宏遠興業股份有限公司

The company has money and likes introducing new systems. There are many new systems to play around with.

It is hot—very hot. The benefits of energy conservation are all based on the general manager’s wallet, and the systems have never been successfully implemented in one go. The general manager is very fierce, and management is built on top-down relationships. As a result, capable employees cannot be retained; the people who stay are mostly those who work with a civil-servant mentality, which is especially obvious among on-site personnel. The overall atmosphere of the company is slow and full of delays. Do not believe the company’s policies; the general manager’s words are treated as imperial edicts.

In conclusion, the general manager’s authoritarian rule may have good intentions, but it has led to adverse selection: excellent people cannot be retained, while many people simply coast along. This company is not suitable for staying long-term, and the company’s ***financial situation has been very poor recently***.

...

For an engineering position at a family-owned company, you should really think twice before joining.

Managers are very good at making grand promises. In particular, managers with a more domineering management style can be highly volatile emotionally, and being scolded, mocked, or subjected to passive-aggressive remarks is an everyday occurrence for engineers. Technical issues can be discussed, but much of the time here is not spent solving problems—it is spent finding someone to take the blame.

Promises that have been made also often change without warning. The job responsibilities described during the interview, the resources promised after joining the company, and even things a manager has personally agreed to can all be changed outright the next day. Over time, you will realize that the company's promises are basically not credible.

On the surface, the working hours seem fairly normal, and most of the time you can leave work on time. However, whenever there is a problem with a project, piece of equipment, or customer, your departure time can easily be delayed. The most frustrating part is that matters could clearly be arranged during working hours, yet they are often left until just before the end of the workday, when you are suddenly told to “take care of it while you're at it.” If you have already made plans to leave on time, you may even be considered insufficiently cooperative.

Taking leave is also not simply a matter of following company policy; it depends heavily on the manager's mood. The day before, they may clearly say that it is no problem, but the next day they may act as if the conversation never happened. Even for legitimate reasons such as medical appointments or surgery, you may be discouraged from taking leave, leaving you completely unsure what the company policy is actually for.

The company also has a so-called “fine system.” Externally, it is described as being for employee benefits and as accumulating into a provident fund that employees can use, but in practice the manager also uses this money. For engineers, the biggest problem with such a system is not the amount of money, but the transparency and fairness of the system as a whole.

The job duties are a classic case of making one person do everything.

Officially, you are an engineer, but in practice, in addition to your original technical work, you also have to handle office administration, equipment maintenance, off-site errands, moving things, miscellaneous tasks, and even provide last-minute support on-site. As soon as you show that you know even a little, situations like “You should know how to do this too, right?” and “Could you help with this while you're at it?” start to appear.

In the end, you are expected to know how to do everything, and everything gets assigned to you.

The ability to withstand adversity is very strong—even with a stock price of NT$6, the company still hasn’t been delisted.

In a rural area, the monthly salary offered to me was close to NT$50,000, but I still resigned. You really won’t make any progress.

If you’re just starting your career, or if you’ve lived in a city before, you really have better options. The company is very bureaucratic, though it’s understandable that bureaucracy is manageable there because of the people from Shanhua and Shanshang. Those with enough independent thinking and cognitive ability have all gone to the Southern Taiwan Science Park, so what about the people who stay there? Many rely on connections, like forming cliques, and are exclusionary—especially Ms. Yao from the Shipping Department. Honestly… she is the worst supervisor I’ve ever encountered. If anyone reading this knows a friend who wants to come here, please try to dissuade them if you can. I originally didn’t even know what emotional blackmail was; I only learned about it after coming here. Take care.

When you look at the drawbacks, the advantages are no longer advantages.

1. Misuse of public resources and questionable expense-reporting practices

The administrative manager of the northern office has extremely unclear boundaries regarding the use of company assets. During my employment, I witnessed this manager use company funds to purchase expensive personal mobile-phone accessories, such as iPhone cases and charging equipment, and ask subordinates to change the expense items to computer peripherals to facilitate reimbursement. In addition, a SIM card obtained for business purposes during the pandemic was not returned after the project ended; instead, it was used for private family purposes for several years, with all costs borne by the company. Treating company resources as personal property in this way seriously crosses the ethical line in the workplace.

2. Disregard for personal-data protection laws and casual disclosure of employees’ medical records

There is no privacy at all when working in this northern unit. This manager reportedly obtained employees’ medical certificates and medical records through unknown channels. Not only did the manager fail to maintain confidentiality, but these highly private medical details were even openly discussed as office gossip. This behavior is extremely disturbing and also demonstrates the unit’s disregard for the Personal Data Protection Act.

3. Double standards in attendance management, with management leading the way in exploiting loopholes

The company imposes strict attendance requirements on ordinary employees, but this manager often exploited loopholes in the approval authority by using official errands, such as delivering documents for printing, as a pretext to leave the office during working hours to handle personal matters or return home early, then approving their own applications to make up missed clock-ins afterward. This “paid leave” created by acting as both “player and referee” is deeply unfair to colleagues who dutifully report to work.

Summary: This is a unit where “rule by individuals” takes precedence over the “rule of law.” If workplace fairness matters to you, or you are concerned that your personal privacy may be used by a supervisor as material for public gossip, think carefully before applying for this position in the northern region.

Advocates for office romances among internal staff.

For those who can accept it, this is an advantage.

《This post focuses solely on the culture of sexual harassment》

It can happen anytime, anywhere.

It can happen in private meetings, one-on-one conversations after meetings, and so on.

It happens even more openly in open offices and meetings, where comments are made without any attempt to conceal them.

From top to bottom, making vulgar sexual jokes is treated as humor.

It still happens on the very day regulations on preventing sexual harassment are promoted.

1. Ye’s quotes:

“Touch a butt if there is one; if there isn’t one to touch, then never mind, hahaha.”

“You have such great ideas, so I touch you. I wouldn’t want to touch an ordinary person.”

“Are you dressing this beautifully for me?”

“If you’re pretty, customers will place orders. Just remember not to sleep with them.”

There are even more examples that have left me with a greater psychological shadow.

But I am not the victim.

1-2. Professor Ye does more than just talk. He grabs people, touches sensitive areas, simulates shapes, imitates obscene gestures, and pulls down collars to look at cleavage—close enough for his hair to poke his own nose or for dandruff to fall into someone’s chest.

1-3. Once Ye gets excited, his lectures last at least two hours; some supervisors imitate him.

1-4. Senior officials and staff have become numb to it.

When someone reports verbal or physical harassment to a supervisor, they always receive responses such as:

“Everyone is like that. Maybe you shouldn’t attract his attention.”

The focus is shifted to criticizing the victim.

As for the other female colleagues present who were not touched,

they have their own interpretations.

Instead, I am the one who has to apologize to everyone.

Workplace sexual harassment becomes my fault.

Regarding Professor Ye sexually harassing female clients at dinner gatherings,

Staff member A told me: “He was too uninhibited himself. Once you play outside the system, it becomes dangerous.”

Does this mean that sexual harassment is dangerous only when there is a chance it will enter the judicial process?

There is such a thing as “safe” sexual harassment, where the victimized staff member cannot bring a successful complaint.

It is openly and tacitly accepted.

2-1. Regarding promotions for female staff,

Senior official B once told me: “So-and-so, the newcomer, became the new toy. She’ll be used up soon.”

I do not engage in gossip, but even I cannot say how many other people he told.

2-2. Senior official C told me: “Which female manager or deputy director wasn’t touched on her way up? When something happens, absolutely no one will protect you.”

“Everyone should just endure it. You don’t need ability—if you let them touch you, you’ll get promoted, and you’ll bring in customers and performance.”

3. Adding you on private messaging apps is considered completely normal.

Senior official D: “I’m XXX from Department X. I kept asking OO to give me your contact information~”

This person is not Mr. Zhou, the parolee.

He is a senior official with a fairly good reputation.

4. It is not surprising for a non-direct supervisor to ask someone to eat alone.

One senior official, E, suddenly said during dinner that he was in his fifties.

His next question was: “Could a fifty-year-old be your boyfriend?”

His daughter is about the same age as me.

Even a newcomer like me gets targeted.

5. During working hours, supervisors openly recount jokes about sex-industry venues.

Senior officials F and G, along with staff member A and others, talked loudly and enthusiastically.

They reminisced endlessly about a gathering after a business trip to Tainan.

The jokes about hitting on women alone went around in circles for at least half an hour.

Senior official F even praised it, saying, “Staff member A, I should learn from you.”

6. Female supervisor H also sexually harasses staff physically and verbally.

The verbal sexual harassment is incomprehensible.

After touching someone in public, she scolds them; after scolding them, she continues various forms of humiliation until they resign.

7. Besides seriously affecting work efficiency and mental and physical health,

being busy and focused leaves you with no time to collect evidence.

Even bystanders unite and become perpetrators.

《A small note》

*Job skills: Primarily the ability to communicate with spirits; if you have connections, nothing is a problem.

*The place is packed with relatives and insiders, with many secrets hidden in the fog that cannot be spoken of.

*There are many inappropriate office romances; supervisors periodically arrange romances among office staff.

*Veteran employees have sex in the dormitory after work and pretend to be busy while going on business-trip dates.

Only rookies like you are left with 886 + on-call duty; whatever you do is wrong.

*In problematic departments, when an opening that has existed for ages is posted, the department and job title will be changed.

*If supervisors hear that you are recording audio or video, they will become furious. It is easier to operate when there is no evidence.

There are some advantages, too.

When you only want to conscientiously and dutifully complete your work,

you will rationalize all kinds of unavoidable situations,

regarding them as learning opportunities and revolutionary ideals.

Everything has two sides; whether something is a shortcoming or a form of growth depends on the individual.

The following 2021–2023 incidents are provided for reference, and relevant evidence has been preserved:

#Mask mandates implemented during the peak of the pandemic (the Amway building and the mountain plant)

#Exposure of violations of personal privacy

#Collective workplace bullying and PUA

#Open physical violence

#Long-term sexual harassment and #MeToo

#Being forced to work illegally abroad

#Deduction of missed-meal allowances for working overtime

#No privacy in the dormitory, with rooms searched while residents were away

#What happened to the promised four annual round-trip flights to Taiwan and paid leave?

#Being threatened after submitting a resignation and told to compensate the company for its losses

Free dormitory accommodation is provided.

1. Six people share one room, regardless of gender; coworkers have poor hygiene habits.

1. The security guard speaks without thinking.

2. The actual working hours and job duties after joining do not match the job description.

3. Most employees are local residents (only people from the mountains who cannot move north can work there; Tainan residents who are able to relocate either move north or go to the Southern Taiwan Science Park, so those who stay behind are generally people who do not have much opportunity to leave).

I’m the representative of the Taipei office 😜

1. Salaries are paid on time.

2. Free boxed meals are provided for overtime. The menu is fixed each month, but each meal is worth at least NT$100.

3. The company pantry has a Nescafé coffee machine, as well as various tea bags for brewing.

1. The turnover rate is high—really, really high, far beyond what you would expect from a publicly listed company. Every time the person on duty posts the seating chart, it feels like playing a puzzle game.

2. Starting in the second half of 2021, the general manager prohibited employees from wearing masks at work. One colleague was even fired for wearing a mask to work. The general manager was diagnosed with COVID-19 in 2022.

He once asked a colleague: “Why aren’t you wearing a mask? Aren’t you afraid of dying?”

The colleague replied: “The pandemic is stable.”

(At the time, it was November 2021.)

3. The general manager is a sexual predator; some colleagues have been touched by him.

4. The company’s computer network is terrible—absolutely terrible—and frequently disconnects.

5. Because there are no partitions between the office desks, when the general manager makes his rounds, even if he is standing right next to you, you are not allowed to make eye contact with him. If you do, he will ask you questions like the one in point 2.

6. You have to take turns being the person on duty; once a month, it is your turn to distribute the work bags.

7. Overtime is routine—there is really a lot of it. Overtime is exchanged for compensatory leave.

8. The Taipei office does have air conditioning, but turning it on is practically the same as not turning it on. Employees therefore bring their own electric fans, and in summer it is easy to develop heat rash all over your buttocks.

9. There are involuntary dismissals, violations of the Labor Standards Act, violations of the Gender Equality in Employment Act’s workplace sexual-harassment-prevention provisions, and employees are frequently fined for any little thing.

10. Department managers control you and demand that you meet their expectations, so you end up having to work overtime.

Salary is paid on time.

There is internal corruption: people who should retire refuse to do so, and long-serving employees occupying senior positions make no contribution. Their thinking is outdated, with little innovation. Policies change once a week, making it impossible to keep up with management. When problems arise, they pass the buck, play dumb, and blame employees. Meetings are frequent but never get to the point, endlessly repeating the same topics and ideas. You see a group of people flattering the general manager and telling him what he wants to hear just to get promoted and receive a raise. There is little in the way of systems, and recruitment is also unstructured—someone can be parachuted in at a high salary without having to make any contribution, and no one considers whether that person actually brings any value. If someone keeps saying they are busy and exhausted, people really believe they are working, even when they spend all day at home enjoying their salary. The longer low-level employees stay at this company, the more pitiful their situation becomes. To put it bluntly, the company’s senior management judges people by appearances: the better you are at talking, the more they assume you are working and capable. The company needs employees who only know how to talk, while those who work hard and get things done are treated like fools. If you have thick enough skin, you can enjoy collecting a salary like certain people do. Sorry, my skin is too thin.

Unclear

I interviewed for a sales assistant position and encountered a very careless interviewer who could not even be bothered to give a brief introduction to their own company. After hearing that, I also felt there was no need to take my self-introduction too seriously. Since the other party clearly had no interest in conducting the interview, I would not want to join this company even if I had the opportunity.

None

The boss’s ideas are wildly impractical. They’re always buying software impulsively, but have never successfully implemented a single system. Hongyuan is a company with a beautiful signboard but internal corruption. Is this what the boss calls cultural literacy?

1. The company has a high turnover rate. If the people above you all leave, showing enough ambition may make it easier to move up than at a typical company (provided the company thinks you are ambitious enough).

2. The company meals are at the NT$25 level, which is very convenient in the mountains; no complaints there.

1. Overtime must be applied for. The company considers however late you leave on weekdays to be part of your job responsibilities rather than overtime. If weekend overtime is approved, you get compensatory leave, but whether you can actually take it is still a question. If you leave too early, your supervisor will ask whether your workload is too light.

2. When the government announces a typhoon day off, the company has no such culture as a typhoon holiday. If the supervisor "thinks" the wind and rain are not severe and the flooding is not deep, then for this minor wind, rain, and standing water, you "should" come to work.

3. Regarding menstrual leave, the supervisor says the company has no such culture and tells employees to drink more brown sugar and ginger tea in a stuffy work environment without air conditioning or uniforms.

4. Work starts at 8:00 a.m., and you must arrive at the company before 7:45; otherwise, you will be locked outside. They let you in at 7:55 to clock in, and the supervisor will ask about it as if it were flexible lateness.

5. During the Lunar New Year holiday, employees with higher-ranking positions may be called back for meetings.

There probably aren't many. The company is really stingy.

The company doesn't comply with the Labor Standards Act. There's a mountain of work and we work overtime every day, not to mention the overtime pay. The company's profits are all squeezed out of frontline employees. All I can say is, what a shady company!

Also, the company is really! HOT! Recently, they even made us wear uniforms that aren't very breathable. It really couldn't get any worse.

1. The factory side does not like the Labor Standards Act, but fortunately this is not a production unit, so the Labor Standards Act is still tolerable.

2. In non-production units, it is a place where reason can be discussed. After upper management gives an order, you can still discuss how to carry it out with them, but no matter what, it must be carried out.

3. This is a large vertically integrated textile manufacturer. Everything from yarn spinning to garment production can be seen on-site. Those who are interested in vertical integration may benefit from gaining experience there, as it offers a multifaceted view of the textile industry.

4. The general manager loves reading and sharing, especially management books and economic trends. Those who enjoy this type of book are welcome to come and listen.

5. There are many job opportunities, and the company is willing to pay overtime. As long as you are willing to ask and work, you can generally obtain quite a lot. If your English is good, you will have even more opportunities!

6. The company is continuing its transformation, with new machinery and factory buildings constantly being added.

7. The company has a labor union! It is recommended that you actively support it!

1. For positions related to the dyeing and finishing plant, the factory buildings are old, the ratio of local to foreign workers is severely imbalanced, the environment is relatively poor, public-safety awareness needs improvement, work resources are scarce, working hours are long, and there is a lack of manpower. Consider carefully before joining.

2. Outside the factory, turnover varies depending on the supervisor of each group. Therefore, even good departments may have extremely high staff turnover. Before joining a department, ask about the staff turnover in that group to understand whether the supervisor's problems are serious. If turnover is high, it is recommended to transfer groups or departments immediately, because there is widespread mutual protection among officials in the factory and superiors and subordinates cover for one another—you absolutely cannot win a fight against a bad supervisor.

3. An integrated textile plant has many processes and products, involving complex technologies. If you take a technical position, you will be unable to focus on your own field. The personal connections between people in the preceding and following stages will be your greatest burden.

The only advantage is the NT$25 lunch subsidy, so you can get the company lunch for just NT$25.

It isn't tasty, but it does save quite a bit of money.

The company culture is all about taking advantage of employees. You have to pay for your own uniform (the company's NT$800 subsidy can barely buy anything).

What's more, you have to arrive at the company before 7:45 every day to do exercises, meaning they get 15 minutes of unpaid work from you every day.

The actual job duties differ from what was discussed in the interview, but that's not all.

The supervisor is even less capable and extremely jealous.

They often use the “production bonus” to threaten employees, saying that their pay will be docked if their performance is poor.

They are extremely particular about whether employees work overtime, believing that working overtime is the only sign of dedication.

If you want to put your mental strength to the test, go ahead and apply.

They say the company places more emphasis on educational qualifications. Those without a university degree are paid relatively less.

They only offer 24K... including the shift allowance, it’s approximately 27–28K.

The shift rotation is 2 morning shifts, 2 afternoon shifts, 2 night shifts, and 1 day off.

HR wouldn’t answer how much they could offer... even though I clearly told them I wouldn’t take the job for less than 31K without shift work.

Then they asked someone from the relevant department to interview me... only after asking did I find out it was 24K...

I said directly that it was a waste of both our time... and went home.

Although the one fixed day off plus one flexible rest day system is in place, the sixth day is indeed counted as overtime and paid accordingly... but you only get that if you work overtime; otherwise, you get 4–5 days off per month.

I can only laugh at this salary... it was what I expected anyway... 😓

The general manager is very friendly and loves to share grand philosophies about life with you.

The boss is crazy and expects the sales team to work year-round without days off, with no annual leave.

The company’s English name is Everest, and its slogan is “Everest is never rest”.