奧齒泰有限公司

The environment is fairly clean.

The office is very oppressive; the pay is low and the workload is heavy. The year-end bonus and the bonuses for the three traditional holidays are pitifully small. You have to accumulate a certain amount of seniority to get a raise, and the raise itself is very small. As I recall, it was NT$500—truly demeaning to Taiwanese people. Almost everyone there is female, and a few of them are petty-minded, especially a fat person near the door named Cheng XX. The cliquish atmosphere is very strong. I often hear them gossiping about others, and their conversations are very childish. If they dislike someone, they verbally attack that person mercilessly. Without being told otherwise, you would think they were putting on a palace-intrigue drama ==. In conclusion, the pay is terrible, there is a lot of work, and the colleagues are narrow-minded.

Unexpectedly, it’s harder than 1+1.

All of it.

None

There is gossip that a supervisor surnamed Dai in the north harasses subordinates at midnight after work. Is that true?

Can't think of any.

Nitpicks at everything; the Korean employees have few responsibilities and high pay.

Office staff receive less than one month's year-end bonus; sales staff receive no year-end bonus, only a car allowance.

At this company, Taiwanese people are treated as lowly commoners, while Koreans are treated as eunuchs.

None

Are there any rumors about sales bonuses being paid in installments?

The only good thing is that the colleagues are nice.

Oh, Fakko—everything below was just a dream.

Most of the sweet-potato managers are completely useless (except for one logistics manager, who is a normal person). They smoke, sleep, scroll on their phones, and browse shopping sites at work.

After work, they eat and drink at one gathering, then another, then another (this part of the dream was terrifying: one sweet-potato manager, drunk, hit another sweet-potato deputy manager with a bottle, splitting their head open and causing heavy bleeding that required several stitches).

They all forget what they themselves have said—truly, they have the memory of benefactors.

The company has no principles at all: as long as a customer makes a fuss, they get appeased with concessions.

The employee bonus is extremely small because the senior executives take it all to eat and drink at one gathering, then another, then another.

As long as everything that goes out looks good on the outside, what is inside does not matter.

The annual raise is less than 1,000.

All the company's sweet potatoes can go out to buy coffee, but the less-favored employees are not allowed to go out.

The sweet-potato manager in the Liquidation Department is extremely incompetent—an airborne assignment from the Sweet Potato Kingdom. After more than a year, the department's performance has been zero every month.

The sweet-potato manager in the Human Resources Department keeps nagging and nagging. Without getting the facts straight, they randomly shift the blame onto other departments.

The sweet-potato manager in the Branch Office Department only knows how to curry favor with superiors. The people above are the most important; subordinates do not matter at all.

None

Since everyone below has finished sharing without following the Labor Standards Act and related matters, I’ll share a little about my department.

The manager of the Support X Department is a complete disaster. He doesn’t do any work during office hours—he only smokes and is exceptionally good at sleeping on the job.

He gets paid a lot, but no one knows what he actually does. He even forgets to bring his computer and USB drive to the most important meetings.

On top of that, he has to get other departments to do his work for him (something as simple as posting an announcement on the intranet).

The turnover rate among his employees is extremely high—at least 10 people leave and are replaced each year (the department only has around 10 people).

He is the biggest problem.

The X-position currently being recruited is a terrible job whose main purpose is to clean up after him. No one in this position has stayed for more than a year.

Terrible

If overtime is less than one hour, no overtime pay is provided → employees are required to arrive half an hour early.

Forgetting to clock in counts as being late. Being late three times results in half a day’s pay being deducted; four times results in one day’s pay being deducted; five times results in one and a half days’ pay being deducted, and so on.

Holiday overtime is not calculated in accordance with the Labor Standards Act.

The year-end bonus is less than one month’s salary. Sales staff receive no year-end bonus; bonuses are something you can only look at, not receive.

The bonuses for the three major holidays are very small.

Sales staff are required to meet performance targets, but new employees have to take on all the challenging cases and also assist senior employees in surgeries (with no surgical-assistance fee).

The salary is very poor.

Had nightmares; remember the dreams.

The following applies to offices other than headquarters.

There are three bonuses, but not much: NT$1,000 within the first year, NT$3,000 after three years, etc. However, compared with other companies in the medical device industry and even the tech industry, it is very little.

The training is very thorough, but you have to arrive at the company early. There are quite a few sessions each month.

Being late results in half a day’s pay being deducted, and lateness is not permitted.

During the interview, they say they follow the Labor Standards Act. (But in reality, you have to arrive early or stay after work, and there is no overtime pay. Even when there is, it is not calculated according to the Labor Standards Act.)

The year-end bonus is less than one month’s salary. (The annual performance targets are set extremely high.)

It has a very Korean-style culture (almost like military service: a strict hierarchy, strong emphasis on seniority and age, and age is the main factor. You need to be very good at being polite and flattering.)

Business trips are about making the supervisor happy, not you.

The colleagues are nice,

but the company policies... and the supervisors...

During the interview, they said the company followed the Labor Standards Act, but in reality it does not.

Many times, you have to arrive at work early.

The performance bonuses are very small, and salary levels are judged by age rather than ability.

Some people have very little ability, yet their salaries are higher.

The interviewer is Korean (a well-ironed shirt and a tie are required)

If you are applying for a sales position, you need to be able to hold your liquor

OSSTEM places great importance on training

New employees have classes every Friday

Sales representatives are responsible for approximately 100 clinics

Questions they may ask~

1. What do you think sales work involves?

2. Have you received performance bonuses in your previous jobs? How much were they?

(At OSSTEM, the bonus for developing a new clinic is approximately 12,000)

Fuel, ETC, and parking fees are reimbursed based on actual expenses

No additional allowance for not having a car and no phone allowance