智慧光科技股份有限公司

On the surface, the supervisors are all very nice.

Senior managers imply that everyone should clock in at six o’clock, then come back and continue working. The boss also sees a department leaving work earlier than others and suspects that there isn’t enough to do. A company that starts pulling tricks like this right after going public—shouldn’t the relevant authorities come and investigate!

In the past, there were times when people worked overtime all night without sleeping and continued working until dawn; otherwise, they would be called to the company in the middle of the night to solve problems on the night-shift production line. Overtime is truly this company’s highest guiding principle!

Free domestic employee trips

Birthday gift voucher and small cake

The overtime pay calculation does not include the 1,000 attendance bonus.

Salary calculations are frequently incorrect (overtime pay is undercalculated and the attendance bonus is not paid). Any underpayment must be made up a month later.

Monthly salary is calculated by month; overtime pay and the attendance bonus are calculated from the 21st of the current month to the 20th of the following month. Employees who leave before the end of the month do not receive the attendance bonus.

Starting in 2018, holiday overtime pay was reduced, and welfare fund deductions were introduced.

During rush periods, employees may also be required to work overtime on Sundays.

Team leaders and managers are overly emotional.

1. If you have a good relationship with your supervisor, things go smoothly (depending on the department; basically, the Manufacturing Department is pretty good).

2. As long as you have a legitimate reason, matters are easy to discuss (such as having something to take care of or requesting leave).

3. Suggestions or improvements will generally be approved as long as they are considered reasonable (but there is no benefit. For example, if you could originally produce 600 units and improve it to 700 units while also increasing the yield rate, the requirements afterward will be raised accordingly. The key point is: "there is no benefit").

The situation during my employment:

1. The owner does not manage the company, while the general manager acts like a security guard and micromanages every trivial matter. When problems arise, he cannot provide answers; when there are no orders, he starts making things difficult for the manufacturing lines (and there may also be layoffs).

2. Even if you make contributions to the company (such as improving process issues, etc.), the general manager merely gives you a merit citation?? (??A merit citation??)

3. A pay raise!? I worked there for nearly four years and only received one raise when I was promoted. I never saw anyone else receive a raise, regardless of how many years they had worked there. (According to colleagues who are still employed there, pay raises depend on departmental quotas, and those who have a good relationship with their supervisor are given priority.

4. The employee benefits that used to be provided every month—birthday cakes and production-yield bonuses—disappeared after the manager was replaced!

5. Applying for consumables is very difficult. Consumables are crucial to the yield rate, yet the general manager thinks, “How could metal consumables possibly break?!” How could they not break with daily thermal expansion and contraction? To save costs, they later purchased consumables made of inferior materials, increasing the replacement rate while making them difficult to request.

6. The promises are painted beautifully, but the longer you work there, the less you can see a future.