You can directly arrange to fuck subordinates using the app—it's awesome.
Shi Yingru is so slutty; fucking her feels amazing, but for fuck's sake, be careful about the legal implications.
There is fruit, along with employee meals
I personally work in the R&D department. Basically, the company's R&D is like a pile of shit: as long as you push up the quantitative metrics, your performance rating goes up. There's also a culture of sucking up—once they get resources, they frantically churn out worthless patents. On top of that, there's blame-shifting. Fuck, even patents can be kicked around like a football.
This company currently claims to be the world's third-largest semiconductor wafer manufacturer, but you really cannot see any indication here that it is a company ranked among the world's leading companies.
1. For a listed company, it has no labor union, so employees basically have no say. Everything is decided by management.
2. Its work schedule is based on a working-hours system. What does that mean? It uses the Labor Standards Act's 80-hour biweekly limit as the standard—in other words, you are expected to work 80 hours every two weeks. However, production-line employees work 12-hour shifts, while only 10 hours are counted as working hours. Why? Because break time during the shift is not counted as working hours.
3. Because of the working-hours system and the one-fixed-day-off, one-flexible-rest-day system, scheduling is extremely chaotic (mainly because there are not enough personnel). Here, you are often scheduled to work three days and rest one day, work two days and rest one day, or even work four days and rest one day. Think about it: the day shift is one thing, but for the night shift, does that one day really count as a day off? Besides sleeping at home, what else can you do?
4. The company's policies are fairly normal, but how they are applied often differs depending on the supervisor—in other words, it varies from person to person. A single matter can vary greatly depending on a supervisor's personal subjective judgment or on the individual employee. Take scheduling, for example. Under the company's system, production-line employees are supposed to alternate between day and night shifts at fixed intervals, except under special circumstances. But some departments claim it is due to work arrangements when, in reality, supervisors are simply taking the easy way out; some employees do not rotate between day and night shifts at all. Moreover, if you are one of the supervisor's so-called "favorites," your schedule may be pretty good, and you might even be assigned more overtime on public holidays. But if you are one of the so-called "blacklisted" employees,呵呵... your schedule can be summed up in one word: brutal.
5. As for company benefits, all I can say is that they merely meet the park's minimum standards: the basic three holiday bonuses, year-end bonus, and so on. The three holiday bonuses and year-end bonus are fixed components of a 14-month annual salary. As for profit sharing, compared with the profits earned by equivalent companies in the science park, it's better not to compare at all, or you will only be disappointed.... Here's an example for everyone to consider when judging how generous the boss is toward employees: At the 2016 employee year-end banquet, held jointly with the former parent company, Sino-American Silicon Products, both companies were listed companies. GlobalWafers' EPS was at least around NT$3–4, and the two companies had nearly 1,000 employees combined. Yet there were no gifts at the banquet, only cash prizes. The total prize money—from the smallest prize to the grand prize—was less than NT$1 million. That's right, less than NT$1 million. As for additional prizes...呵呵...in all my years at the company, I really have never seen any.
Those working in GlobalWafers' offices—even ordinary clerical staff—will make you feel that they definitely have it much easier than production-line employees. Even among direct production personnel, the workload can vary greatly. In other words, some have it very easy while others are worked to the bone. Of course, the main reason is the supervisors and managers.
There are very few new employees on the production lines, and even when there are, turnover is extremely high. Many new employees discover after joining that the reality is very different from what they expected, and can only resign...
Of course, if you are the kind of person with high emotional intelligence, who rarely complains, does not dwell too much on whether things are fair, and is hardworking, you are welcome to join us as a colleague—those of us who are getting older and have nowhere else to go.