C NEWS匯流新聞網_匯流傳媒有限公司

Mr. Hsieh, a reporter at Huìliú, the news article you published on August 11 last year concerns a case that was already closed. I do not understand why you keep publishing it.

As a reporter, don't you know that the other party can file criminal charges against you (for defamation)? What is your motive for continuing to publish a report about a case that has already been closed—are you trying to maintain your presence, or can you no longer find other social news to publish? The other party has already been questioned through their lawyer at the Shenkeng Police Station. You have still not taken down the report about the closed case, causing trouble for the other party's work. I hope you will speak with your friend. I believe your Mr. Liao has also received the judgment. Please confirm this with him and take down the report; otherwise, the other party may file a lawsuit against you.

It is not worthwhile for both of you to keep going to court over a case that has already been closed. If you think you have plenty of time, I have nothing more to say. So please ask your Mr. Liao whether he has received the judgment. The case is over. As journalists, you cannot simply assume that once something is published, you have no further responsibility, because you, Mr. Hsieh, were the person who published it. You are still publishing a social-news report from last year even though the case was already closed, and this has affected the other party's right to work. This also constitutes harm. I believe that, as journalists, you must understand the law better than ordinary people like us. That is all I have to say; I hope you can promptly take down this social-news report from July 11 last year.

1. The boss usually isn’t in the office

2. There are occasional snacks

That’s it

1. The boss lacks the expertise to run a news website, yet is quite arrogant and often boasts about being very familiar with various people. He refuses to spend money hiring someone with a relevant background to manage it. The website’s topics are disorganized, and in order to make money, they publish all sorts of strange advertorials. The boss also anonymously writes articles attacking his business rivals. After operating for a year, the traffic and click-through rate remain very low, making the prospects feel bleak.

2. The hiring principle is to prioritize people who are obedient and easy to control—preferably recent graduates who don’t know anything yet.

3. Violations of the Labor Standards Act: no overtime pay; labor insurance is not provided from the employee’s first day of work.

4. HR enforces the company rules based on personal preferences. If she takes a dislike to you, she will find all sorts of reasons to give you trouble and dock your pay; but if you curry her favor, she will turn a blind eye.

5. The boss is very good at painting grand visions, but they are all just empty promises. Because the turnover rate is so high, the company focuses on tricking people into joining to put out fires first. The actual work arrangements may differ from what was discussed in the interview, creating an endless cycle of excessively high turnover.

1. The company's work environment is very poor; the restroom is inside the office and no one cleans it.

2. The boss is very stingy. Labor insurance is reported at a low insured salary (in recent months, it was changed to the full salary, possibly because they were afraid of being reported). There is no overtime pay, and money is deducted for being late. In short, they are constantly looking for reasons to deduct money while failing to provide what should be provided. Employees even have to bring their own computers and clean up themselves.

3. Although they say they are running a media company, the news is all copied from elsewhere. It feels like the purpose is merely to fill space and attract sponsored advertising.

4. The boss does not actively deal with people who cause trouble in the office, resulting in an extremely high turnover rate. Almost everyone resigns after working there for only a few months.