夏恩英語學校台灣總公司_台北市私立夏恩英語短期補習班

When your supervisor is in a good mood, they’ll chat with you about all sorts of things.

When I interviewed, they said the hourly wage was 133, but they didn’t tell me that this only applied to time spent teaching English classes.

For example, they would make a schedule saying that on Monday you worked from 6:00 to 8:00.

(The students had English class from 6:00 to 7:30, and from 7:30 to 8:00, students who did poorly on the quiz were kept behind.)

That day, they would only pay you for two hours.

Even if you clocked out at 9:00, you wouldn’t be paid for the extra time. However, it was usually impossible to leave on time at 8:00.

You would be expected to communicate with the students’ parents, or students who did poorly on a test would be kept behind past the scheduled time.

I foolishly kept working like this for four or five months. Later, they started calculating working hours based on clock-in and clock-out times,

and that’s when I realized I had been working for free.

They also had telephone teaching. No matter how much time you spent on a call,

you were paid only 10 per call.

For example, if there were 12 students in a class, each child would be available to answer the phone at a different time.

Even after your scheduled end time, you still had to wait until they were available to answer.

Also, if you didn’t finish all the month’s telephone teaching calls within that month, they would deduct money from your pay.

Also, the supervisor had a very strong body odor from bromhidrosis~

Flexible working hours

At the head office, the HR manager who keeps a dog at home loves to act overly familiar and make fake small talk. In reality, they distort what people say and then report it to the boss’s wife, so be sure to keep your distance! The HR manager also leaves early and abuses their HR authority to adjust time records. Everyone in the company, including the boss, knows this, but when other employees need to correct their time records, they say they have to check the surveillance footage. Taiwanese employees basically have very few avenues for salary raises or promotions. They even deliberately drag out the probationary period, simply to avoid giving raises. Various benefits, such as health checkups and year-end raffles, require one full year of tenure, but the calculation method is intentionally stretched out, leaving employees able to see the benefits but unable to receive them.

Flexible working hours

The HR manager at the headquarters, who has a dog at home, loves to pretend to be familiar and make fake small talk. In reality, they distort what was said and then report it to the boss’s wife. Stay away at all costs! When the HR manager leaves early, they abuse their HR authority to alter time records. Everyone in the company, including the boss, knows about this, but when other employees need to correct their time cards, they say they need to check the surveillance footage. Taiwanese employees basically have few avenues for salary increases or promotions. They even deliberately drag out the probationary period, simply to avoid giving raises. Various benefits, such as health checkups and year-end prize draws, require one year of tenure, but the eligibility is deliberately calculated over an excessively long period, so employees can see the benefits but cannot actually receive them.

Workplace: Headquarters

If you can curry favor with the boss, the pay will be very high and there will be very little work.

Family-owned business. The boss’s wife likes to micromanage and requires everyone to write a work log every day. The HR manager proudly said that he records what he does and how many calls he makes every two hours. The HR manager doesn’t understand plain language very well and isn’t very good at speaking plainly either; he only ever responds with company regulations and the Labor Standards Act, regardless of whether employees can understand him. An error in reporting during parental leave resulted in an employee being forced to receive two extra months of benefits. HR simply deducted the benefit amount from the year-end bonus, saying that since the employee had already received the money, the company could pay less. Please note that the deadline for compensatory leave for overtime is only six months, not the same as the deadline for annual leave. A complaint was filed with the labor bureau, but it does not accept anonymous complaints and required the victim’s name to be disclosed. The company enforces a strict clock-in system. If there is a timecard correction or overtime, headquarters will send someone to review the surveillance footage and strictly check whether the employee was really working overtime and whether anyone clocked in for someone else. This is a company where foreigners are favored over Taiwanese employees. As long as you are born the right race, you can collect a high salary while lying around at this company without doing much work. The boss will assign miscellaneous tasks to Taiwanese employees, and whenever a foreign employee complains, the boss will basically comply 87% of the time and is not very willing to go against the foreign employee’s wishes.

Workplace: Head office

The boss’s wife likes to micromanage and requires employees to write daily work logs. The HR manager proudly said that he records what he has done and how many calls he has made every two hours. The HR manager does not understand people very well and is not very good at communicating with them; he always only responds with company regulations and the Labor Standards Act, regardless of whether employees can understand him. An error in reporting during parental leave resulted in an employee being forced to receive two additional months of benefits. HR simply deducted the benefit amount from the year-end bonus, saying that since the employee had already received the money, the company could pay less. Please note that the deadline for compensatory leave for overtime is only six months, not the same as the deadline for annual leave. A complaint was filed with the Labor Bureau, but the bureau does not accept anonymous complaints and requires the victim’s name to be disclosed. The company enforces a strict clock-in system. If there is a missed punch or overtime, the head office will send someone to review surveillance footage and strictly check whether the employee was actually working overtime and whether anyone clocked in on someone else’s behalf. This is a company where foreigners are favored over Taiwanese people. As long as you are of the “right” ethnicity, you can earn a high salary while doing very little, and the boss will assign miscellaneous tasks to Taiwanese employees. Whenever a foreign employee complains, the boss will basically comply 87% of the time and is not very willing to go against the foreign employee’s wishes.

The interview location is the Qingpu branch.

1. The supervisor is gender-friendly and demonstrates gender awareness.

2. The supervisor is willing to proactively share self-developed teaching materials.

3. The supervisor’s manner and tone are friendly, and their respect for interviewees can be felt in the details.

4. The supervisor is willing to incorporate interesting classroom interactions during the teaching demonstration.

The interview location is the Qingpu branch.

1. The phone call indicated in advance that a teaching demonstration would be required, and that there were no restrictions on the version, grade level, or subject. However, it did not specify the duration of the demonstration or whether hardware such as a projector could be used.

2. The phone call stated that the monthly salary would be NT$37,000, but during the actual interview, the supervisor said it would be subject to further discussion.

3. The homeroom teacher is responsible for many duties, including developing teaching materials for various subjects, teaching classes, and communicating directly with parents about the children’s situations. Consider this carefully.

4. There are the following dress-code restrictions:

(1) The top must be the uniform specified by the company, with separate summer and winter versions and different versions by gender.

(2) Shorts and short skirts are not permitted.

(3) Sandals and slippers are not permitted; closed-toe shoes are required.

5. The tutorial center will film classes and post the videos on its Facebook page and channel. Those with concerns about portrait rights should take this into consideration.

The Neihu branch was only recently established, so it can be considered new.

The location is close to an MRT station.

There are few employees.

The office is basically like an apartment.

The number of seats provided at the front desk is fewer than the number of staff members. In other words, some people may not be able to get a seat and may feel as though they have to fight for one.

Choosing who goes to work there is decided by the head office, but it seems the supervisor has no decision-making authority. If she does not like you, working there would also be very difficult, so the key points can easily be overlooked during the interview because the people at the head office do not understand the circumstances of the workplace you will be assigned to. The answers to the questions asked during the interview may even differ from the actual situation once you start working there.

Almost all of the employees there are students paid by the hour. Someone said the money had to be taken home for safekeeping... So the supervisor did not dare handle the money herself and asked students to manage it? If the money goes missing, are the students held responsible? And it is stacks and stacks of banknotes.

This company seems to be primarily staffed by British people. The British employees there have quite an arrogant attitude. They come to work in our country, yet look down on the local people—and they even dare to sit in the supervisor's seat! It seems the supervisor does not dare ask them to get up either... This is completely backward, isn't it? Those foreigners—if they could not make a living in their own countries, why would they come to work in our relatively less developed country? When foreigners come to Taiwan, they should be humble and deferential. We Taiwanese are the ones paying; Taiwanese people, as the employers, hire foreigners. What exactly are those foreigners acting so smug about? It is all because certain people have spoiled them.

Using the British identity, even the tissues handed out to passersby have the British flag on them. I personally like everything about Britain, so I don’t mind things related to Britain either.

I worked at the Neihu branch. The supervisor’s name starts with J. At first, I thought she was very enthusiastic, but later I found her exhausting. She was either very quiet and wouldn’t talk, or she would keep chattering nonstop and be very noisy. Most importantly, who provides fewer seats in an office than there are employees????? That means every day there are people who can’t get a seat. Isn’t that a very childish way to manage things? Making everyone fight for one.

The decision about who gets assigned to work there is made by the head office, but the supervisor seems to have no say. If she doesn’t like you, working there is very difficult, so it’s easy to be misled during the interview, because the people at head office don’t understand the situation at the actual workplace you’ll be assigned to. The questions you ask during the interview may receive answers that turn out to be different from the actual working conditions.

The employees there are almost all students paid by the hour, so there’s little opportunity to work with people of the same age. Some students are very easy to coax into talking; in other words, they readily reveal their complaints. Then you discover that the company’s money is actually handed over to students to take home for safekeeping... Isn’t that outrageous? The supervisor doesn’t dare manage the money herself and actually makes students responsible for it. If the money goes missing, the students are held responsible—and it’s stacks and stacks of banknotes.

And this kind of company is mainly staffed by British people, right? The British employees there are quite arrogant. They come to work in our country, yet look down on the locals, and they even dare to sit in the supervisor’s seat! The supervisor doesn’t even dare tell them to get up! Isn’t that completely backwards...? Those foreigners—if they weren’t unable to make a living in their own country, why would they come to work in our relatively backward country? Foreigners coming to Taiwan should be groveling. We Taiwanese are the ones paying; Taiwanese people are the employers hiring foreigners. What are these foreigners acting so cocky about? It’s all because we’ve spoiled them.