華夏玻璃股份有限公司

The company has high expectations internally, but colleagues also cooperate with one another. Overall, the company's cohesion is quite strong!

None

The reception staff and supervisors are very attentive to new employees and help them familiarize themselves with the environment. Supervisors are generally very patient and understanding when handling areas where new employees lack experience.

The company-provided meals are much better than those at technology companies—comparable to food sold outside—and there are dedicated staff members overseeing the quality.

The job is stable.

The salary is about the same as at technology companies. The shift allowances for afternoon and night shifts are not very high, yet new employees have to rotate between morning, afternoon, and night shifts, which is very difficult to handle. Not to mention having to work overtime, including 16-hour consecutive shifts.

Most coworkers take advantage of their seniority. Young people considering working here need to be prepared not to mind being scolded and doing the workload of 1.5 people.

The work environment is hot and stuffy, with extremely poor air quality; you need to provide your own mask. Each department has different advantages and disadvantages.

The warehouse work is monotonous and easy, but highly dangerous. There is no detailed planning for item placement, and vehicles and pedestrians share the same paths. If a major accident occurs, the company does not take responsibility for compensation.

Packing staff have to follow the on-site supervisors’ directions. In hot weather, they need to stand for long periods and sweat for extended periods.

Everyone says that Dong Niang has a very bad temper. She often walks around outside, so people avoid her whenever possible.

The benefits are very stingy. I heard that in recent years the year-end banquet and birthday cash gifts have been eliminated. The supervisor initially said that profits would be shared, but I never received any. During the three-month probationary period, you absolutely will not receive the technical allowance before completing it, yet you are expected to independently operate one kiln immediately while coordinating with a coworker operating another kiln.

The dormitory is very poor—worse than military service. The large dormitory is dirty and disorganized, and Taiwanese employees and foreign workers are housed separately.

Your pay is docked for one hour if you forget your access card, and for being late. There are only parking spaces for motorcycles; cars can only be parked outside along the white lines.

The turnover rate among Taiwanese employees is high. The only people who stay long-term are the same few who have been there for more than ten years; everyone else leaves before completing a year.

The foreign workers currently employed include Vietnamese, Filipino, and Indonesian workers, and there are a great many of them. Once contracts approach expiration, employees who remain are expected to do the work of two people. The company strongly encourages employees to invite friends and relatives to join and also offers referral bonuses.

Each supervisor has to take on several roles. They often work six days a week, and on weekdays they frequently have to stay until 7 or 8 p.m. As a result, they are often unavailable in many situations; you need to report problems and conditions to them repeatedly before they will actively address them.

There are serious-minded friends in the HR department. Very good.

The factory environment is poor, and the supervisors are very fierce.

It's a terrible company with poor systems, and a few employees also pull rank based on seniority. On my first day, no one showed me around or taught me anything at all.

Moreover, the work is rushed continuously from the start of the workday until the end.

They completely don't treat employees like human beings.

0 Pros

I went to work there for two weeks during summer vacation and then quit.

The factory environment was terrible—hot, dirty, and noisy.

The break area was completely pitch-black.

The shift supervisors and employees were all really difficult to deal with.

They were so understaffed that they kept telling you to hurry up, hurry up, hurry up.

Sometimes the foreign workers were late, and when problems came up during shift changes, they would just shrug their shoulders.

Luckily, I later found a part-time job at Hsinchu Science Park and quit. Hehe

[1]. The HR lady was kind, approachable, professional, and conscientious. When I resigned, she looked disappointed and helpless. I felt very sorry as well.

[2]. There is a FamilyMart convenience store on the factory premises, but I heard it is going to be closed...

I was a team leader at a semiconductor plant and worked part-time at your company in my spare time (I have since resigned).

I can point out a few issues that make it difficult to retain new employees.

[1]. There is no SOP-based training period for new employees. Since most of the workers are foreign workers, new employees are directly assigned to Vietnamese workers for instruction. On their first day, new employees do not understand anything, so there should be a complete SOP process demonstration and hands-on training in the necessary techniques. This would help new employees get up to speed in the shortest possible time. Since Taiwanese and Vietnamese workers cannot communicate verbally, they have to learn by watching and figuring things out themselves. One Vietnamese worker’s attitude was not very good; simply pointing with their hands is not enough to teach a new employee (this goes back to the language barrier). When I train people under me, for example, new employees wear a “new employee armband” and follow experienced staff members for 1–3 days, listening and working alongside them. Perhaps your company is short-staffed, which is why new employees are assigned to production stations on their very first day. This also brings us back to the question of why people cannot be retained.

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[2]. There is a somewhat chubby female team leader. Naturally, a new employee cannot work quickly on their first day. Constantly urging them to speed up and making sarcastic remarks will not help new employees much. I suggest being a little more patient. There are very few Taiwanese workers, so the team leader’s role is especially important at this point. I know team leaders are busy, but explaining the key points and techniques of the production line to new employees and training them quickly will benefit the production line itself.

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[3]. Environment: The work environment affects people’s physical and mental well-being to some extent. It is understandable that the production line and break room are old, since this is an established company. However, the second-floor production-line restroom has no urinals; instead, it has an old-fashioned open trench urinal from 30 years ago. Urine seems to splash onto the floor, causing a urine odor, and there does not seem to be a flushing system either. Or is this the only restroom with such a retro trench urinal? I am not sure.

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[4]. For all these reasons, because production-line work is physically demanding, a way must be found to retain employees in order to create a positive cycle. If employees cannot be retained, it will only become a vicious cycle, eventually resulting in one person doing the work of one and a half people.

There are no particularly outstanding advantages that make you feel it is especially good.

1. The environment is a factory, so you need to watch out for forklifts.

2. Some HR staff have an impatient attitude, while others are more polite.

3. You have to fill out a form asking for details about your personal and family background, and also provide the names of two people from your previous company who can be contacted (after seeing it, you just don't feel like filling it out).

4. You have to take a test. Afterward, the interviewer even questioned whether you had guessed the answers rather than actually knowing them.

5. The way they cut the salary was very unpleasant and wasted both parties' time.

6. The offer process is quite strange: they only issue the offer after you confirm that you will join. Instead of first discussing a mutually acceptable salary and benefits package, then having HR approve the salary and issue the offer, they discuss the start-date arrangements before the salary structure has been approved.

7. There are communication problems with the internal systems; the salary offered was different, and later they said they could meet my requirements.

8. Work may be delayed because of other matters, and overtime is required without overtime pay.

Not short of money! A good place to retire.

1. Forklifts are often seen driving on the road outside the plant; in more extreme cases, they even tip over their loads.

2. The salary structure is low, and the benefits system is poor (compared with other companies in the same industry), such as Taiwan Glass.

3. There are many people coasting toward retirement, and the same goes for junior supervisors (their attitude is to muddle through and get by).

4. The on-site working environment is very poor, with no concept of 5S at all.

5. After working there for several months, I have never heard veteran employees or supervisors say anything good about the company. Instead, there are many complaints (reduced overtime, no year-end bonus, no salary adjustments for several years, damaged equipment and machinery not being repaired, etc.).

No advantages

There are really so damn many drawbacks. When I first started, I didn’t know anything, and I had to learn and figure everything out on my own!

Oh yeah, and then just a few days after I started, the Taiwanese contract worker doing quality control kept telling us to hurry up and pack. Are you fucking blind? How am I supposed to pack without any boxes? You pack them for me, then?

That would have been bad enough, but a few days later, I was clearly working with a contract worker, and then I couldn’t find my work partner. The fucking guy had gone off to help someone from his hometown. Fuck, do you really think I’m not a person? I just let him stuff the glass bottles until they overflowed; if they fell, it wasn’t my problem. And then the team leader wouldn’t bring someone over to help either? The glass cups just kept coming and coming. What the hell? I’m not the Thousand-Hand Bodhisattva. Fuck.

On the first day, I thought the supervisors were all pretty nice.

Huaxia is a terrible company.

When I first joined Huaxia, I thought it was okay, and everyone was willing to help!

But starting on the second day, they began telling me to do things I simply didn't know how to do yet, while constantly lecturing and yelling at me. The foreign workers didn't help at all either, so I could only rely on myself to survive there.

Those without friends can only fend for themselves.

You can only put up with everything there and can't say anything. After work, when you go home, they even deliberately delay you and won't let you leave, keeping you for more than ten minutes before finally allowing you to clock out.

I really think that, among all the companies I've worked for, theirs is by far the worst.

No wonder you are always recruiting. It turns out you are just a terrible company that underpays and exploits workers. I don't want to say anything more. I just think that before applying to work at this company, you should first consider whether you can actually stay in the job long term. They don't even pay you if you leave within seven days.

None

Terrible from start to finish. I had only been working there a few days as a part-time worker, and no one taught me anything.

There was an older female team leader there who became impatient after teaching me only a few times.

They also put me and another part-time worker on the same production line without any experienced staff supervising us.

Only after the production line broke down did they start yelling at people.

The environment was truly very, very poor.

The break room was about as bad as a garbage dump—dirty, with all kinds of pests, including cockroaches and ants.

The sink was clogged and leaked onto the floor, leaving pools of standing water everywhere.

Pros~a whole bunch of cons

During break time, we are forbidden to buy drinks or food. The lunch break is only 20 minutes. We are also told that after buying food, we cannot stay at the FamilyMart convenience store to eat; we must immediately return to the break room to eat.

Then, whenever there aren't enough employees, they always demand that we work 16-hour shifts or fill in for an hour and a half. Overtime work is treated as if it were only natural, but no one dares say a word.

No one dares to strike like the EVA Air flight attendants did.

The key point is that when the labor authorities come to inspect, those supervisors even tell us to say things like, “We did not work overtime,” even though we clearly work more than 50 hours a week. The number of days off is pitifully low.

I simply can't think of any advantages; there are countless disadvantages.

First: The original restaurant's employee meal price was NT$30 at the earliest; it became NT$40 after a NT$10 increase ((I put up with this)).

Second: The original employee trips were canceled ((I put up with this too)).

Third: Working six days out of a seven-day week ((there is only one regular day off; the other scheduled day off requires us to work)).

Fourth: Working six days is already very exhausting ((apart from the scheduled day off, the other five days are 9.5-hour shifts—meaning 1.5 hours of forced overtime)).

Fifth: National holidays cannot be scheduled together with additional days off, let alone annual leave.

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When they cannot hire enough people, they force full-time employees to work overtime. Full-time employees earn less than part-time workers and even less than outsourced workers, and it is difficult to schedule consecutive days off.

The funniest thing is that they regard forced overtime as perfectly normal, but when employees are injured, they show no concern whatsoever and only think that the employee was careless.

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Two or three years ago, when the labor authorities came for a spot inspection, the supervisors gave us advance instructions during the morning meeting. They told us that if anyone asked whether our weekly working hours exceeded the legal limit, we had to say no. Both local and foreign employees were required to give the same answer.

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Can't the labor authorities investigate factories like this undercover to find out whether they make employees work excessive hours? If someone from the labor authorities applied for a regular employee position and worked there for one to three months, they could clearly determine whether this factory forces employees to work overtime.

None

Apart from high-level practical situations, they do not understand how to run a business. They bring in outsiders to relentlessly poke at insiders and act recklessly without thinking.

The procurement department lacks staff, but when people are hired, they are assigned to the Sales Strategy Department. The department lacks sufficient expertise, so the chairman often insists that senior procurement staff go to the Sales Strategy Department to train newcomers. Procurement requires teamwork, but the chairman instead creates divisions. This century-old company does not value workplace ethics and does not practice human-centered management.

Centralized procurement is a good idea, but there is no plan—they simply act recklessly. They then blame the understaffed procurement department for not cooperating and say there must be a major personnel overhaul. In reality, leading a company requires putting oneself in others’ shoes.

They hired a group of accounting and finance personnel but failed to plan their work, instead making the business units handle a pile of miscellaneous tasks. As a result, they had no time to generate business, and the company forced sales staff to sign voluntary resignation forms. Later, after the sales staff recognized the true nature of Finance pushing work onto them, they stopped cooperating with the miscellaneous tasks. Finance then recruited process-optimization personnel and encouraged the chairman to place this position in the Sales Strategy Department, while continuing to require revenue-generating departments to handle miscellaneous tasks.

Are they only messing around with these departments? Of course not. Business leaders need professional expertise to judge the right course of action, rather than acting recklessly after listening to outsiders’ opinions. They often ask senior staff about the causes of problems, but when the senior staff explain, they say, “I don’t understand what you’re saying,” and then simply insist on doing things their own way.

This company is suitable for people who are extremely in need of challenges.

Fortunately, there are good colleagues who help out.

There are tons of drawbacks~For example, when the factory is short-staffed, they force us to work 1.5 hours of overtime or force us to work 8 hours of overtime~Basically, no one dares to say anything!! Before the one fixed day off and one flexible rest day policy, if you didn’t schedule your own leave, the supervisors would only schedule three days off for you in a whole month~Now, even under the one fixed day off and one flexible rest day system, the supervisors schedule at most five days off per month, and that’s the limit~~All I can say is that whether or not they are violating the Labor Standards Act~they don’t care about human rights~I remember before, a supervisor said that someone would come later to ask whether we worked more than 40 hours a week~The supervisor told me to say that our factory never exceeds 40 hours a week~~~In other words, even if they schedule us to work six days a week and make us work 1.5 hours of overtime every day because of the staff shortage~that adds up to 9.5 hours a day for six days~which is 57 hours in total~~Even though so many people witnessed this, no one dared to say anything~I could only keep working silently~After all, this is just the kind of environment we have in Taiwan~There’s no need to mention the unfortunate Vietnamese migrant workers~An 8-hour morning shift plus an 8-hour afternoon shift with overtime, or an 8-hour night shift plus an 8-hour morning shift, means working 16 hours~~Taiwanese people already think working 9.5 hours a day is unbearable~let alone the Vietnamese migrant workers who work 16-hour shifts~~Although many older female Taiwanese employees also say, “If you have a job, just do it—why complain so much?”~They say young people should work more overtime~while they themselves, even in their sixties, don’t often work overtime~It really is the old generation’s entrenched way of thinking.

None

Going to work feels just like entering a prison. During a split shift, even if you go across the street to the motorcycle parking lot to put something away during your meal or break, you will be stopped.

The shift leader said that if employees on a production line are caught chatting during working hours or returning late after the break has ended, everyone will be punished collectively. They did not even say which time period caused this, making it unfair to employees who work seriously and are punctual. ==

Breaks have been changed to only 5 minutes every hour, with 20 minutes for mealtimes.

The break room has tables and chairs, but you are not even allowed to sit down. What is the break room for, then? They might as well not put out tables and chairs at all—the words “break room” are especially ironic.

There is absolutely no respect for human rights once you enter. It is a place with no culture.

Colleagues are quite harmonious.

Forcing employees to work excessive overtime; deducting wages for forgetting to clock in or out; clearly violating the Labor Standards Act.

Lunch breaks are on time, and colleagues are easy to get along with.

President Chang has an extremely bad temper. Both the general manager and President Chang are the type who cannot understand the situation and insist on having things their own way.

You can hear President Chang (female) yelling at employees in the sales department every day.

There is no overtime pay. When you resign, you will be forced to sign a voluntary resignation form, while claiming that the company has no voluntary resignation form.

I strongly advise against newcomers to the workforce or capable people coming here.

There is no room to shine here—only the ugly ecosystem of a traditional industry.

The interview process was quick, and the HR representative and manager were very friendly. Salary and benefits were discussed on the day of the interview, and the details of the job responsibilities were also explained quite clearly.

As this is a traditional industry, the production floor is somewhat stuffy, and the internal operating methods are rather old-fashioned.

The men and women in the HR department had a good attitude and were quite friendly. They were always willing to answer applicants’ questions.

The position I applied for was XX Accounting Specialist. The interview process that day was as follows: first, I went to the HR department to fill out basic information and take a written test, and then I went to the Finance Department for an interview with the supervisor.

While filling out the information and taking the written test, I felt that the men and women in the HR department had a good attitude and were quite friendly. They were also always willing to answer applicants’ questions, and I was truly grateful to them.

During the latter part, when it was time for the interview, I was taken to a small meeting room in the Finance Department. The interviewer was an older-looking female supervisor, with her female secretary(?) sitting beside her. At first, the supervisor asked about some details on my résumé, and I answered and explained each point based on my situation. However, when she asked me to introduce myself, I had only gotten to my second sentence when the secretary seemed to want to laugh but held it in. It made me feel very uncomfortable, as though I was being mocked. After that, the questions the supervisor asked and the topics she discussed had absolutely nothing to do with the position or my résumé. Instead, I felt as if I were undergoing a background investigation. Some of her remarks also seemed to show contempt for job applicants. She did not mention compensation or benefits at all; I had to bring some of these topics up myself. After I finished asking my questions, the interview ended for the day, and I left feeling as though I had been put through an emotional roller coaster.

During the interview, I had an unpleasant experience in your company’s Finance Department. Even if I were ultimately offered the position, I would not want to join the company only to be treated poorly.