三立電視台_三立電視股份有限公司

Colleagues get along well, and the manager’s verbal abuse can help you grow stronger.

There is also an employee cafeteria on the second floor.

The attitude of a certain Digital Marketing manager really needs some serious improvement.

Her innate strengths seem to be verbal abuse and blame.

Some people say she likes to take credit for her subordinates’ work. I don’t know about that, but she certainly is very good at berating people.

If you want to become stronger and more resilient, perhaps you could give this department a try.

It might help you unlock your potential. After leaving a position in this department, you may find that your brain has been rebooted.

Women who need to take menstrual leave should be mentally prepared. Before coming to this company, you may want to make sure to take good care of your health first.

Number of days off = degree of irresponsibility.

She speaks very illogically. If only one person couldn’t understand her, that would be one thing, but when more than three people can’t understand what she is saying, it really makes you wonder whether she comes from a parallel universe.

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A job paying less than 30,000 required three rounds of interviews. The editor-in-chief would even condescendingly say, “Do you know why I asked you to come for an interview?”—because they saw that you kept changing jobs and didn’t stay long. (Working at Sanlih is such a mess; no wonder the turnover rate is so high.)

When you join, the Administration Department will proudly tell you that the year-end banquet is great and give you a staff-meal exchange card with an expiration date, which can only be redeemed together with a designated supervisor. For employee travel, you only get a NT$1,000 allowance after three months, and you have to apply for reimbursement yourself.

During their so-called three-month probation period, they pay you only 90% of the salary.

1. There is no lunch break; they pile so much work on you that you have to squeeze in even time to rest.

2. When something major happens, the workload increases and you work overtime, but they think it’s your problem. There is no overtime pay or compensatory leave.

3. Sometimes senior executives decide that something is important and tell you to publish it—you have to do it and can’t argue back. The executives themselves have the authority to do it, but simply choose not to.

4. Low pay with an all-inclusive responsibility system.

Joining Sanlih destroys your values.

Apparently, only full-time employees who have worked for a year can apply once a year for a NT$3,000 subsidy.

A company that is highly unrecommended.

Leaving the company’s position aside, everyone in Taiwan knows that this place is very pro-Green.

But unlike other pro-Green media outlets,

many senior executives here are themselves connected to people in the Green camp.

Therefore, there is no journalistic neutrality whatsoever when working here.

Basically, we do whatever we are instructed to do at the party’s direction.

If we do not attack political opponents or promote people on our own side adequately, it is common to be scolded by our superiors.

In addition, because of the reasons mentioned above,

some supervisors actually do not have particularly extensive industry experience or a sufficiently broad news perspective.

They simply got in through connections.

They often make requests or raise issues that are simply baffling.

Naturally, the frontline staff ultimately have to clean up the mess.

The most laughable is a deputy supervisor who shares a surname with the Minister of Economic Affairs.

All day long, in order to keep up with those above and claim credit, this person takes on a pile of work that does not belong to their own department and dumps it on subordinates to handle.

They have even asked frontline employees to take care of personal matters at home.

They go around all day acting as if they are very open-minded and treat their subordinates well,

but whenever something goes wrong, they completely shirk responsibility.

They also become unhappy when employees in the unit raise issues.

Basically, aside from sitting there all day complaining about being tired and taking selfies, they are not useful for much else.

There are many superiors like this in the company—"relying on connections and influence but lacking ability."

If you want to do journalism properly, do not come here under any circumstances.

The company’s first-floor lobby is impressive, and the employee cafeteria is inexpensive, with generous portions.

1. Workplace bullying was initiated by the top manager.

They even made jokes about my name—extremely disrespectful.

2. After analyzing the feasibility from a professional perspective and explaining it to him,

he replied: “Don’t jump to conclusions.” (Simply because the result differed from what he wanted.)

3. He criticized the work produced by a former colleague before they left the company, calling it garbage.

4. He forced new employees to handle large-scale architectural work

because he could only get performance credit for it himself.

5. He assigned tasks to subordinates without specifying what qualified sample data was needed.

When asked, he replied: “I hope you can think for yourselves.”

How are we supposed to imagine what constitutes valid sample data out of thin air?

If it isn’t what he needs, wouldn’t all the work be for nothing?

When asked, he just kept repeating: “You need to be creative yourselves,” and so on.

It’s absurdly laughable—this is as mysterious as asking the gods for answers by throwing divination blocks.

I sent him information about the bullying incidents that had recently occurred.

He read it but did not respond.

As soon as I said I wanted to resign, it seemed to be exactly what he wanted.

He replied: “Fine. Go somewhere that suits you.”

Bullying through muttering and sarcastic remarks in a low voice is impossible to record,

but my ears heard it all too clearly.

I really suffered a major injustice 😮‍💨

He disrespects subordinates while depending on them.

The seniority-based workplace culture is extremely serious.

There is hardly any professional expertise to speak of. Whatever you do, don’t offend the top manager.

If he feels humiliated, he will blacklist you and initiate bullying, with two departments working together.

I strongly do not recommend this company. Even healthy people will end up being made ill.

At the beginning, they would genuinely talk with you and would also discuss future work projects.

At the beginning of March, the head of Department C told me through a friend that they were short-staffed and urgently needed someone, so they invited me to an interview. Everything was fine during the interview. They then asked whether I was sure I wanted the job. By April, I had confirmed that I would start working there, filled out the personnel information, and waited to begin work. I was also preparing to go north to look for housing.

At the end of April, they said that the pandemic situation had become severe and that it was not a suitable time for me to join, so we should work together later. There was no communication or news for the next three months.

In mid-July, they asked whether I could start work. At that point, I had already agreed to join another company, Company D, but I was still interested in working there. After making my decision, I resigned from Company D. When I asked again the next day, I learned that the personnel application had never been submitted, and my original salary had been reduced without informing me.

At the end of July, I received a message saying that senior management had different views about the personnel application and that it would have to be put on hold. They did not explain why or how long it would be put on hold. When I called to ask for the reason, I only received responses such as “Sorry” and “I apologize.”

They wasted nearly half a year of my time, and I also turned down a stable job. Sharing this for everyone’s reference.

The only advantages are probably the impressive lobby and the employee cafeteria on the second floor.

In a peripheral department of the company, there are no resources at all, and employees are dismissed arbitrarily. I don't know why it exists.

What's even more outrageous is that I heard a killer vice president joined the Finance Department last year and eliminated all the department's managers. Every department also knows that there is something wrong with that vice president, yet I don't know why they are still allowed to stay—perhaps they have very powerful connections.

The company has a lot of people and a lot of problems; there is a lot going on beneath the surface.

The company has a strong reputation, working hours are very flexible, and project timelines can be extended considerably. For the most part, you can work in the way you prefer. For those seeking stability, it is a very comfortable environment; for those with less experience, it is a safe haven where they can use this time to build up their abilities. However, strong self-learning and self-discipline are necessary.

The position is not highly valued within the company. Someone left the department, but the position has yet to be filled. Team quality varies, work processes are disorganized, and the manager’s leadership has shortcomings. Newcomers are not advised to stay for too long, as they may easily lose the competitiveness required in today’s society.

The interior décor is very impressive, and the layout is quite striking.

They don’t even want to provide health insurance. Although they will provide it if you insist, a company that can’t even straightforwardly offer health insurance—what is there to expect from it?

There is no overtime pay for working overtime. You also have to complete other people’s work when they take leave, so one person is used as N people, without any increase in pay!

In the News Department, a certain anchor whose surname is written with the characters for “bow” and “long” is really arrogant. They don’t read the news according to the script, and even screenshot comments posted on YouTube by reporters or student workers and repost them on Facebook, saying: “You can tell at a glance that these are comments from reporters or student workers.”

Even the anchor surnamed Mu Mu and the other anchors are extremely apprehensive around that anchor surnamed Gong-Chang. Despite having less seniority than the others, they especially love putting on airs and giving people dirty looks. Their foreign-language ability is nothing special, and in the past, at an event at the Taichung World Flora Expo, they even proactively asked whether translation was needed—making countless mistakes and embarrassing themselves internationally.

Seeing the student workers in the editorial team, I really feel sorry for them. They have to deal with several self-proclaimed veterans in the editorial team, as well as the bad temper of the anchor surnamed Gong-Chang, who refuses to read from the script but insists on having a handwritten manuscript!

Employee cafeteria

A certain senior manager in the Digital Business Department speaks without getting to the point, likes to take credit for subordinates’ work, lacks ability, often corners business subordinates to talk to them, and likes to sow discord.

There is a lot of room for internal advancement, the exterior is magnificent, and the employee cafeteria is excellent.

When I was looking for a job, I received offers from two companies. In the end, I chose Sanlih because of its strong reputation and the possibility that switching jobs might be easier in the future.

News departments offer low pay, demanding work, and few opportunities for salary increases.

If you want to join Sanlih, but do not have connections or support from alumni and senior colleagues, you will definitely have a very difficult time. Most managers are self-important, and many became managers through connections despite having little actual ability. I have even heard of people being berated with profanity. In short, frontline employees have it very hard. On the surface it is a large company, but in reality the benefits are very poor. Managers do not need a reason to scold you. Usually, the things managers demand of you are things they cannot do themselves. There are many people who slack off, and most of those who manage to survive do so through connections, so turnover is very high. If you want to test whether you have an extraordinary passion for the news industry, this is a very suitable place to join.

There are so many drawbacks that I no longer know where the advantages are, and there are no benefits.

The senior vase director surnamed Hong at SET News loves slacking off and throwing princess tantrums.

When criticized by those above, they come and berate those below. They themselves have neither the ability nor the experience, and they do not dare replace the incompetent managers beneath them. As a front-line employee, there is only one word: terrible.

Applied position: YouTube Video Editor/Planner (Digital Collaboration Center)

The office of this large company is beautiful, and the work environment feels great.

The interview with HR was conducted thoughtfully.

Personally, I felt that the supervisor was quite sincere. They did not make empty promises or paint an unrealistic picture. They mentioned that traditional media and new media can effectively leverage each other, and honestly explained that the current gap compared with other TV stations requires integration, along with near- and long-term goals.

Sanlih is really far away, and it is difficult to get there by both MRT and bus.

Some things mentioned by the supervisor: The work is relatively boring during the initial period, and a previous intern left because they disliked the work content. The basic duties of this position require indiscriminately editing highlight clips for various programs. Of course, some backend data is available for reference, so even someone unfamiliar with all the programs can complete the work.

After you submit the questionnaire, any project proposals or ideas you put in the form may only have a chance to be developed after the operation has stabilized—or they may remain a distant prospect indefinitely.

Normally, variety-show highlights need to be edited and uploaded immediately on the Monday of the week after the official program premiere.

The role requires cross-departmental coordination with different teams. The supervisor subtly mentioned that when negotiating with other departments, the other party may not necessarily have the remaining capacity or energy to communicate with you.

There are often celebrities and entertainers, with abundant resources.

1. Although it is a large company, it makes employees bear the labor pension contribution themselves (0%–6%). You can choose it yourself ^^, and it will be deducted every month.

2. Work is distributed unevenly; quantity is valued over quality.

3. Supervisors do not take into account the substantial differences in the work of colleagues within the team. Those who slack off leave work on time, while capable and hardworking employees still have to check LINE and remain on standby after work. They may ask you to come to work during your break ^^

When supervisors receive substantial bonus allowances, they only need to scold their subordinates when performance is poor.

The holiday gift money is very little, and there is no birthday gift money, yet a welfare fee is deducted from the salary every month ...........

The benefits are very limited, and overtime cannot be exchanged for money.

The work environment is open and relaxed, and celebrities frequently come and go. RT-Mart is right across the street, and the employee cafeteria offers great value for money.

Senior management feels somewhat distant from employees and rarely comes to the office personally to check in on them. Employees often learn about the many social incidents involving senior executives that make the pages of newspapers and magazines through external sources.

Working at Vidol, the work schedule is fairly flexible, and as long as you don't leave your seat for too long, people generally won't question it.

There is serious office politics, and upper management does not value the technical team. Supervisors are often suddenly replaced, and the technical team is frequently set up by other departments. For example, other departments may announce externally that a product can be made without first asking the technical team, then consult the technical team afterward; if it cannot be done, they report directly to management that it is the technical team's fault. There is no overtime pay, and compensatory leave can only be requested for work past 10 p.m. Many people are holding on through connections rather than ability.