多向思考補習班(百大資優教育集團)_多向推理文教有限公司

None

During normal work hours, I still have to help with a photography exhibition that the boss organized out of personal interest.

The more I think about it, the more unhappy I become.

I don't earn much, yet I still have to help with things unrelated to my work.

None at all

At the beginning, you are asked to complete a personality-traits assessment and read a statement.

It says that if you want to resign, you must apply before the end of March each year, and you can officially leave only in June.

It also says that the salary during the three-month probation period is 25K, which can be extended for another three months; the official base salary is 30K, but this excludes the employee-paid portions of labor and health insurance, as well as a 300-dollar training-center fee paid by employees.

During the interview, the supervisor's attitude was extremely poor. Even though they had asked me to come for an interview, they only asked what my previous job was and what my duties were. After I answered, they said they did not know why I had chosen this job, said I was unsuitable, and told me to leave. I was completely stunned—then why did they ask me to come for an interview in the first place??? My previous job and duties were clearly already written on my résumé.==

How to prepare for the interview:

You may need to ask around first and think from multiple angles about what wording the open-minded supervisor actually wants to hear before they will consider hiring you.

Thinking of one is already a win.

1. Underreporting employees’ labor and health insurance premiums despite high salaries

The statutory minimum wage is deposited into employees’ payroll accounts

The remaining wages are then paid in cash

They openly use the minimum wage to calculate and contribute employees’ labor and health insurance premiums

2. Underreporting the 6% labor pension contributions that should be paid despite high salaries

The statutory minimum wage is deposited into employees’ payroll accounts

The remaining wages are then paid in cash

They brazenly use the minimum wage to calculate employees’ 6% retirement contributions

3. Absolutely no overtime pay

They make it clear from the outset that overtime will not be paid

They brazenly violate the Labor Standards Act

If you don’t like it, don’t do the job

4. Excessive working hours

The 30-minute daily meal break is purely nominal

There is often no time to eat, while employees must continue handling work

Employees are often required to visit schools (distributing promotional flyers) or attend meetings outside working hours or before work

Both meetings and school visits take a lot of time

There are also other ad hoc matters to handle

Employees must use their own time for all of these activities

That is, they must complete them during their non-working hours

These hours are not recorded

So naturally, no overtime pay has to be provided

5. Wages for the first three months withheld in advance

For new hires who have just joined

NT$5,000 is deducted from their wages for each of the first three months (NT$15,000 in total)

It is only paid after three months, when the contract is signed

If you leave within the first three months

The deducted money will not be returned to you

6. Pay slips

When wages are paid each month

They do not provide employees with pay slips

They only ask you to sign them and then take them back

Even if you ask a supervisor to provide the pay slip

They will say, “The director said this cannot be given out.”

If it cannot be given, it cannot be given

They absolutely refuse to provide it

7. Employment contracts

When an employment contract is signed, it should originally be made in two copies

But this company has its own way of doing things

After the employee signs, they take it away

They do not leave a copy for the employee to keep

They absolutely refuse to give you one, too

8. Non-compete restrictions

After employees resign, they are still required to sign a non-compete agreement

As described above, they do not provide employees with a copy after it is signed

They take it back as soon as it has been signed

Nor is there any legally required reasonable compensation

If you refuse to sign

Your salary for the month before departure will be... “temporarily withheld”

What a clever move, what a clever move

Article 9-1 of the Labor Standards Act

If the following requirements are not met, an employer may not enter into a post-employment non-compete agreement with an employee:

1. The employer has legitimate business interests that warrant protection.

2. The position or duties held by the employee give them access to or use of the employer’s trade secrets.

3. The duration, area, scope of occupational activities, and prospective employers covered by the non-compete restriction do not exceed a reasonable scope.

4. The employer provides reasonable compensation for the losses suffered by the employee as a result of not engaging in competing activities.

The reasonable compensation prescribed in Subparagraph 4 of the preceding paragraph does not include payments received by the employee during employment.

If an agreement violates any of the requirements in Paragraph 1, it is void.

The post-employment non-compete period may not exceed two years. If it exceeds two years, it is reduced to two years.

To be continued

This issue is too difficult

1. Underreporting the wages of highly paid employees and underpaying their labor and health insurance premiums

The statutory minimum wage is deposited into employees’ payroll accounts,

then the remaining wages are paid in cash.

They openly use the minimum wage to calculate and pay employees’ labor and health insurance premiums.

2. Underreporting highly paid employees’ wages and underpaying the required 6% labor pension contribution

The statutory minimum wage is deposited into employees’ payroll accounts,

then the remaining wages are paid in cash.

They brazenly use the minimum wage to calculate and pay the employees’ 6% pension contributions.

3. Absolutely no overtime pay

They state bluntly that overtime will not be paid.

They brazenly violate the Labor Standards Act.

If you don’t like it, don’t work here.

4. Excessive working hours

The daily 30-minute meal break is effectively nonexistent

because there is no time to eat, while employees must continue dealing with work.

Employees are often asked to visit schools outside working hours or before work (distributing flyers for promotion), or to attend meetings.

Both meetings and school visits take a great deal of time.

There are also other ad hoc matters to handle.

Employees must use their own time for all of these activities—

that is, their non-working hours.

These hours are not recorded,

so naturally no overtime pay needs to be provided.

5. Wages withheld in advance for the first three months

For newly hired employees,

NT$5,000 is withheld from their wages for the first three months (NT$15,000 in total).

It is paid only when the contract is signed after the three-month period.

If they leave within the first three months,

the withheld money is not returned.

6. Pay slips

When wages are paid each month,

pay slips are not provided to employees.

They only ask you to sign and then take them back.

Even if you ask the supervisor to provide the pay slip,

they will say, “The director said this cannot be given out.”

If it cannot be given, it cannot be given.

They refuse to give it no matter what.

7. Employment contracts

When signing an employment contract, there should originally be two copies.

But this place has its own way of doing things.

After the employee signs, it is taken away,

and the employee is not given a copy to keep.

They refuse to give it to you, no matter what.

8. Non-compete restrictions

After resignation, employees are still required to sign a non-compete agreement.

As mentioned above, employees are not given a copy to keep after signing.

Once it is signed, it is taken back,

and no legally required reasonable compensation is provided.

If you refuse to sign,

your salary for the month before resignation will be… temporarily withheld.

What a clever move.

Article 9-1 of the Labor Standards Act

An employer may not enter into an agreement with a worker concerning a post-employment non-compete restriction unless all of the following requirements are met:

1. The employer has a legitimate business interest that merits protection.

2. The position or duties held by the worker provide access to or use of the employer’s trade secrets.

3. The duration, geographic area, scope of occupational activities, and prospective employers covered by the non-compete restriction do not exceed a reasonable scope.

4. The employer provides reasonable compensation for the losses suffered by the worker as a result of refraining from engaging in competing activities.

The reasonable compensation specified in Subparagraph 4 of the preceding paragraph does not include payments received by the worker during the period of employment.

An agreement that violates any of the requirements in the preceding paragraph is void.

The duration of a post-employment non-compete restriction may not exceed two years. If it exceeds two years, it shall be reduced to two years.

To be continued

Thinking of one is already a win

1. Underreporting employees’ labor and health insurance premiums despite high salaries

Using the statutory minimum wage to deposit into employees’ salary accounts

then paying the remaining wages in cash

Openly using the minimum wage to calculate employees’ labor and health insurance premiums

2. Underreporting the 6% labor pension contribution despite high salaries

Using the statutory minimum wage to deposit into employees’ salary accounts

then paying the remaining wages in cash

Brazenly using the minimum wage to calculate employees’ 6% pension contributions

3. Absolutely no overtime pay

Making it clear from the outset that overtime will not be paid

Defiantly violating the Labor Standards Act

If you don’t like it, don’t work here

4. Excessive working hours

The daily 30-minute meal break is purely nominal

Because there is no time to eat, employees must continue handling work matters at the same time

Employees are often required to visit schools outside working hours or before work (distributing flyers for promotion), or to attend meetings

Both meetings and school visits take a great deal of time

There are also other temporary tasks to handle

Employees must use their own time for all of these activities

That is, they must complete them during their non-working hours

These hours are not recorded

So naturally, no overtime pay needs to be provided

5. The first three months’ wages are withheld in advance

For new employees who have just joined

NT$5,000 is withheld from their wages for each of the first three months (NT$15,000 in total)

The money is not paid until the contract is signed after the three-month period

If you resign within the first three months

The withheld money will not be returned

6. Pay slips

When wages are paid each month

pay slips are not provided to employees

You are only asked to sign, after which the slip is taken away

Even if you ask your supervisor to provide the pay slip

They will say, “The director said this cannot be given out.”

Cannot be given means it cannot be given

They absolutely refuse to provide it

7. Employment contracts

When an employment contract is signed, it should originally be made in two copies

But this place has its own way of doing things

After the employee signs, the contract is taken away

and no copy is left for the employee to keep

They absolutely refuse to give you one

8. Non-compete restrictions

After resigning, employees are still required to sign a non-compete agreement

As described above, employees are not given a copy after signing

It is taken back immediately after they sign

Nor is there any legally required reasonable compensation

If you refuse to sign

your salary for the month before resignation will be… “temporarily withheld”

What a clever move, what a clever move

Article 9-1 of the Labor Standards Act

An employer may not enter into an agreement with an employee concerning post-employment non-compete restrictions unless the following requirements are met:

1. The employer has legitimate business interests worthy of protection.

2. The employee’s position or duties provide access to or use of the employer’s trade secrets.

3. The duration, geographical area, scope of occupational activities, and covered employers of the non-compete restriction do not exceed a reasonable scope.

4. The employer provides reasonable compensation for the losses suffered by the employee as a result of refraining from engaging in competing activities.

The reasonable compensation prescribed in Subparagraph 4 of the preceding paragraph does not include payments received by the employee during the period of employment.

An agreement that violates any of the subparagraphs of Paragraph 1 is void.

The duration of a post-employment non-compete restriction may not exceed two years. If it exceeds two years, it shall be reduced to two years.

To be continued

Thinking of one is already a win.

1. Underreporting employees’ labor and health insurance premiums despite high salaries

The legally mandated minimum wage is transferred into employees’ payroll accounts,

then the remaining wages are paid in cash.

They openly use the minimum wage to calculate and pay employees’ labor and health insurance premiums.

2. Underreporting the 6% labor pension contributions that should be paid despite high salaries

The legally mandated minimum wage is transferred into employees’ payroll accounts,

then the remaining wages are paid in cash.

They brazenly use the minimum wage to calculate employees’ 6% labor pension contributions.

3. Absolutely no overtime pay

They make it clear from the outset that overtime will not be paid.

They brazenly violate the Labor Standards Act.

If you don’t like it, don’t work here.

4. Excessive working hours

The 30-minute daily meal break is effectively nonexistent,

because there is no time to eat and employees must continue handling work matters.

Employees are often required to visit schools outside working hours or before work

(to distribute flyers and promote the company), or to attend meetings.

Both meetings and school visits take a lot of time,

and there are other ad hoc tasks to handle as well.

Employees must use their own time for all of these activities—

in other words, they must complete them during their non-working hours.

These hours are not recorded,

so naturally no overtime pay needs to be provided.

5. Salary withheld in advance for the first three months

For new employees who have just joined,

NT$5,000 is withheld from their salary for each of the first three months

(NT$15,000 in total).

It is not paid until they sign a contract after the three-month period.

If they leave during the first three months,

the withheld money is not returned.

6. Payslips

When salaries are paid each month,

the company does not provide payslips to employees.

It only asks you to sign, then takes the document back.

Even if you ask a supervisor for the payslip,

they will say, “The director said this cannot be provided.”

If it cannot be provided, it cannot be provided—

they absolutely refuse to give it to you.

7. Employment contracts

When signing an employment contract, there should originally be two copies,

but they have their own way of doing things.

After the employee signs, they take it away

and do not leave a copy for the employee to keep.

They stubbornly refuse to give you one, just the same.

8. Non-compete clauses

After employees leave, they are still required to sign a non-compete agreement.

As mentioned above, the employee is not given a copy after signing.

Once you sign, they take it back.

Nor is there any legally required reasonable compensation.

If you refuse to sign,

the salary for the month before leaving is… “temporarily withheld.”

What a clever move, what a clever move.

Article 9-1 of the Labor Standards Act

If the following requirements are not met, an employer may not enter into an agreement with a worker restricting competition after resignation:

1. The employer has legitimate business interests that require protection.

2. The position or duties held by the worker allow the worker to access or use the employer’s trade secrets.

3. The period, geographic area, scope of occupational activities, and prospective employers covered by the non-compete restriction do not exceed a reasonable scope.

4. The employer provides reasonable compensation for losses suffered by the worker as a result of not engaging in competing activities.

The reasonable compensation referred to in Subparagraph 4 of the preceding paragraph does not include payments received by the worker during employment.

An agreement that violates any of the requirements in Paragraph 1 is void.

The period of a post-employment non-compete restriction may not exceed two years. If it exceeds two years, it shall be reduced to two years.

To be continued

Think again and you win.

1. Underreporting salaries to reduce employees’ labor and health insurance premiums

The statutory minimum wage is deposited into employees’ salary accounts,

with the remaining wages then paid in cash.

They openly use the minimum wage as the basis for calculating employees’ labor and health insurance premiums.

2. Underreporting salaries to reduce the required 6% labor pension contribution

The statutory minimum wage is deposited into employees’ salary accounts,

with the remaining wages then paid in cash.

They brazenly use the minimum wage as the basis for calculating employees’ 6% pension contributions.

3. Absolutely no overtime pay

They make it clear from the outset that overtime will not be paid.

They brazenly violate the Labor Standards Act.

If you don’t like it, don’t work here.

4. Excessive working hours

The daily 30-minute meal break is merely nominal.

There is often no time to eat, while employees must continue handling work-related matters.

Employees are often required to visit schools (distribute promotional flyers) or attend meetings outside working hours or before work.

Both meetings and school visits take considerable time.

There are also other temporary tasks to handle.

Employees must use their own time for all of these activities—

that is, their non-working hours.

None of this time is recorded,

so naturally no overtime pay needs to be provided.

5. Wages withheld in advance for the first three months

For new employees who have just joined,

NT$5,000 is withheld from their wages for each of the first three months (NT$15,000 in total).

It is paid only when the contract is signed after the three-month period.

If you leave within the first three months,

the withheld money will not be returned.

6. Payslips

When wages are paid each month,

the company does not provide employees with payslips.

They only ask you to sign and then take the document away.

Even if you ask your supervisor to provide the payslip,

they will say, “The director said this cannot be given to you.”

It cannot be given, so it cannot be given.

They simply refuse to provide it.

7. Employment contracts

When an employment contract is signed, it should originally be prepared in two copies.

But this company has its own way of doing things.

After the employee signs, they take it away

without leaving a copy for the employee to keep.

They refuse to give you one, just the same.

8. Non-compete clause

After leaving the company, employees are still required to sign a non-compete agreement.

As mentioned above, they do not give employees a copy to keep after it is signed.

They take it back as soon as it has been signed.

Nor is any legally mandated reasonable compensation provided.

If you refuse to sign,

your salary for the month before leaving will be... “temporarily withheld.”

What a clever move.

Article 9-1 of the Labor Standards Act

An employer may not enter into a post-employment non-compete agreement with a worker unless all of the following requirements are met:

1. The employer has legitimate business interests that require protection.

2. The worker’s position or duties enable them to access or use the employer’s trade secrets.

3. The duration, geographic area, scope of occupational activities, and prospective employers covered by the non-compete do not exceed a reasonable scope.

4. The employer provides reasonable compensation for the losses suffered by the worker as a result of not engaging in competing activities.

The reasonable compensation referred to in Subparagraph 4 of the preceding paragraph does not include payments received by the worker during the period of employment.

An agreement that violates any of the subparagraphs in Paragraph 1 is void.

A post-employment non-compete period may not exceed two years. Any period exceeding two years shall be reduced to two years.

To be continued

Getting off work

Advertising flags planted everywhere, claiming to cooperate with Japan's largest cram school—just various facades.

In reality, employees keep leaving, and despite the high tuition fees, they are constantly looking for part-time students to fill in for the work.

The leadership ability is truly extraordinarily lousy.

If it were really just employees complaining, this company wouldn't be having problems.

But now there's a wave of resignations. Everyone's salaries are decreasing instead of increasing, and there are fewer and fewer students.

Why keep putting on a false show of prosperity?

Boss, stop retreating into your own little world.

Being very good at making money doesn't mean you're very capable. What do you want all that money for? Isn't it just praise driven by vanity?

In the end, it all comes down to one word: greed.

Your friends all have money, so you feel pathetic for not having any.

Fame and money are both empty.

Don't end up, you know, living until the very last moment of your life

surrounded by condemnation.

Do you understand?

Air conditioning

Everything has to be compared with Zhuxi Jiahua; teachers face pressure from sales-related deductions while teaching.

The staff shortage shows no signs of improvement, yet the workload continues to increase.

They keep saying that everyone should weather the difficulties together, but it is actually just a disguised way of reducing costs.

Makes you feel like there’s a lot of potential

What era are we in now?

They won’t even give the employee a copy of the contract after signing it.

You start working there at a disadvantage.

What are they afraid of???

None

They say that any shortcomings should be reported so the cram school can improve and strengthen its services. However, when a parent simply left feedback and pointed out shortcomings on Facebook, the comment disappeared after a few days. They still say publicly that they will improve wherever things are not good, but I think it is just talk.

Breathing

Business bonuses are calculated once every three months.

Any teacher who has students is included in the calculation.

Don’t think that, at worst, you’ll simply miss out on an extra bonus.

You might actually be “deducted from”!!!!!

XX: Your number of students is getting smaller and smaller, so there must be something wrong somewhere—you’re not putting in enough effort. Do you think I don’t want to abolish this class-retention-rate system? We use a democratic voting system, and the result is that all the supervisors agreed to continue it!! We have to respect the majority’s opinion (the truth is... it makes the supervisors afraid to vote against it, as if they think this is how elections work in Hong Kong).

XX: Please thoroughly reflect on whether something has gone wrong somewhere. This is also for the company’s survival, you know. Because of this class-retention-rate system, our overall retention percentage has gone up!!! (The total number of students has been declining year after year, boss. Enrollment is poor—do you think everyone can’t see that? You should be happy if we’re willing to help you retain them. Anyway, the amount you lose is greater than what gets deducted from me~~~ Want to play hardball?)

Anyway, they spout a bunch of bullshit just to make you obediently accept the deduction from your pay (and it’s deducted over three months, which is so damn painful).

Your 30-something K might turn into 20-something K, sob sob, and you still have to suffer for three months.

(It really isn’t much—who told you to let your number of students drop so much?)

So many teachers started resigning.

Anyway, he clearly acts as if he isn’t worried about being unable to recruit people.

It’s obvious that he has no intention of changing this terrible management system.

Think carefully before joining this company.

Even the best teachers have their passion for education worn away by money (the wave of resignations has begun).

Air conditioning

This company is really ridiculous

A whole bunch of comments were deleted by the company

I thought it was Chinese thinking

Training

The supervisor likes to berate new employees

The teacher's professional competence... hehe

None

Taking up your time is never considered too much

You work overtime until you’re old

Find your own break time

Could you leave after you finish?

A mountain of work that never gets finished, yo yo yo yo

Watching a play

The authorities are allowed to burn down the city, but the common people are not allowed to light a lamp

Employees complaining to each other = spreading negative energy and disparaging the company behind its back

The boss occasionally telling employees that the managers are incompetent = normal behavior

The boss often speaking ill of employees behind their backs = normal behavior

A manager discussing another employee with a subordinate = normal behavior

Being with the students feels truly rewarding.

After reading everyone’s reviews,

let’s summarize:

Started out in sales and encountered many twists and difficulties,

but solved them one by one, so there’s no doubt about their problem-solving ability.

However, this also made them overly self-satisfied, wanting to meddle in everything

and believing that their decisions were always the best.

Even when they desperately needed people as a think tank, after delegating decision-making authority,

they would overturn everything at the last minute,

then loudly proclaim that they were very democratic, good at listening to opinions, and good at self-reflection.

But everyone is just watching the joke unfold—a management laughingstock.

They also like to label people who disagree with them as “spreading negative energy,”

making those around them even more afraid to speak up.

So the resentment keeps building and building; when an outlet for venting finally appears,

there’s no need to hold back anymore.

Meal time

Shoot one person:

Originally, you worked six days a week for 26k.

Do you think I’d still give you 26k after the one-fixed-day-off-and-one-flexible-rest-day policy?

If supervisors don’t work harder, be careful—you may become a disadvantaged elderly person.

Do you want to work with someone who got zero points?

Report to the XX branch tomorrow.

We’ve spent so much; everyone must use the cloud service for me.

(Student: Hell)

Our supervisors should be replaced too.

If there’s a problem, come and talk about it. Don’t spread it everywhere in private or leave random comments online.

I really don’t know how to recruit employees who won’t spread negative energy.

Occasionally scrolling through Facebook and LINE

This...

The number of students and employees keeps decreasing dramatically

Whose problem could it possibly be?

To the person who thinks they’re the least at fault—

that’s you!

The company treats you fairly

There are very few working hours and tasks

Labor and health insurance are both provided

It’s enough that they’re better than the Labor Standards Act

http://ppt.cc/9870Z

Ah... so it’s a parallel world after all. I thought everyone was just a few characters.

They keep asking for your time, and it’s never enough

You work overtime all the time

Find your own break time

How about leaving after you finish?

。

The application location isn’t necessarily the work location

You may be transferred to another location without warning

They always say it’s to give you opportunities for development

But in the end, you just get screwed

Heh heh

The boss is generous.

Every time I see female employees having to endure menstrual pain and come to work to qualify for the perfect-attendance bonus, it really feels like my heart is bleeding.

I. Overtime pay

The supervisor stated that there would be no overtime pay.

The company does not provide overtime pay during periods of overtime work.

Based on the clock-in records,

I often worked outside the regular working hours agreed upon with the employer,

but was not given any additional overtime pay.

In addition, the employer or supervisors sometimes required employees

to work outside regular working hours (distributing flyers, recruiting students, etc.).

There was no compensatory leave or overtime pay provided afterward.

II. Employment contract and pay slips

The company and I signed an employment contract.

I wanted to obtain and keep a copy of the employment contract

to avoid any related disputes that might arise in the future.

However, my supervisor told me

that the employment contract could not be given to me.

I instinctively thought that the employment contract should be made in duplicate,

so I asked: Why?

The supervisor replied: The boss said employees are not allowed to take it home.

In addition,

employees are also not allowed to keep their own pay slips.

My supervisor told me:

The contents of the pay slips

could be asked about and copied down,

but they could not be taken home.

The supervisor said this was also what the boss had instructed.

Note: After 2017,

the new Labor Standards Act provisions came into effect.

I do not know whether the rules have changed now.

III. Salary payments

The company had a special rule when paying salaries.

The salary was paid separately as the minimum wage and the difference between the salary and the minimum wage.

For example:

My salary was NT$28,000.

The company deposited NT$20,008 (the minimum wage)

into my salary account.

The remaining NT$7,992 (NT$28,000 - NT$20,008)

was reduced by labor and health insurance premiums and other items

(I also forgot exactly what was deducted, because I was never given a pay slip),

and the remaining balance was then paid to employees in cash.

IV. Salary withheld from new employees

The company had another rule regarding the salaries of new employees.

New employees had a three-month probationary period.

During these three months,

NT$5,000 would first be withheld from their salary

and paid all at once on the payday of the fourth month.

For example:

If my salary was NT$28,000,

the salary I received in the first month was NT$23,000 (NT$28,000 - NT$5,000)

(and it was withdrawn partly through salary transfer and partly in cash).

The salary I received in the fourth month was

NT$28,000 + (NT$5,000 × 3) = NT$43,000.

However, new employees who resigned within the three-month period

could not receive the NT$5,000 in withheld salary.

For example:

A new employee who resigned in the second month

could not receive the NT$10,000 in withheld salary.

It seems that someone really did resign during this period, was actually charged the withheld amount, and could not get the money back.

V. Break time

Basically, there was 30 minutes of break time per day.

However, you had to find the time for this 30-minute break yourself,

and there was generally no free time throughout the day.

Even meals had to be eaten while taking care of other tasks.

The 30-minute break effectively existed only on paper.

VI. End of the workday

Usually, you could clock out and leave at 10:00 p.m.

However, the other colleagues were usually still there

because they had not finished their work.

Therefore, leaving on time was impossible.

There was also a rotating duty shift,

which involved locking up after the other colleagues had left the office.

This usually did not finish until around 10:30–11:00 p.m.

Sometimes, if the work could not be finished, employees were also required to come to the company early to deal with it.

However, none of these additional working hours were paid as overtime.

It was all supposedly because we were not competitive enough and deserved the blame for not finishing the work, hehe.

I. Overtime Pay

The supervisor stated that there would be no overtime pay.

The company does not provide overtime pay for work performed during overtime hours.

Based on the clock-in and clock-out records,

I often worked for the employer beyond the agreed-upon regular working hours,

but was not given any additional overtime pay.

In addition, the employer or supervisors would sometimes ask employees

to work outside normal working hours (distributing flyers, recruiting students, etc.).

Afterward, there was no compensatory time off or overtime pay provided.

II. Employment Contract and Pay Slips

The company and I signed an employment contract.

I wanted to obtain and keep a copy of the employment contract

to avoid any related disputes in the future.

However, the supervisor told me

that the employment contract could not be given to me.

I instinctively thought that an employment contract should be made in two copies,

so I asked, “Why?”

The supervisor replied, “The boss said employees are not allowed to take it home.”

In addition,

employees were also not allowed to keep their own pay slips.

The supervisor told me:

The contents of the pay slip

could be asked about and copied down,

but it simply could not be taken home.

The supervisor said this was also the boss’s instruction.

Note: After 2017,

new amendments to the Labor Standards Act took effect.

I do not know whether this has since been changed.

III. Payment of Wages

The company had a special rule when paying salaries:

wages were paid separately as the basic wage and the difference between the salary and the basic wage.

For example:

My salary was NT$28,000.

The company deposited NT$20,008 (the basic wage)

into my salary-transfer account.

The remaining NT$7,992 (NT$28,000 - NT$20,008)

was reduced by labor and health insurance premiums and other items.

(I have also forgotten exactly what items were deducted, because I was never given a pay slip.)

The remaining balance was then paid to employees in cash.

IV. Salary Withholding for New Employees

The company had another rule concerning new employees’ salaries.

The probationary period for new employees was three months.

During these three months,

NT$5,000 would first be withheld from their salary

and paid all at once on the payday of the fourth month.

For example:

My salary was NT$28,000.

In the first month, I received NT$23,000 (NT$28,000 - NT$5,000)

(and withdrew it partly through the salary-transfer account and partly in cash).

In the fourth month, I received

NT$28,000 + (NT$5,000 × 3) = NT$43,000.

However, new employees who resigned within the three-month period

could not receive the NT$5,000 that had been withheld.

For example:

A new employee who resigned in the second month

could not receive the NT$10,000 withheld from their salary.

It seems that someone really did resign during this period, and the money was indeed withheld and could not be recovered.

V. Break Time

Basically, there was 30 minutes of break time per day.

However, employees had to find time for this 30-minute break themselves,

and there was usually no free time at all during the day.

Even meals were eaten while doing other work.

The 30-minute break effectively existed in name only.

VI. End of the Workday

Usually, employees could clock out and leave at 10:00 p.m.

However, the other colleagues were usually still there

because their work was not finished,

so leaving on time was impossible.

There was also a rotating closing duty,

meaning the task of locking up after the other colleagues had left the office.

This usually did not finish until around 10:30–11:00 p.m.

Sometimes, if the work could not be finished, employees were also required to come to the company early to handle it.

However, none of these additional working hours came with overtime pay.

Apparently, it was simply our own fault for lacking competitiveness and not finishing the work, hehe.

The salary is nowhere near 30,000 to 60,000; it is not even 30,000.

During the interview, the boss will paint an incredibly rosy picture, making it sound as though the company has great prospects and excellent benefits. However, after actually joining, you will find that the boss deliberately glosses over the important details and only talks about things that are advantageous to the company. The only thing stated directly is that “there is no overtime pay.”

Although the company’s introduction says that the starting salary is NT$25,000, NT$5,000 will be deducted during the first three-month probationary period and then paid back all at once after the fourth month. As a result, the salary during the first three months is less than NT$19,000, because an inexplicable NT$5,000 is deducted in addition to labor and health insurance contributions. If this is still acceptable so far, then when you sign a contract with the company in the fourth month, the NT$15,000 will become a signing bonus. This means that if you have other plans in life and want to change career paths, NT$15,000 will be deducted from you.

During the probationary period, there are also many tasks the company requires employees to do outside working hours, such as handing out flyers at schools. Since these tasks do not take much time, the company provides no compensation whatsoever. There is also some strange new-hire training. Although it is called training, it consists only of listening to the boss brag about how impressive they used to be. You learn nothing, and this time does not count as working hours either; because it is supposedly employee training, there is not even compensatory time off.

If you are genuinely passionate about teaching, please think twice as well. You do not need to let businesspeople sell your passion for teaching.

I. Overtime pay

The supervisor stated that there would be no overtime pay.

The company does not provide overtime pay during overtime periods.

Based on clock-in/out records,

I frequently worked outside the regular working hours agreed upon with the employer,

but was not additionally paid overtime.

In addition, the employer or supervisor would sometimes require employees

to work outside regular working hours (distributing flyers, recruiting students, etc.).

Afterward, no compensatory time off or overtime pay was provided.

II. Employment contract and pay slips

The company and I signed an employment contract.

I wanted to obtain a copy of the employment contract for my records

to avoid any related disputes in the future.

However, the supervisor told me

that the employment contract could not be given to me.

I instinctively thought that an employment contract should be made in duplicate,

so I asked, “Why?”

The supervisor replied, “The boss said employees cannot take it home.”

In addition,

employees were also not allowed to keep their own pay slips.

The supervisor told me:

The contents of the pay slips

could be asked about and copied,

but they could not be taken home.

The supervisor said this was also instructed by the boss.

Note: After 2017,

new amendments to the Labor Standards Act came into effect.

I do not know whether this has changed by now.

III. Salary payment

The company had a special rule regarding salary payments.

Salary was paid separately as the base salary and the difference between the salary and the base salary.

For example:

My salary was NT$28,000.

The company would transfer NT$20,008 (the base salary)

into my salary deposit account.

The remaining NT$7,992 (NT$28,000 − NT$20,008),

after deductions for labor and health insurance and other items

(I have also forgotten exactly what was deducted, because I was never given a pay slip),

was then paid to employees in cash.

IV. Salary withheld from new employees

The company had another rule concerning new employees’ salaries.

The probationary period for new employees was three months.

During these three months,

NT$5,000 would first be withheld from their salary

and paid all at once on the payday of the fourth month.

For example:

If my salary was NT$28,000,

the salary I received in the first month was NT$23,000 (NT$28,000 − NT$5,000)

(and it was withdrawn partly through salary transfer and partly in cash).

The salary received in the fourth month would be

NT$28,000 + (NT$5,000 × 3) = NT$43,000.

However, new employees who resigned within the three-month period

could not receive the NT$5,000 that had been withheld.

For example:

A new employee who resigned in the second month

could not receive the NT$10,000 withheld from their salary.

It seems that someone really did resign during this period, and the money was actually withheld and could not be recovered.

V. Break time

Basically, there was 30 minutes of break time per day,

but employees had to find time for this 30-minute break themselves.

Moreover, there was no free time throughout the day.

Even meals had to be eaten while doing other tasks.

The 30-minute break effectively existed only on paper.

VI. End of the workday

Usually, employees could clock out and leave at 10:00 p.m.

However, other colleagues were usually still there

because they had not finished their work,

so leaving on time was impossible.

There was also a rotating duty shift,

namely, closing up after the other colleagues had left the office.

This usually did not end until around 10:30–11:00 p.m.

Sometimes, if the work could not be finished, employees were also required to come to the company early to handle it.

However, none of these additional working hours came with overtime pay.

Apparently, it was simply our own fault for lacking competitiveness and not finishing the work, haha. ㄎㄎ