calculation is 22,500 + 1,500 + 8,000 + 1,236 − 800 = 32,436 (for reference only).

Monthly pay is generally between NT$30,000 and NT$40,000, with only a few people earning more than NT$40,000. You only get more money after promotion or taking on a managerial position.

There is absolutely no system for promotions, becoming a manager, or salary increases; it entirely depends on the boss’s mood. Of course, outwardly, the company will always say that there is a system.

The year-end bonus is also calculated based on the base salary, multiplied by a performance percentage (also determined by the boss, between 0.5 and 1).

The actual year-end bonus received is approximately NT$11,250–22,500 (based on a base salary of NT$22,500); if you have worked for less than a year, it is calculated proportionally by month.

Bonuses for the three traditional holidays are not guaranteed. They may consist of just one box of pastries for everyone to share, or cash of NT$600–1,000.

Employee trips basically do not exist. If it is impossible to take three consecutive days off, how could there be an employee trip?

Department dinners only happen occasionally, and if people eat too much, the boss may have an opinion about it, so some employees do not attend the dinners either.

In my opinion, the most laughable thing about this company is that it claims on 104 Job Bank to provide comprehensive training.

This “comprehensive training” consists of applying to the company, being casually handed over to a senior employee or a coworker who is about to resign,

being trained for 3–5 days, and then being sent out to deal with customers and carry out pest control on your own (because turnover is so high, there is no one to take over the area).

Then the company claims to outsiders that you have three years of experience—three days equals three years of experience. Did you enter a time chamber?

In my view, pest-control work may appear easy to enter, but without one or two years of training, it is difficult to become fully competent.

If you want to see a classic exploitative boss, come to Yaoji.

If you want to encounter labor-management disputes, come to Yaoji.

If you are submissive by nature, come to Yaoji.

This is the best place to experience labor-management disputes in Taiwan. The boss treats employees as all-purpose workers and expects them to handle everything. When assigning work, he says it is a responsibility-based system; when counting hours, he says it is an hourly-wage system; and when calculating pay, he says it is a monthly-salary system. He does not follow the employment contract and imposes a pile of unreasonable rules (such as requiring employees to predict next month’s overtime hours and refusing to accept unexplained overtime). He constantly claims to respect the system, yet is the one who follows it the least. What he says is the rule; what he says is the system. As a result, there is no system, only emotion; no promises, only shamelessness. Promises need not be honored, and the system can be bent. In this rule-by-personality system, public funds are transferred to private accounts, employees are required to remain on call after work, and they must satisfy his other personal demands. If they ignore him after work, he immediately settles the score later and makes things difficult for them.

This company’s salary and benefits are truly terrible. The boss can only be described as harsh and mean toward employees. All they care about is making money and they completely disregard employees’ well-being.

Employees are always left to deal with things on their own.

On top of that, when something happens, they either push the employee out to take the blame or fire them outright.

Can anyone really stay at a company like this??

The boss is a master of painting grand visions, coming up with a new pie in the sky every month, making the company act as though every year were the first year of the Yaoji era.

Employees are treated as disposable: when the company is short-staffed, they do everything they can to keep you, but as soon as a new applicant comes in for an interview, they tell you to get lost.

The customer is always right. Whatever the customer wants, you can’t refuse to provide. The boss only pays lip service to standing with employees; the moment a customer complaint comes through the hotline, he is standing with the customer instead.