麥味登_揚秦國際企業股份有限公司

Want to slack off and collect a paycheck? Yang Chin is your only choice 👍

It’s faster to start over from scratch.

Obedient employees who often work overtime can be considered good employees.

It is a publicly listed company. However, I heard that two ransomware incidents actually occurred in June and September 2023, but the company lied to the public about them.

It depends on whether you meet colleagues at the branch whom you get along with.

If you do, coordinating work will be easier and more pleasant.

The schedule isn’t produced until the very last day. Today is the last day of this schedule, but the new schedule for tomorrow’s shift won’t appear until the evening—and it may not even be complete. Sometimes, only tomorrow’s schedule is provided, while you have to keep waiting for the rest.

When you ask why it takes so long, upper management only says that they are very busy and have many things to handle. They never seem to realize that their duties should be completed within normal working hours.

They even go help at other branches after work, despite not being able to finish their own responsibilities.

When the schedule comes out, you may find that you have been directly assigned to work on a day originally scheduled as leave, without anyone asking about your availability or whether you already have plans.

When long-time employees slack off at work, there’s nothing you can do—after all, they’re your supervisor.

If you encounter a supervisor who lacks empathy, you can only consider yourself unlucky.

When working at the store, you have to find time to sneak a meal yourself; there is no such thing as a half-hour break.

。

>Performance reviews are conducted twice a year as the basis for promotion and adjustment: False.

>Talent assessment: There is currently no HR team; how can a single junior HR clerk conduct assessments?

>Training: This position was left unfilled after the employee resigned, and there is currently no HR team—who plans the training? Only store employees receive instruction.

>Regular rotations: Rotation means being forced to accept whatever assignment comes your way. They disregard your strengths and send you wherever there is a hole to fill.

The person being transferred is often the last to know. They do not consult you; they simply inform you.

>Regularly arranging for employees to travel overseas for observation and study: Prearranged.

>Year-end banquet, group gatherings, dinners, and lucky draws:

Year-end banquet: The venues are all the same, performances are mandatory, taxi fares are not reimbursed, and people leave after drinking and driving.

Dinners: Non-operational departments do not receive performance bonuses, so they do not have dinners—unless the department manager pays out of pocket.

Lucky draw: Limited to performers. They specifically prepare a bucket of loose change for you to scoop out with one bare hand (if you drop it, it does not count).

Senior deadweight employees generally lack ability, and the job skills are easy to pick up.

The products are good.

The company does not lay people off because it is afraid this would affect applications for foreign workers.

The traditional-industry business is run through hereditary succession. There are many senior deadweight employees who are shareholders, and many people in high-ranking, powerful positions got there through connections. There are also many relatives and children of managers who are not specialists.

The people in charge constantly change policies and instructions, and the old-employer mentality is deeply entrenched. There is no leadership. Factional warfare is common within the company.

There are many older employees and little innovation; this is immediately obvious from the company’s social media or official website.

There is a severe talent gap. The system is merely for reference; work follows the person, and promotions are based on obedience rather than ability.

Employees other than store staff cannot apply for overtime pay. Salary adjustments are slow, compensatory leave may not be usable, and the boss dislikes it when employees travel abroad during their annual leave.

Any leave of two days or more requires the boss’s approval. Professional expertise is not respected, the boss is always right, and employees are treated harshly.

There is no HR department, only personnel administration, and no concern for employees’ physical or mental health.

It also acts as management’s enforcer. There is no labor-management consultation and no labor union.

Workplace sexual harassment results in nothing more than a verbal warning, and perpetrators of workplace insults do not have to apologize.

Most members of the employee welfare committee are handpicked and are not elected according to legal requirements.

The absence of violations in labor inspections or audits is fabricated by the system.

There is a performance review system, but the dual-review mechanism has been disabled and there are no interviews; employees are also required to receive a score of no more than 80.

The boss has the final right to make changes. Basically, scores are determined according to the boss’s mood or personal bias.

There is a culture of habitually putting on performances at the company for the boss to see.

The later you work overtime, the harder you appear to be working—it is not because you are incompetent.

At company dinners, employees are always forcibly made to drink, and there is drunk driving every time.

The birthday cash gift is 500, and the benefits for the three major festivals consist of company products—overstock or near-expiration items.

There is no lucky draw or gifts at the year-end banquet. The same food is served every year, and every department is forced to put on a performance each year. It is to entertain the boss.

Employee trips are limited to domestic destinations, and junior employees have to pay extra.

Operating bonuses are used only for privileged employees to travel abroad.

The number of franchisees presented at franchise exhibitions is inflated, and headquarters is unable to restrain franchise owners.

Overseas licensing is primarily about collecting licensing fees. Headquarters provides weak support, and there have been lawsuits.

Senior employees have colluded with vendors to receive kickbacks.

The boss likes to use vendors introduced through personal connections, regardless of whether their products are suitable.

When something fails or relationships break down, someone is found to take the blame, because the boss is always right.