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Read the community guidelinesThe main advantage is probably the convenient transportation—it’s very close to Taipei Main Station.
The time clock is merely for show, and the clock-in and clock-out times are only for reference. It’s very common to work an extra hour every day (that is, work 10 hours straight) just to have time to eat. The supervisor has a poor temper and often scolds people over minor issues. The department’s policies keep changing, making them difficult to follow; it feels like you’ll get scolded no matter what you do.
Flexible working hours
(which means ～ also leaving work very late)
The mindset of the R&D department's managers is that employees should be worked to the bone
They get excited when employees work overtime every day
No overtime pay
Please have the Labor Department intervene appropriately
Colleagues get along well and help each other.
The supervisor is entirely caught up in power struggles—and is fighting with people in their own department. It is completely impossible to work properly. Even looking something up or searching for ideas is treated as slacking off, after which more work is dumped on you. Reporting problems and being told they will be handled naturally leads nowhere. The higher-ups are exactly the same. They only say superficial things. They even say that this kind of professional work can simply be done by hiring part-time student workers. Six people have already left this year (and the number continues to increase), yet the pay is only NT$26,000 (before deductions for labor and health insurance and welfare fees). The starting salary is lower than that of entry-level employees at beverage shops. Overall, it is the lowest in the industry, with absolutely no system or structure. I am referring to the Visual X Motion X department.
Colleagues get along well, and they are always willing to provide guidance on technical issues.
1. There is no lunch break. If a typhoon is approaching or it is raining heavily somewhere, you are not even allowed to go out to buy lunch.
2. Menstrual leave is not granted; you may be discouraged from taking it on the grounds of insufficient staffing.
3. Management does not distinguish between public and private matters.
4. Overtime cannot be reported. Management will say: “You cannot finish your work during working hours because your abilities are insufficient.”
The atmosphere among colleagues is lively, and there are often group meals. Everyone is very helpful to one another.
The turnover rate is quite high; roughly the entire team is reshuffled every year.
The supervisor is overly emotional and unable to separate personal and professional matters, so team members are always extremely cautious in their work.
The work environment is highly stressful. Whenever colleagues talk to one another, they are assigned work, so the atmosphere in the office is gloomy and lifeless.
The workload is very heavy. In addition to the daily tasks, we are also assigned projects, special assignments, and so on. As a result, we work an average of two or more hours of overtime every day. Sometimes we even have to come in and work overtime on days off, with absolutely no overtime pay or compensatory leave. The clock-in system is merely decorative.
ETtoday Buzz Video Assistant Editor
Basically, ETtoday Buzz doesn’t really have any advantages.
ETtoday Buzz Video Assistant Editor
1. Extremely low pay: They only manage to lure recent university graduates into joining. When more experienced employees negotiate for higher salaries, supervisors completely refuse to accept it. They want good talent but offer low pay—who would want to go?
2. Constant hidden overtime with no overtime pay: The job involves obtaining video permissions from well-known YouTubers or creators of viral videos on Facebook, so you must constantly contact unfamiliar fan pages. Whenever they release a new video, you have to follow them closely and ask for permission. You must keep track of them during your off hours; basically, you are still asking for permissions after work. Your off hours and holidays will be taken over, and the key point is that there is no overtime pay.
3. Open and covert competition among colleagues: Since the job is to obtain video permissions, you will not be the only person in your group who sees a particular video, so you are often competing with colleagues for video permissions. You have to report three video topics a day. If a permission you were about to obtain is taken by someone else or the topic is reported first, you must report additional video topics that day. You have to keep your video-topic pool full and guard against colleagues taking your videos.
4. A job that does not help you grow: The position is called editing, but in practice you simply take videos for which you have obtained permission, cut off the beginning and end, come up with an exaggerated, click-worthy title, and upload them to Facebook. They call that editing—I can only laugh.
5. The supervisor has no idea what is going on: Previously, the supervisor did not even know that part-time employees had to spend extra time after work looking for video topics. After finding out, they changed the time for finding topics to working hours, which only treats the symptoms, not the problem, because everyone still frantically competes for topics—just reporting them earlier and earlier. Also, the supervisor does not arrange the work schedule; they leave it to a full-time employee who has just graduated from university, without even giving that employee a raise.
6. The supervisor tramples on people’s dignity: Previously, everyone spent their off-hours looking for topics. Buzz’s target audience and market are women, so the videos found were all similar in type. But the supervisor would not accept them and demanded new types of video topics, apparently unaware that everyone was spending their off-hours looking for videos. They still made unreasonable demands despite not paying overtime. The supervisor is also the type who leaves work on time and does not care about employees’ welfare. A supervisor who is so demanding yet so out of touch is the biggest flaw.
Colleagues get along well, and the work atmosphere is relaxed.
There is no comprehensive training; you are thrown straight into the work on your first day. If you do not have relevant experience, you may be harshly berated by a certain supervisor. I once worked 10 consecutive days, including 4 days with 11-hour shifts. The time clock is merely decorative. Turnover is very high—some colleagues left after only two weeks. It is difficult to advance vertically.
Completely hands-off and very free; colleagues have close relationships and are also very willing to help newcomers become familiar with the environment.
There is absolutely no such thing as employee education or training, and the actual situation is completely different from the description on the job bank.
The supervisor is emotional and very subjective about work-related matters, with no consistent standards, leaving people with no rules or guidelines to follow at all.
Because there is no such thing as training, you are expected to learn as you work; when you make a mistake, you get scolded. You can only learn from your colleagues and try to avoid making mistakes. Yet sometimes, after learning from colleagues, you are still scolded by the supervisor, and it turns into a situation where more senior employees are given leeway by the supervisor and their mistakes are overlooked because of their longer tenure. Does that mean more senior employees will not be given a hard time by the supervisor?
Sometimes newcomers are unfamiliar with or do not understand the news and television industry, but the supervisor does not give them any direction; instead, it feels like they are deliberately making things difficult for them.
On average, there are 0.5 to 1 hour of overtime every day. For newcomers, it basically starts at 1 hour, and the supervisors above do not think this is too much of a burden for newcomers. They only say that everyone went through the same thing. Needless to say, there is absolutely no overtime pay.
Newcomers naturally need to learn, and even when the higher-ups finally allocate training courses to the department, the supervisor blocks them, claiming that they are afraid the courses will delay the usual work progress.