Easy to take leave
They rely on seniority and act entitled. The veteran workers have traditional mindsets and only order younger employees to do the actual work, while the older employees do not have to do it. The key point is that the older employees are paid more than the younger ones. The boss only bullies younger employees, assuming they do not understand the Labor Standards Act. In addition, some supervisors keep targeting new hires while flattering the veteran workers, even privately inviting them out to eat to curry favor with them. They also apply double standards, saying one thing and doing another, and target new hires at every turn. For a while, the company could not recruit enough people, so it deliberately advertised very high salaries to trick a bunch of people into joining. Many people who had just joined were also deceived. Moreover, it is a family-run business that only shifts blame onto frontline employees and expects them to bear responsibility. The salaries are not even high enough to justify it, yet frontline employees are still expected to take the blame. The employees engage in internal power struggles and exclude one another privately. They claim there is no bullying, but in reality there is. Young people are advised not to work here.
The job postings make grand promises.
1. If you have been employed for less than a month, holiday pay is not provided, nor is pay prorated according to the number of days employed; the company does not comply with the Labor Standards Act.
2. It is a family business that may arbitrarily transfer professional employees to unsuitable positions to force them out.
3. It does not comply with the Labor Standards Act and exploits employee contract clauses to deceive employees who are unfamiliar with the law.
4. Employees are frequently required to work overtime on Saturdays; those who do not work overtime receive no salary increase for five years.
5. When the person in charge of the company behaves rudely toward customers or engages in similar conduct, the company offers employees rewards to help manipulate Google reviews.
Those who know the Labor Standards Act have politely resigned, so the turnover rate is high and they will hire anyone.
Your first month on the job is basically a test of whether you understand the Labor Standards Act. If you don't, they'll keep taking advantage of you.
For example, during the first month, they claim that the probationary daily wage is 1,000 per day. It's still 1,000 per day in 2025, and holidays are unpaid.
It's clearly a monthly salary, yet they start deceiving you from the first month, specifically targeting people who don't understand the law. As long as you don't know, the exploitation is endless. If they're caught, they say, "If you're unhappy, go sue us." They also issue the employment contract on the first day and, not long afterward, urge employees to sign it as soon as possible, apparently afraid that workers will read it or take photos.
Here's a hard truth that many people don't want to admit:
Even gang bosses understand the Labor Standards Act.
Not because they are especially law-abiding,
but because they know very clearly—
if you cross a certain line, things will spiral out of control, escalate, and become impossible to contain.
On the other hand, the people who most love breaking the law and pretending not to understand it
are a bunch of small and medium-sized business owners, like this one. It's not that they don't understand;
they understand and choose not to comply,
because they are betting that workers will get tired, let it go, and not want to deal with it.
Good relationships among colleagues within the company
The employer intends to ignore the Labor Standards Act, force other employees to leave, and spread rumors that colleagues resigned voluntarily. They even deceive underage employees who are unfamiliar with the Labor Standards Act by offering a daily wage of 1,000.
The scheduling manager has a good attitude and is trustworthy. The work assignments prioritize employee safety and weather conditions.
The office administrator has a good attitude and is trustworthy, and the salary structure is clear and transparent.
The company’s technicians are easy to get along and cooperate with.
Projects are assigned to two-person teams. Maintenance work is relatively easy, and the customers generally do not nitpick.
The company subsidizes training courses and related learning, as well as licensing exam fees (only if you pass).
You can become a professional technician here, but some people choose to leave after becoming one, mainly due to the boss’s coercion, being forced out, or personal planning reasons.
The company has a warehouse, so you do not need to pick up materials from plumbing and electrical supply stores. It also provides introductions to various items and detailed quotations.
The only real drawback is the boss.
He knows how to make money but has poor emotional control, and may loudly berate or psychologically pressure you in front of everyone.
Employee trips are scheduled on Saturdays and Sundays, but no overtime pay is provided.
Participation in employee trips is mandatory.
Employee dinners are held on Saturdays, with no overtime pay.
Time-clock records are inaccurate: the workday ends at 6:30 p.m., but everyone is required to clock out at 5:30 p.m., making it impossible to claim overtime pay.
The company’s new accountant ignores the Labor Standards Act and pretends not to understand it (because she is the boss’s wife and lacks experience).
The boss demoted and forced out the experienced accountant, who had 10 years of professional experience.
It is a family-owned business.
Employees are required to work two Saturdays of overtime each month (this has recently been reduced; you may refuse, but it will affect your performance evaluation).
The company says salaries are adjusted once every three months, but in practice they are adjusted once every two to five years.
People who know how to flatter the boss can get raises even without technical skills.
People with little or no experience can also be hired.
Colleagues do not scheme against one another; everyone is like family. There are comprehensive training subsidies and a well-developed education system, as well as providing technicians with the materials they need to complete projects, rather than cutting costs and stopping technicians from taking shortcuts. Some electromechanical engineering companies operate this way. When employees encounter difficulties, the person in charge is very willing to offer help, which is deeply touching.
I hope salary increases can be based on seniority rather than being determined entirely by ability.