This is August Bakery.
Working daytime shifts on weekdays in a department store is cool and easy.
Front-of-house work—packing, packing, packing, and checking out, checking out—is easy.
There are a bunch of strange full-time coworkers.
The customer traffic and workload are like those at high-paying food-service jobs.
Everything is heavy, exhausting, and hot.
There’s no air conditioning, and the uniform is thick, so you sweat profusely all day.
In the nearly one year I worked there, the rules were changed almost every month.
There’s no overtime pay; closing duties always keep you there until 10:30 p.m. = =
They constantly nitpick about you being 1–2 minutes late and deduct it from your pay.
After your shift, you have to submit a bunch of information. If there’s an error or something they deem unreasonable, they start arguing.
I heard they plan to transform into a regular bakery, with more items in the future.
Even though they knew holiday pay would be delayed, they didn’t inform us and still made employees ask about it.
The new products are all made without much sincerity, and employees are expected to promote them.
The office looks fairly new.
The office manager who interviewed me
I don't know what they were acting so arrogant about
They were talking on the phone halfway through the interview
If it was that important, they could have gone outside to take the call
Very disrespectful to the interviewee
The work is simple and easy to pick up.
They say employees can eat croissants, but when they see you eating one on the store’s surveillance cameras, they’ll accuse you of stealing.
It’s not just bad luck that you happen to encounter terrible coworkers—every store has terrible coworkers.
If you try to file a complaint with higher-ups, it may be suppressed by the store manager or supervisor. The terrible coworkers never leave; the ones who leave are always the good coworkers who can’t put up with them anymore.
After actually starting work, I found that the internal procedures also make you not want to eat croissants anymore.
As long as the store manager takes a dislike to you, they can cut your shifts and force you out in no time.
Even as a full-time employee, if they take a dislike to you, they’ll threaten you, saying that if you don’t agree to transfer stores, you should leave.
When developing new products, they ask employees for opinions but don’t listen to them. The promotions are a complete mess and offer no real discounts; then, when sales are poor, they come back and question whether the products were promoted properly.
There are bonuses for meeting performance targets, but they keep setting targets so high that they’re impossible to reach, just to prevent you from getting the bonus.
If you really want to work there, just work part-time and treat it as a casual activity, with only a few shifts a month. Otherwise, don’t stay long-term—you’ll regret it.
Are there any?
My job title upon joining was Trainee Manager, but I was put in charge of a store after less than a month of training. The training was incomplete, and there were many things I was still unfamiliar with. Whenever I didn't know how to do something, I was reprimanded; whenever I made a mistake, I was reprimanded. In the group chat, they claimed it was, to put it nicely, about identifying problems, but as soon as there was an issue, they would directly @ you and start lecturing you. To put it nicely, it was lecturing; to put it bluntly, it was verbal abuse. In any case, as soon as you joined, you were treated as a low-level employee, regardless of whether it was your fault.
They would reassign you whenever they wanted. If a supervisor didn't like you, they would make you work at different locations. I was transferred three times within two months. The rules kept changing, and people who didn't know how to flatter their superiors were simply doomed—they would deliberately make things difficult for you. They called it a performance bonus, but I never received one even once. The targets were constantly adjusted. They believed that sales at a good location should be high, but as soon as I was transferred and someone else took over the location, the target was immediately lowered. Doesn't that just mean they disliked me?
Typhoon days don't count as double pay; you only get compensatory leave. If you want the money, you have to wait two months, and you can only exchange it for money if you haven't used all your leave. Yet on typhoon days they still insist on making money. The shopping mall announced that it would close at five, but they still required us to work until five before closing out the register. There was no one shopping after noon. Did the supervisor know? No, because the supervisor was in the southern part of Taiwan, where the typhoon had no impact and the weather was sunny and calm. They had no idea that when we rode our scooters home, we were practically being blown along by the wind.
Then they wouldn't let us sell out of croissants early. They would rather waste them than reduce costs. After the waste increased, they asked us why the waste rate was so high. What the hell—wasn't this what you required? They weren't even on site, yet acted as if they understood the situation perfectly. Looking at the several large bags of croissants thrown away every day, I would silently say to myself, “It wasn't me who wanted to throw them away. It wasn't me who wanted to throw them away. If there's a problem, take it up with the company.”
At work, no matter how busy we were, we still had to check LINE. Pop-up stores didn't have a phone, and part-time staff didn't dare check LINE either. If they checked it, they were accused of slacking off; if they didn't, they were reprimanded. Whenever something happened on a day off and they really couldn't reach the on-site staff, they would just go to the site themselves. In the end, they would still ask why it had been handled so badly and why we hadn't contacted the on-site staff to deal with it.
They said there would be another interview after three months, followed by a salary adjustment depending on the circumstances. But before three months had passed, I was being transferred from place to place. Subordinates who had a better relationship with the supervisor had already had their interviews and been promised raises, while I was still waiting. They were also half-hearted about handing over their work, and even made sarcastic comments like, “I could choose not to take over the location, you know.” When it was finally time for my interview, they then said I wasn't performing well and that my salary might be reduced. That subordinate was much more proactive than I was, so I directly confronted the supervisor: “They already told me they don't want to take over the location. It doesn't matter to them whether they learn the handover work.” The supervisor froze on the spot, apparently thinking I couldn't see that they had a closer relationship. It was obvious they intended to give that person the location while pretending otherwise. So people who know how to flatter their superiors really do have an advantage.
I didn't expect to be able to write this much. Above all, I feel that there is no human warmth here. I once had a fever of nearly 39°C, but I wasn't even allowed to take leave because there was no one available. Yet I happened to see you go help at a high-performing location that day. I guess when a location has poor sales, they don't even care whether the staff live or die.
There are so many things that the list would be endless. Anyone looking to add more negativity to their life should come work at August Bakery!
Not much of an advantage? Any leftover croissants can be taken home and eaten to your heart’s content.
1. The schedule is frequently changed: shifts may be canceled, or you may suddenly be required to work. If you’re looking for a part-time job, I advise you not to come here. (Some of the people who arrange the schedule are quite self-serving and also have to accommodate the moods of the full-time employees.)
2. The hygiene conditions are unbearable. There is no kitchen, so you have to borrow one from other people, and in the end you even have to wash the baking trays in the men’s restroom. (Women have to go there too. Being in the men’s restroom is extremely uncomfortable, and you may even be recorded. If they ask you to go wash them alone in the basement, simply refuse, because it is very dangerous; having two people is safer.)
3. Operations are all conducted as pop-up events, and sales targets are pushed every day. (Who is going to keep buying such expensive flour-based products?) The pop-up operating dates may be changed at any time, making things very unstable. If you can get out, get out quickly—understand?
4. Break times are monitored very strictly. Changing clothes has to be done during your break, and you can barely even go to the restroom, so you’d better have a strong bladder.
5. Management focuses heavily on appearances. You have to pretend to be busy even when there is nothing to do. Even when there are plenty of people, they assign only one person to handle the bread and do not let anyone else help, creating the illusion of a queue.
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Every important announcement involving money is always made only the day before payday. The main point is that pay will be delayed. This company is going under and has no money to pay its employees, yet it can still place advertisements everywhere—on the most famous fruit-themed real-time platform, no less. It’s laughable. Never buy croissants from this place, because the hygiene is terrible and extremely unsanitary; cockroaches and rats are commonplace. The people inside aren’t human—they only tell employees to obediently shut up and work like dogs until they’re exhausted. I hope this company goes under soon, and preferably gets fined by the health department.
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After reading so many reviews, it seems that none of them have mentioned the overtime system. The first hour of overtime at this company is unpaid, so the company often says that you need to work overtime, but when it is almost time to reach one hour, they tell you to leave. They also often say that the company wants partners, not employees. It turns out that the word “partner” means not asking for wages and accepting every unreasonable demand without question. Nothing written in the job description is true; the only thing that is true is “partner,” because partners do not talk about money and partners do not say they are quitting just because of unreasonable demands. This is how Chuangda International Industrial Co., Ltd. operates. Someone will surely ask why we did not report it. The reason is simple: from the beginning, the company had employees sign a contract stating that the first hour of overtime would not be paid. Someone will surely ask again, “You signed it voluntarily, so whom can you blame?” I’m sorry, but all the documents we were asked to sign were presented to us during working hours, and we had no time to read their contents. Our supervisors simply said that there was nothing important in them, just some rules that had to be followed at work. Later, when we wanted to report the company, we were unable to do so. When a colleague reported it, they came up with a random excuse to fire her, and she lost her entire salary for that month. She was even humiliated when she left the company. This company truly has no conscience. Employees work themselves to death just to get the company’s shipments out, but unfortunately, the owner believes that having money means having people under his control. To anyone reading this article, please give up on interviewing with or accepting invitations from this company.
I can't think of any advantages.
The so-called supervisors at this company spend all day on-site scrolling on their phones, getting their fill of it. Everything that upper management tells the supervisors to do is pushed onto frontline employees. When upper management comes, they hurriedly tell frontline employees to hide and claim that they have never known how to operate the products. When frontline employees point out that the supervisor is at fault, they are immediately talked about until everyone knows. If the supervisor were doing things properly and behaving properly, why would they be afraid of what frontline employees say? It is precisely because the supervisors only know how to push all the responsibility onto frontline employees while currying favor with and flattering upper-level managers. I am very glad to have left this kind of company, where if you do not know how to flatter people and only speak unpleasant truths, you will be criticized and told, “Why don’t you just resign?” Sooner or later, Chuangda will be brought down by those flattering supervisors. If you have the ability to say bad things about someone, say them to that person’s face. Speaking badly about people behind their backs will bring consequences. In addition, the company’s hygiene management is terrible, and there is no fire-fighting equipment. I really hope the health authorities and fire department will properly inspect and address this company. The fact that they are looking for people all 365 days of the year shows how terrible this company is. Not to mention the poor benefits, the supervisors do not do their jobs and instead push the work onto frontline employees, then blame frontline employees for not knowing how to conduct themselves. Things that the supervisors themselves should keep confidential are also all handed over to frontline employees. I really do not understand whether these supervisors were hired to be decorative figureheads in the plant or to act as gatekeepers. They even take credit in front of upper-level managers, saying that they are tired and working hard, making it sound as if they are the only person in the plant doing any work, when in fact it is all being done by frontline employees. The owner is also completely taken in by them. Hourly workers either have their shifts cut or are told to leave. If you are going to interview or apply for a job at this company, make sure to carefully read what all the former employees have said. All of this company’s supervisors, including the office staff, are the same: if they want an employee to resign, they will do everything possible to force that employee out. It is not that many inside stories are not being told or are unknown; it is just that there is no use talking about them. If you really want to join this company, you need to think it through at least three times. Any other company out there is better than this one.
I can't think of any advantages.
The stores frequently make mistakes, making things unbearably difficult for lower-level staff. A machine repair request went unattended for more than two months, and employees were expected to handle it themselves. The managerial hierarchy is merely for show and sounds good on paper; not a single manager knows how to get things done. The production environment is dirty and disorderly, and we often see things that should never appear in the food industry. Reporting these issues is useless. All I can say is that leaving this company was the right decision. This company's attitude is that as long as it has money, it is not afraid of being unable to hire people. A company that is frequently short-staffed has a serious problem, and the turnover rate is far too high. There are often problems with salaries, and the administrative staff handle crises far too casually. When there is a salary issue, you have to fight for it yourself and keep asking proactively before you get any answers. You even have to calculate your own annual leave and remember the date on which you requested it. I really don't understand what these administrative staff are there to do. If you are still employed there, please take good care of yourself. I also hope the company will regain its conscience and stop allowing genuine talent to leave. Without these frontline employees, the company would not be successful. When hiring, keep your eyes open: a manager who only knows how to talk is not necessarily talented, and talent cannot be found simply by having money.
There are no advantages.
Please think carefully before joining this company. Everything written on the job website is an illusion. There is no effective communication or coordination mechanism. Hourly employees do nothing but work overtime, while full-time employees work themselves to death. Overtime is not paid; instead, compensatory leave is given. However, when you are so busy that you are working yourself to death, there is no way to take the compensatory leave. Overtime pay is also calculated incorrectly, and they even use correction fluid to alter salary slips. Salary details are delayed and are not announced until the day before payday. You really need to think this through carefully before joining this company.
The only advantage is that you can eat free croissants.
At a normal company, part-time work is paid by the hour, so shouldn’t even an extra half hour count as 0.5 hours of pay?
No! At this company, when part-time workers’ scheduled hours are over, they have to work more than half an hour—the half hour in between is considered voluntary help! The company won’t count the hours or pay overtime! Then what’s the point of working part-time?
On top of that, the supervisors lack professional knowledge and rush people into positions before they’re ready.
They say one thing one moment and change it the next. When something goes wrong, they only blame the new hires. No wonder the turnover rate is so high!
When employees raise issues with the company’s work procedures, their shifts are cut instead!
You have to lead with empathy! The leaders here have no real strengths—they’re just petty!
Colleagues are easy to get along with
The HR department constantly miscalculates leave days and salaries, and even uses correction fluid to alter them. They have nothing to do all day except organize group purchases and gossip about others. The production department does not fill vacancies, yet keeps demanding overtime all day long. Then, after the overtime, they tell us to quickly find time to take compensatory leave. We only have to work overtime because there are not enough people to finish the work, so how are we supposed to take compensatory leave when there is no one to cover for us? When something happens, no one wants to handle it; everyone passes the responsibility on to someone else. The workload is never finished. The poor logistics drivers earn only 40,000 per month and are also subject to an all-inclusive responsibility-based work system. If you are considering working for this company, think it through carefully. This company has no sound internal management—only an HR department full of people who constantly flaunt their seniority.
The internal HR staff in Kaohsiung were even more courteous than the frontline managers in the Central Region.
The interviewers in the Central Region (August Moon) need to improve their professionalism and attitude. They seemed to have no relevant experience. I arrived for the scheduled interview and, understanding that they might be busy, waited an hour for her. In the end, the interview lasted less than two minutes, and despite everything being clearly stated on my résumé, she still asked astonishing questions! I prepared very seriously before going there for the interview, only to be interviewed standing next to the supermarket's display freezer...
Before posting a job opening, please make sure your company actually has that position available. Don't wait until the candidate arrives and then say, "We already have several suitable candidates for that opening." (If so, why post the position in the first place?) It was simply a waste of both parties' time.
Also, during the interview, they said they would notify me within three days, but they never did...
Whether the candidate is accepted or not, if you promise to notify them, you should do so within the stated timeframe. Don't cause both parties to waste their time. This interview experience was truly terrible, and I felt very disrespected!
I suggest being more selective when choosing frontline managers.
I feel that even the regular employees were more courteous to me.
Heh
The work experience comes first; if you don’t want to read it, you can skip to the disadvantages.
Since most people here seem to be store colleagues, I’ll share my experience in the production department.
When I applied, it was for a full-time position, but when I started, I was made a part-time worker. I thought that after three months, I should be able to become full-time.
At first, things were fairly good because I had a decent supervisor. But later, I was transferred to another group, and that was when the nightmare began.
My eight-hour workday started being reduced to 7, then 6, then 5 hours.
And it happened only to certain part-timers, supposedly because production had decreased and working hours needed to be reduced (in plain terms, they just didn’t want to spend so much money hiring people).
I later found out that the supervisor was playing favorites and only looking after their own people.
As a low-level employee transferred from another group, I (along with some other new hires) was naturally among the first to be affected.
I had planned to hold on for three months and then become full-time, but I learned something shocking.
The previous supervisor told me that it was difficult (impossible) to become full-time now and suggested that I look for another job.
So I had stayed at this company for two and a half months like a fool....
At the time, I thought the high turnover was caused by the work environment (the workplace is rather cold), but it seems I had misunderstood.
1. You have to wait for the work schedule to be announced on LINE, and it is very unstable. Both the announcement time and the work hours are
2. If you are a part-timer, be prepared to take unpaid leave (or leave work early) during the off-season.
3. When I first saw on the website that the company had no cliques, but the reality is.... (The supervisor’s favoritism tells you enough.)
4. Full-time employees do not receive overtime pay. Any extra time will be returned to you later, while hours worked short must be made up.
(As an aside, the reason part-timers are given unpaid leave during the off-season is that full-time employees have plenty of time to make up.)
5. Unless a full-time employee leaves, don’t even think about becoming full-time.
(The only advantage of being full-time is that the salary is stable—assuming, of course, they calculate it correctly.)
6. There is no system to speak of.
7. Don’t believe what you hear during the interview.
To sum it up in one sentence: To the boss, new hires and part-timers like us are nothing more than disposable chopsticks—use us and throw us away; when needed, just buy more.
The company name on the application was written as [創盛], so I couldn’t find much information. It turns out this was the reason.
★ Open and comfortable work environment
★ Employee purchase discounts on products from Chuangda International’s brands
★ Occasional employee trips / group dinners
★ Allowances and subsidies related to the position
★ Incentive bonuses for achieving project goals
★ Comprehensive training
★ Clear promotion opportunities
★ People-oriented management system
★ Employee labor and health insurance benefits, plus 6% labor pension contributions
★ Store employees can enjoy free in-store consumption of products during working hours
Most of the advantages listed above are for reference only.
Don’t come in with high hopes—you’ll leave carrying despair.
Despite how positive it sounds, there are actually frightening undercurrents. Still, you can learn skills such as shifting responsibility.
The company "looks" good
The interviewer's professionalism needs improvement. They asked questions unrelated to the job (e.g., whether you have a girlfriend...). During the interview, they also wore a strange smile and exchanged flirtatious glances with employees passing by (if you're a pretty girl, then I suppose it's okay...).
Looking back, they were discussing operating a new brand during my interview (croissants?). Now that I've seen everyone's comments (the waffles have been abandoned),
I guess it doesn't seem that surprising!?
☑ Most of the coworkers at the store are easy to get along with, which makes the suffering of going to work considerably more bearable.
☑ The other thing is that the employee benefits were listed in a long row, but only one has ever actually been implemented: unlimited store products during working hours. But honestly, after eating them for three days—or even a week—you won’t want to look at them ever again.
☒ The company’s policies change from one day to the next. Changing them would be one thing, but they are often communicated unclearly, which makes handling matters extremely chaotic. When you can’t find anyone to deal with something or it can’t be resolved, you can only figure it out yourself. Major company notices—such as store closures, and minor ones like salary adjustments or recipe changes—are generally impossible to get no matter how much you chase them. But notices saying that typhoon-day pay won’t be doubled or that payday will be delayed arrive in seconds. ( ◠‿◠ )
☒ The old hands apparently deserve to work themselves to death. If you don’t investigate or ask questions, your salary may even be lower than that of a newly hired full-time employee ♥ Oh, right—in spite of working yourself to death for the entire store, management still won’t give you a reasonable salary or authority. Sometimes you still have to wait for the people above you to respond based on their mood, because you have no authority, right? ☆ And of course, you can forget about expecting a raise, because management has made it very clear that the company doesn’t want to pay you any more ☆
☒ Working in the service industry really means working yourself to death and getting blamed for it. When something goes wrong, the head office people are white-collar workers, so they still get their holidays as usual. Store staff, please wait until the office staff are back at work on a weekday before dealing with it. (ゝ∀･)⌒☆
☒ Store staff are forbidden from using their phones during working hours, but you still have to check and reply to LINE messages, of course (´･∀･｀) By the way, they love sending a whole bunch of messages right during the store’s busiest peak periods and then asking why you didn’t reply.
☒ Late salary payments are normal, and incorrectly calculated salaries are normal too. The company’s HR department must have a cushy job to be able to operate like this, right? Incorrectly calculated pay and over-deducted pay can’t be fixed even after calling and repeatedly chasing them for several months. But if they overpay you, they’ll urgently call you three times a day to tell you to return it as soon as possible. (๑ ^ ₃•๑)
☒ The people sitting in offices only know how to engage in armchair strategizing and come up with a bunch of bizarre campaigns. Every campaign or promotion causes hardship for the frontline store staff. After all, the people dealing with customers and handling on-site baking and shipping aren’t the ones sitting in air-conditioned offices.
☒ Equipment repairs also require repeated reminders. When something breaks, they can drag it out for as little as a week or as long as more than a month. Sure, it’s not the head office employees who have to use the equipment anyway—the store staff just deserve it.
☒ Company staff will whimsically change the order quantities on their own. Seriously, then why do the stores still need to place their own orders? The company might as well send everything out itself. (╬☉д⊙)
☒ They abandon old brands while developing new ones. “The brand has reached the end of its life” is such a laughably bad excuse. Of course it won’t last if you don’t invest in it.
☒ You are forced to take a 30-minute break after four hours of work. Put nicely, this is compliance with the Labor Standards Act; put bluntly, they just don’t want to pay you for your break. When you report understaffing in the group chat, all they do is urge you to rotate through your breaks. Seeing that message when you’re so busy you’re losing your mind really makes you furious.
That’s about it for now. The rest is probably more or less the same as the other comments. It’s a company that makes you rack your brains to list even a few advantages, while its disadvantages could easily fill a thousand-and-one nights of maddening stories. (́◉◞౪◟◉‵)
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The salary keeps being postponed indefinitely! First they said it would be paid on the 15th, and even if it was a holiday, it would still be paid that day. Then, after one night, they changed their story and said that because the HR staff were on leave for three days, the salary would be delayed by another two days?
It feels disrespectful and extremely unpleasant, and employees are only informed when they take the initiative to ask! This awful company—I hope you go bankrupt soon. Stop harming people!
Free waffles to eat only during working hours
1. On the first day of the promotion, the store discovered that the same typo appeared on the DM, large billboards, and electronic advertisements. Before the store opened, we urgently reported it to the company (LINE was the only contact method). The company responded dismissively, saying it would relay the issue to the marketing team, but the error remained uncorrected throughout the promotion.
2. When ordering supplies from the company, we are not notified when items are out of stock; the company simply crosses them off the order form. Even daily necessities are treated the same way. This happens repeatedly, leaving the store to fend for itself.
3. When a store is to be closed, employees are not notified until sometime after the middle of the month, and there is no official written notice—only a phone call to the store.
4. When large equipment needs to be removed, employees are notified on the same day and told to clean it up immediately and apply to the leasing company immediately. The company completely ignores the leasing company's procedures, and when the application is rejected, it blames the employees and the leasing company.
5. It is completely unclear what standards are used to determine salaries. For the same work and the same management position, some people earn just over NT$20,000 while others earn nearly NT$30,000. Meanwhile, newly hired full-time employees who know nothing can earn NT$30,000.
6. After the promotion ends, employees are told to distribute all the expired DMs before distributing the new ones.
All-you-can-eat pancakes
1. The payday keeps being changed again and again. How are those of us working hard away from home supposed to make a living?
2. The salary is wrong every single time! The pay is never correct! Employees are required to calculate their hours each month and write them on their time cards, yet the calculations can still be wrong. Is the HR department actually working?
3. The inventory-counting method is changed twice a week! I have no idea what they are changing it for!
4. The promotional flyers contain typos, and employees are expected to discover them themselves? Is no one proofreading the copy??
5. Stores are being closed one by one, without any intention of informing the employees. Employees only find out that a store is closing two weeks beforehand, and no one asks whether they want to join the new brand!
6. After switching to the new brand, X Yue Tang, they completely abandoned the employees from the old brand, leaving them to fend for themselves!
7. The above list of shortcomings truly deserves a 100-point negative review! I experienced it all firsthand! I’m not making this up!
8. If you want to experience negative emotions, feel free to interview and join this company!
Really, the “only” benefit is that employees can eat all they want from the products in the store.
The company’s attitude is that if there aren’t enough people, just hire more.
Those who are willing to stay are expected to work themselves to death.
The employee turnover rate is high.
The administrative staff also have a very poor attitude toward handling matters.
They do not understand how the stores operate.
They only come up with a bunch of strange policies based on theory rather than practical experience.
The people who suffer are still the frontline staff.
There is a high turnover rate among company employees.
Even things that should have been properly handed over are not handed over.
Most seriously, there are almost always problems with salaries every month,
affecting the rights and benefits employees are entitled to.
Once a new brand starts making money, the company loses interest in the old brands,
causing the old brands to be left in complete chaos.
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1. After launching a new brand, the company clearly abandoned the old brand, and the quality of the old brand noticeably declined.
2. Even when on leave, employees are still expected to respond promptly in the company LINE group.
3. The store manager position disappeared. Full-time employees who are not store managers perform store manager duties without receiving corresponding pay.
4. When machines break down, repair requests require repeated reminders and are handled sluggishly.
5. The company’s explanations are inconsistent and there are no clear standards; decisions are based entirely on subjective judgment. Something may be said to be usable one moment and unusable the next.
6. When ordering goods from the company, if certain items are unavailable, the company does not notify the store in advance—they simply do not arrive and no proactive explanation is provided.
7. The products and advertising flyers almost always do not match the images and text. Store employees have to awkwardly explain to each customer that the picture and the actual product are "indeed" the same item.
8. When products currently on sale are changed, the company does not notify all frontline sales staff in advance. Employees only suddenly discover on the day of the change that the product is different. When they ask the company, their messages are only marked as read with no reply, and employees are given no unified explanation to provide to customers.
9. In practice, the company’s only employee benefit is that products can be eaten for free while at the store.
10. Staff turnover is high, and people often do not know which supervisor to contact for questions or reports.
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1. There is no store manager at the store. Employees are told to use LINE if anything comes up, but if a real emergency occurs, who can respond immediately?
2. Equipment repairs are not handled. The refrigerator leaks, and they say it is normal and not a problem.
3. The pay statement did not arrive at the store until two weeks later, even though HR clearly stated that any issues should be reported by the 20th. HR handles things extremely slowly! They set the rule themselves and then contradict it—isn’t that completely self-defeating?!
4. The recipes for the main products are changed every two or three months, so the product quality is extremely unstable!
5. The grease trap became clogged and overflowed, covering the entire floor. When employees reported the problem, the company heard that it would cost money and directly asked the employees to handle it themselves?? Only when the situation became truly serious did they let the employees call a professional to deal with it! It is truly beyond words!
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Outsiders managing experts, no overtime pay, failure to properly handle labor insurance for part-time and full-time employees, underreporting high salaries, no year-end bonus, and if you don’t work overtime, the boss will find all sorts of reasons to make trouble for you. You are also required to respond immediately in the LINE group chat on holidays and days off; if you don’t respond, they will scold people in the company group chat.