Sources and scope
This page collects workplace experiences, questions and discussions submitted by users. Dates shown are submission dates, not periods of employment. Individual reports do not describe the entire company.
Read the community guidelinesHere, you can not only teach but also do administrative work. You are not allowed to rest during breaks; you must make full use of the time to contact parents. Here, you will feel very needed. You also have to take students to different classrooms 10 minutes early and keep them for 10 minutes after, unpaid, allowing you to complete both your work and volunteer career at the same time.
The part-time work here is terrible. In addition, another teacher who was teaching on-site was scolded by a supervisor in front of the students for not knowing how to manage the classroom. I heard that this teacher has not greeted the supervisor since then. The supervisor felt disrespected and wanted to fire the teacher. I hope this teacher sees this review and leaves as soon as possible.
During the interview, it was agreed that the pay would be monthly, but it ended up being hourly wages.
When transferring to a different branch, the supervisor said that seniority would continue to count and would not be recalculated.
However, after arriving at the branch, seniority was recalculated.
For the same amount of overtime, experienced employees can claim additional hours and compensatory leave, but newcomers cannot claim additional hours or compensatory leave.
The supervisor has a one-person rule; no questions are allowed, and they also emotionally manipulate employees.
The same company owner should visit the branch and listen to the employees' concerns.
Don't be misled.
During the interview, it was agreed that the pay would be monthly, but it ended up being hourly wages.
When transferring to another branch, the supervisor said that seniority would continue to be counted and would not be recalculated.
However, after arriving at the branch, seniority was recalculated.
For the same amount of overtime, experienced employees can claim additional hours and compensatory leave, while newcomers cannot claim additional hours or compensatory leave.
The supervisor has the final say; no questions are allowed, and they also emotionally manipulate employees.
The owner of the same company should visit the branch to listen to employees' concerns.
Don't let yourself be misled.
During the interview, it was agreed that the salary would be monthly, but it turned out to be hourly wages.
When transferring to another branch, the supervisor said that seniority would continue to be counted and would not be recalculated.
However, after arriving at the branch, seniority was recalculated.
For the same amount of overtime, experienced employees can claim additional hours and compensatory leave, while newcomers cannot claim additional hours or compensatory leave.
The supervisor has the final say; no questions are allowed, and they also emotionally manipulate employees.
The owner of the same company should visit the branch to listen to the employees’ concerns.
Do not be misled.
During the interview, it was agreed that the pay would be monthly, but it turned out to be hourly wages.
When transferring to a branch, the supervisor said that seniority would be carried over and recalculated. However, after arriving at the branch, seniority was recalculated from scratch.
For the same amount of overtime, experienced employees can claim additional hours and compensatory leave, while newcomers cannot claim additional hours or compensatory leave.
The supervisor has absolute authority; no questions are allowed, and they also emotionally blackmail employees.
The owner of the same company should visit the branch to listen to employees’ concerns.
Don’t be misled.
During the interview, it was agreed that the salary would be monthly, but it ended up being hourly wages.
When transferring to a branch, the supervisor said that seniority would continue to be counted and would not be recalculated.
However, after arriving at the branch, seniority was recalculated.
For the same overtime work, experienced employees can add hours and receive compensatory leave, while newcomers cannot add hours or receive compensatory leave.
The supervisor has a one-person rule; no questions are allowed, and they also emotionally manipulate employees.
The owner of the same company should visit the branch to listen to employees' concerns.
Don't be misled.
During the interview, it was agreed that the salary would be monthly, but it ended up being hourly wages.
When transferring to a branch, the supervisor said that seniority would continue to be counted and would not be recalculated.
However, after arriving at the branch, seniority was recalculated.
For the same amount of overtime, experienced employees can receive additional hours and compensatory leave, while newcomers cannot receive additional hours or compensatory leave.
The supervisor runs a one-person show; no questions are allowed, and they also emotionally manipulate employees.
The same company owner should go to the branch to listen to employees’ concerns.
Do not be misled.
During the interview, it was agreed that the salary would be monthly, but it ended up being an hourly wage.
When transferring to another branch, the supervisor said that seniority would carry over and would not be recalculated.
However, once transferred to the branch, seniority was recalculated from scratch.
For the same overtime work, experienced employees can claim additional hours and compensatory leave, but newcomers cannot claim additional hours or compensatory leave.
The supervisor has absolute authority; no questions are allowed, and they also emotionally blackmail employees.
The owner of the same company should visit the branch to listen to employees’ concerns.
Do not be misled.
During the interview, it was agreed that the pay would be a monthly salary, but it turned out to be hourly wages.
When transferring to a branch, the supervisor said that seniority would continue to count and would not be recalculated.
However, after arriving at the branch, seniority was recalculated from scratch.
For the same amount of overtime, experienced employees can claim additional hours and compensatory leave, while newcomers cannot claim additional hours or compensatory leave.
The supervisor runs a one-person show; no questions are allowed, and they also emotionally manipulate employees.
The owner of the same company should visit the branch to listen to employees’ concerns.
Do not be misled.
During the interview, it was agreed that the salary would be monthly, but it ended up being hourly wages.
When transferring to a branch, the supervisor said that seniority would continue to be counted and would not be recalculated.
However, once at the branch, seniority was recalculated.
For the same amount of overtime, veteran employees can claim additional hours and compensatory leave, while newcomers cannot claim additional hours or compensatory leave.
The supervisor has a one-person dictatorship; no questions are allowed, and the supervisor also emotionally manipulates employees.
The owner of the same company should visit the branch to listen to employees' concerns.
Don't be misled.
During the interview, it was agreed that the pay would be monthly, but it turned out to be an hourly wage.
When transferring to a branch, the supervisor said that seniority would continue to be counted and would not be recalculated.
However, after arriving at the branch, seniority was recalculated.
For the same amount of overtime, experienced employees can claim additional hours and compensatory leave, while newcomers cannot claim additional hours or compensatory leave.
The supervisor makes all the decisions unilaterally; employees cannot raise any questions and are also subjected to emotional manipulation.
The same company owner should visit the branch to listen to employees' concerns.
Do not be misled.
During the interview, it was agreed that the pay would be monthly, but it ended up being hourly wages.
When transferring to another branch, the supervisor said that seniority would continue to be counted and would not be recalculated.
However, after transferring to the branch, seniority was recalculated.
For the same overtime, experienced employees can add hours and receive compensatory time off, while new employees cannot add hours or receive compensatory time off.
The supervisor runs a one-person show. No questions are allowed, and the supervisor even emotionally blackmails employees.
The owner of the same company should visit the branch to listen to the employees’ concerns.
Do not be misled.
During the interview, it was agreed that the pay would be a monthly salary, but it ended up being hourly wages.
When transferring to another branch, the supervisor said that seniority would carry over and would not be recalculated.
However, once at the branch, seniority was recalculated.
For the same amount of overtime, experienced employees can claim extra hours and compensatory time off, but newcomers cannot claim extra hours or compensatory time off.
The supervisor has absolute authority; no questions are allowed, and they also emotionally manipulate employees.
The owner of the same company should visit the branch to listen to the employees’ concerns.
Do not be deceived.
During the interview, it was agreed that the salary would be monthly, but it ended up being hourly wages.
When transferring to a branch, the supervisor said that seniority would continue to be counted and would not be recalculated.
However, upon arriving at the branch, seniority was recalculated.
For the same overtime work, experienced employees can claim additional hours and compensatory leave, while newcomers cannot claim additional hours or compensatory leave.
The supervisor has the final say; no questions are allowed, and they also emotionally manipulate employees.
The owner of the same company should visit the branch to listen to employees’ concerns.
Do not be misled.
No advantages
1. The monthly salary that was initially agreed upon became part-time work
2. When transferring positions, it was agreed that seniority would continue to be counted, but in the end, seniority was recalculated
3. One-person rule, and they also become emotional. For the same overtime, veteran employees can record overtime, but newcomers cannot.
4. Don't go
No advantages
1. The monthly salary that was originally agreed upon became part-time work
2. When transferred to another position, it was agreed that seniority would still be counted, but in the end seniority was recalculated
3. A one-person show, with emotional outbursts as well. For the same overtime, long-term employees can record overtime, but newcomers cannot.
4. Don't go
No advantages
1. The monthly salary that was initially agreed upon was changed to part-time work.
2. When transferring positions, it was agreed that seniority would continue to be counted, but in the end, seniority was recalculated.
3. A one-person dictatorship, with emotional outbursts as well. For the same overtime work, veteran employees can record overtime, but newcomers cannot.
4. Do not go.
No pros
1. The monthly salary that was initially agreed upon became part-time work.
2. When I was transferred, it was agreed that my seniority would continue to count, but in the end, my seniority was recalculated.
3. A one-person show, with emotional reactions as well. For the same overtime, long-term employees can record overtime, but newcomers cannot.
4. Don't go.
No advantages
1. The monthly salary initially agreed upon was changed to part-time work.
2. When transferring positions, it was agreed that seniority would continue to count, but in the end, seniority was recalculated.
3. A one-person show, with emotional outbursts as well. For the same overtime, veteran employees can record overtime, but newcomers cannot.
4. Don't go.
No advantages
1. The monthly salary that was initially agreed upon became part-time work
2. When transferring positions, it was agreed that seniority would continue to be calculated, but in the end, seniority was recalculated
3. A one-person show, and they also get emotional. For the same overtime, veteran employees can record overtime, but newcomers cannot.
4. Don't go
No advantages
1. The monthly salary that was originally agreed upon became part-time work.
2. When transferred to another position, it was agreed that seniority would continue to be calculated, but in the end, seniority was recalculated.
3. A one-person dictatorship, with emotional outbursts as well. For the same amount of overtime, veteran employees can record overtime, but newcomers cannot.
4. Don't go.
No pros
1. The monthly salary that was initially agreed upon became part-time work.
2. When transferring positions, it was agreed that seniority would continue to be counted, but in the end, seniority was recalculated.
3. It is a one-person show, and they also get emotional. For the same overtime, veteran employees can record it as overtime, but newcomers cannot.
4. Don't go.
No advantages
1. The monthly salary that was initially agreed upon became part-time work.
2. When transferring positions, it was agreed that seniority would continue to be counted, but in the end, seniority was recalculated.
3. A one-person show, with emotional outbursts as well. For the same overtime, veteran employees can report it as overtime, but newcomers cannot.
4. Don't go
No advantages
1. The monthly salary that was initially agreed upon became part-time work
2. When transferred to another position, it was agreed that seniority would continue to be calculated, but it was recalculated instead
3. A one-person dictatorship, with emotional reactions as well. For the same overtime, longtime employees can report overtime, but newcomers cannot.
4. Don't go
No advantages
1. The monthly salary initially agreed upon became part-time work.
2. When transferred, it was agreed that seniority would continue to be calculated, but in the end, seniority was recalculated.
3. A one-person show, with emotional outbursts as well. For the same overtime, veteran employees can record overtime, but newcomers cannot.
4. Don't go
No advantages
1. The monthly salary agreed upon at the beginning was changed to part-time work.
2. When I was transferred, it was agreed that my years of service would continue to count, but in the end, my seniority was recalculated.
3. A one-person show, with emotional outbursts as well. For the same overtime, veteran employees can report it, but newcomers cannot.
4. Don't go.
No advantages
1. The monthly salary that was initially agreed upon was changed to part-time work.
2. When transferring positions, it was agreed that seniority would continue to be counted, but in the end, seniority was recalculated.
3. A one-person dictatorship, with emotional outbursts as well. For the same overtime work, veteran employees can record overtime, but newcomers cannot.
4. Don't go.
No advantages
1. The monthly salary agreed upon initially was changed to part-time hours.
2. When transferred to another position, it was agreed that seniority would be carried over, but in the end, seniority was recalculated.
3. A one-person dictatorship, with emotional outbursts as well. For the same overtime, longtime employees can record overtime, but newcomers cannot.
4. Don't go.
No advantages
1. The monthly salary agreed upon at the beginning became part-time work.
2. When transferring positions, it was agreed that seniority would be carried over, but in the end, seniority was recalculated.
3. It is a one-person show, and they also get emotional. For the same overtime, veteran employees can report it, but newcomers cannot.
4. Don't go.
No advantages
1. The monthly salary agreed upon at the beginning was changed to part-time hours.
2. When transferring positions, it was agreed that seniority would continue to be counted, but in the end, seniority was recalculated.
3. A one-person dictatorship, with emotional outbursts as well. For the same overtime, experienced employees can record overtime, but newcomers cannot.
4. Do not go.
No advantages
1. The monthly salary originally agreed upon was changed to part-time work
2. When transferring positions, it was agreed that seniority would continue to be counted, but in the end, seniority was recalculated
3. A one-person rule, with emotional outbursts as well. For the same overtime, veteran employees can report it as overtime, but newcomers cannot.
4. Don't go
No advantages
1. The monthly salary initially agreed upon was changed to part-time work
2. When transferring positions, it was agreed that seniority would continue to be counted, but in the end, seniority was recalculated
3. A one-person show, with emotional outbursts as well. For the same overtime, senior employees can report overtime, but newcomers cannot.
4. Don't go
No advantages
1. The monthly salary agreed upon initially became part-time work
2. When transferred, it was agreed that seniority would continue to be counted, but in the end, seniority was recalculated
3. A one-person show, with emotional outbursts as well. For the same overtime, long-term employees can record overtime, but newcomers cannot.
4. Don’t go
No advantages
1. The monthly salary initially agreed upon became part-time work.
2. When transferring positions, it was agreed that seniority would continue to be calculated, but in the end, seniority was recalculated.
3. A one-person rule, with emotional outbursts as well. For the same overtime, veteran employees can record overtime, but newcomers cannot.
4. Don't go.
No advantages
1. The monthly salary that was initially agreed upon became part-time work.
2. When transferring positions, it was agreed that seniority would continue to be counted, but in the end, seniority was recalculated.
3. A one-person rule, with emotional outbursts as well. For the same overtime, long-term employees can report it as overtime, but newcomers cannot.
4. Don't go.
No advantages
1. The monthly salary agreed upon at the beginning was changed to part-time employment.
2. When transferred to another position, it was agreed that seniority would continue to be counted, but in the end, seniority was recalculated.
3. A one-person dictatorship, with emotional outbursts as well. For the same overtime work, veteran employees can record overtime, but newcomers cannot.
4. Don't go.
No advantages
1. The monthly salary initially agreed upon was changed to part-time hours
2. When transferring positions, it was agreed that seniority would continue to be counted, but in the end, seniority was recalculated
3. A one-person show, with emotional outbursts as well. For the same overtime, long-term employees can record overtime, but newcomers cannot.
4. Don't go
No advantages
1. The monthly salary that was initially agreed upon became part-time work.
2. When transferring positions, it was agreed that seniority would continue to be counted, but in the end, seniority was recalculated.
3. A one-person show, with emotional outbursts as well. For the same overtime, veteran employees can record overtime, but newcomers cannot.
4. Don't go.
No advantages
1. The monthly salary originally agreed upon was changed to part-time hours.
2. When transferring positions, it was agreed that seniority would continue to be counted, but in the end, seniority was recalculated.
3. A one-person dictatorship, with emotional outbursts as well. For the same overtime work, veteran employees can record overtime, but newcomers cannot.
4. Don't go.
No advantages
1. The monthly salary that was initially agreed upon became part-time work.
2. When transferred to another position, it was agreed that seniority would continue to be counted, but in the end, seniority was recalculated.
3. A one-person show, with emotional outbursts as well. For the same overtime work, veteran employees can report overtime, but newcomers cannot.
4. Don't go.
No pros
1. The monthly salary that was initially agreed upon became part-time work.
2. When transferring positions, it was agreed that seniority would continue to be counted, but in the end, seniority was recalculated.
3. A one-person dictatorship, with emotional outbursts as well. For the same overtime, veteran employees can record overtime, but newcomers cannot.
4. Don't go.
No advantages
1. The monthly salary that was initially agreed upon became part-time work.
2. When transferring positions, it was agreed that seniority would continue to be counted, but in the end, seniority was recalculated.
3. It's a one-person dictatorship, and they can be emotional. For the same overtime, veteran employees can report it as overtime, but newcomers cannot.
4. Don't go.
No advantages
1. The monthly salary that was initially agreed upon was changed to part-time work.
2. When transferring positions, it was agreed that seniority would continue to count, but in the end, seniority was recalculated.
3. A one-person dictatorship, with emotional reactions as well. For the same amount of overtime, long-term employees can record overtime, but newcomers cannot.
4. Do not go.
No advantages
1. The monthly salary agreed upon initially became part-time work.
2. When transferring positions, it was agreed that seniority would continue to be counted, but in the end, seniority was recalculated.
3. A one-person show, with emotional outbursts as well. For the same overtime, veteran employees can record overtime, but newcomers cannot.
4. Don't go.
No advantages
1. The monthly salary that was initially agreed upon became part-time work
2. When transferring positions, it was agreed that seniority would continue to count, but in the end, seniority was recalculated
3. A one-person rule, with emotional outbursts as well. For the same amount of overtime, long-term employees can record overtime, but newcomers cannot.
4. Don't go
None. If I had to say something, the environment is okay, but you have to maintain it yourself.
1. The boss has outdated and domineering ideas. The job is completely different from what was discussed during the interview, and the salary is simply dictated to you without considering your opinion.
2. Do not apply for any position in the General Administration Office. Supervisors are constantly pressured and berated by the boss. Even when the boss is not speaking to you, you still have to pretend to be listening, followed by emotional manipulation about how everyone is a team.
3. After work, you may be lectured by the boss and so on, delaying your departure until 11 p.m. There is no consideration for employees' opinions or safety.
4. There is no such thing as break time during regular workdays, yet you are still forced to make up five hours of work on holidays.
5. For the year-end banquet, you are pressured to attend venue inspections and rehearsals outside working hours, with no overtime pay. They also act as though not attending means you do not value the job enough.
6. In short, you are constantly pressured into doing things and forced to help. You may work hard for a whole year only to feel that you were hired as a gofer for a cram school.
7. The boss publicly talks about a certain homeroom teacher being cheated on by their spouse, regardless of whether employees actually want to know.
None at all
1. Blatantly violates the Labor Standards Act; here, people compete to see who takes fewer days off and works more overtime.
2. The boss has serious emotional-management issues, poor logical thinking, and likes to shift blame.
3. It is a one-person dictatorship, and it is impossible to reason with the boss.
4. The salary may look decent, but in reality, you cannot take proper time off. Getting just four days off a month is already something to laugh about, not to mention that branch managers work unlimited overtime.
5. Do not come here to work as a manager, graphic designer, or planner; you will be utterly blindsided by the boss and supervisors.
6. If you are genuinely interested in developing a career in the cram-school industry, it is recommended that you choose another cram school.
7. Those still suffering inside are advised to escape quickly—or report Gao Ming to the labor inspection authorities! Don’t let yourself be exploited for so many years at the cost of your health and youth.
There are really no advantages to mention
1. The branch director in the management hierarchy curses at employees.
2. Salaries are sometimes still unpaid even after a month has passed.
3. Everything is communicated to parents using manipulative rhetoric.
4. They often try to get teachers to work extra hours without proper compensation.
5. Even when taking leave, you have to express gratitude profusely to your superior.
6. Colleagues are too gossipy and difficult to get along with; they like setting traps for other teachers.
7. The branch director is too self-important and treats teachers as if they were not human, occasionally berating them in front of students.
Student activities are very simple.
It's a one-person show, with a single supervisor dominating each branch.
The salary being different from what was initially discussed would be one thing,
but the year-end bonus is downright pitiful.
You really can make a fortune in southern Taiwan.
1. The environment is straightforward; you only need to deal with students and their parents, without getting entangled in too many conflicting interests.
2. If you have an in-depth understanding of the junior high school curriculum, you can handle your own administrative work while the lecturer is teaching in class. You can decide whether to attend the class (depending on the specific class), although you are still generally expected to remain with your assigned class.
3. As a homeroom teacher, you do not need to teach classes; you only need to provide problem-solving assistance and additional tutoring, as well as arrange the examination schedule. You do not need to create your own handouts or teaching materials.
4. I worked there for nearly half a year previously and received half a month’s worth of year-end bonus. At least this was more normal than other companies that give “red wine” or NT$6,000 red envelopes, for example.
5. Salary and the bonuses for the three major holidays are adjusted based on seniority, and salaries also increase as the number of students grows.
6. Spending time with students helps you maintain a younger mindset.
1. Saturday work is not counted as overtime and does not receive overtime pay.
2. Starting in May 2017, part of the salary was paid in cash, resulting in reduced required retirement-fund contributions. The company did not explain why.
3. When Sunday practice exams are held before students’ midterms or final exams, employees are not told they cannot work, but the overtime pay that should be provided is not actually paid. (Sometimes this means working for more than seven consecutive days.)
4. The branch selected to participate in the year-end banquet is forced to perform on stage, increasing work pressure and wasting too much additional time outside of work.
5. Employees are forced to take special leave on specific dates. Since there are not enough employees, it is difficult to find someone to cover a shift when you want to take leave. (Sometimes even the part-time workers are very busy.)
6. Pay slips are never received on time, and their contents are also written unclearly.
Low starting salary, slow to fill vacancies, and teachers are often required to help cover other classes. It is euphemistically described as covering for teachers who have left, making it seem as though the team has strong solidarity, but in reality it is essentially disguised exploitation that increases employees’ workloads. Employees are forced to participate in company trips through salary deductions and are required to perform on stage at company year-end parties. Employees are told they can receive a raise if they take on several more classes, but how is that a raise? When the workload increases, employees should naturally receive the appropriate compensation. When employees cannot handle the workload and ask the branch to recruit staff as soon as possible, they are actually told that they have money to earn and should not complain.