瑞士藥廠股份有限公司

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The salary issue has already been mentioned by the previous reviewers, so I won’t elaborate further here.

I’ll talk about the warehouse department.

1. If you join the warehouse department, you need to be mentally prepared first. The warehouse department is probably the department in the entire company with a status higher only than the security office. Whenever another department has a problem, as long as the warehouse is the preceding or following step, the warehouse will take the blame. Take batches as an example: a product needs to be picked up by the production floor today, but the batch will not be released until this afternoon, which may result in the production floor having to work overtime to pick up the materials or wait until the next day. Yet the only responsibility pursued is why the weighing staff did not report earlier that they could not finish weighing, while completely ignoring the fact that the batch arrived late. However, if you report the late batch to your supervisor first thing in the morning, the supervisor will call to ask about it—but will only ask where the batch has reached, rather than actually tracking it down.

2. The staffing problem. Everyone knows that the warehouse is understaffed. Take weighing as an example: the weighing room has two sections, each handled by one team, with two people per team. In other words, weighing requires up to four people, but there are at most only three dedicated weighing staff. If both sections need to weigh materials, you have to borrow people—either from the receiving team or from the food area. But those people have their own work too, so what do you do? The answer is overtime. Also, departmental transfers here are basically transfers carried out under the name of “learning”; once you have handled something, it will forever be considered related to you.

3. The supervisors. I would describe the warehouse supervisors with one sentence: warehouse supervisors speak standing up when talking to people inside the department, but speak on their knees when talking to people from other departments. Basically, when warehouse supervisors consider an issue, their first priority is absolutely not their own people. Since the production control and warehouse departments are managed by the same senior manager, whenever production control wants to adjust the schedule, it first asks the raw-material warehouse supervisor. The raw-material warehouse supervisor will only agree with production control, while the weighing staff are simply told to work overtime. Also, supervisors love to constantly talk about SOPs, but when something really cannot be completed in time, SOPs are no longer important. All kinds of violations and reckless practices follow. Not to mention that it frequently happens that after the supervisor goes in to weigh materials, the section is not cleaned properly. But she is the supervisor, so it does not matter; if you do not help clean it thoroughly, just wait to be scolded. As for the raw-material warehouse supervisor, everything is decided by her. Whether she is right or wrong, you cannot question her. If you do, she will fly into a rage. But when a decision she made turns out to be wrong, she disappears, and the people below get ready to take the blame.

4. Department culture. The department culture is overtime, along with not disrupting the harmony within the “imperial palace.” Some facts cannot be spoken about. The problem is that when you bring an issue to the supervisor, they simply throw it back to you. The problem will not be solved. What will be resolved is something else. Also, if you come to the warehouse, you had better not get injured.

That’s all I wanted to share~

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Let me add a few points. Before submitting your résumé, please think for three more seconds:

1. Besides using the salary structure to play salary games, the company also uses contracts to “bind” employees. Each contract lasts two years, and leaving midway requires paying a breach-of-contract penalty—specifically, twice the contract allowance already received. Although the company kindly sets a maximum penalty (the 12 months of contract allowance already received), for people who have been earning a low salary over the long term, having to pay an additional penalty of tens of thousands of dollars is extremely difficult.

2. As for internal employee training, don’t expect much in terms of quality (management courses play videos produced by Qingliangyin). External training courses are not available simply because you voluntarily want to attend them. Even if a course would help with your work, you still need approval from your supervisor or upper management; otherwise, you have to pay for it yourself and take leave to attend. The company only gives fully subsidized external-training spots to people at the managerial level or above, or to favored employees, even though these people may not actually do hands-on work in their daily roles… All I can say is that the direction in which this company wants employees to grow (being obedient and going along with wrongdoing) differs from the growth employees actually want.

Pros:

You can clock in and out on time,

wear slippers to and from work,

and leave immediately when the bell rings.

The company’s promotion system is normal

(because you’ll never be the one promoted).

The salary system is open and transparent

(because you’ll never know how adjustments are made).

I’ve always wanted to bring new ideas into the company, but the managers are either relatives of senior executives or people who have been here for nearly 20–30 years. These people run the company with outdated thinking and outdated systems—how are we supposed to reform anything? Whenever a problem arises, they say it’s someone else’s problem; they themselves are never at fault. They draw high salaries while constantly haggling with employees over one or two thousand dollars. If this is how things are, then let the company rot!

When people discuss salary systems, they talk about monthly pay. Only you play number games with annual salaries. If someone’s bank account receives only 25,000 or 26,000 a month, how are they supposed to support a family? If you haven’t worked a full year, the money is all swallowed up by you. Everything above has already been described very realistically, so I won’t elaborate. For anyone thinking of joining: unless you have no loans, no debts, no car payments, and no financial pressure, joining Ruishi leaves you with only three paths: a dead end! A dead end! Or still a dead end!

You can leave work on time.

The salary structure has already been explained very clearly by someone in another post.

I’ll add some details about the Facilities position.

First, there are positions covered by the responsibility system and those that aren’t.

There is no overtime pay under the responsibility system, only compensatory leave. Non-responsibility-system positions receive overtime pay and can also exchange overtime for compensatory leave.

Here’s an example for reference: I’m under the non-responsibility system and hardly ever work overtime, so my monthly take-home pay is approximately NT$27,000–28,000 (including all allowances). Of course, some colleagues work overtime and earn NT$36,000–37,000.

In theory, all Facilities staff must be on call, approximately 5–6 days per month. The on-call allowance is NT$200 per day, and overtime pay starts being calculated after arriving at the company for half an hour.

On-call duties include maintaining process water, electrical, air-conditioning, and compressed-air systems; handling machine alarms; addressing temperatures exceeding warehouse limits; and so on.

Of course, you can also choose not to answer the phone, then come to the company the next day to fill out an explanation for not reporting to the site. After this happens twice in a month, the on-call allowance is deducted and disciplinary action is discussed.

(Personal thoughts: On-call duty is part of the job, so there isn’t much to complain about. However, many incidents are caused by human factors, and after arriving at the site, you’ll feel really f***ed...)

Regarding colleagues: Be careful with what you say and do; otherwise, the chances of being stabbed in the back are extremely high.

Also, one colleague has some issues with their professionalism and work attitude, but because “they have connections, so it’s not a problem.”

(The recent pressure-reducing-valve incident is the best example....)

Regarding the work: Finish the tasks that are your responsibility, and generally no one will come looking for trouble.

Don’t casually take on additional duties. Once you take them on, they become yours. And that’s it—there’s no “then”; you’ve simply taken on one more duty.

Generally speaking, after being there for a while, you’ll find it fairly comfortable. Regardless of whether your ability to fight will decline, you’ll feel quite conflicted when it’s time to change career paths in the future.

Finally, I recommend that recent graduates come here for a year to gain some experience. Those nearing retirement can come too. Although you won’t eat particularly well, at least you won’t starve.

But if you have definite plans or aspirations for your life, I still suggest thinking it over, then thinking it over again, and then thinking it over one more time.

If you’re under financial pressure, you can forget about it—there’s no need to earn very little money while also putting up with this treatment.

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The low salary is unsurprising and needs no further comment, but here's an odd salary structure:

The salary structure is basically base salary + holiday bonus + performance bonus + signing bonus + other meal allowances = the claimed monthly salary.

For example, it would be approximately a base salary of 28,000, a holiday bonus of 1,500, a performance bonus of 1,000, and a signing bonus of 1,500.

1. The holiday bonus is not paid every month. The company temporarily holds it and pays it out during the holidays (every three months), along with wishes for a happy holiday.

2. The performance bonus works the same way. The company holds it first. After you write a performance report every six months, your supervisor gives you a supposedly fair score, allowing employees to receive a little extra money based on a multiplier of that score (perhaps a few hundred dollars more). You don't need to thank them for their generosity. If you resign, don't even dream of receiving bonuses 1 and 2 in advance; giving them up is your own choice.

2. Labor and health insurance are enrolled based on the base salary.

3. The year-end bonus is calculated based on the base salary.

4. Raises are added to the bonuses; the base salary remains unchanged.