科學城物流股份有限公司

Every day at work feels like a gamble! If you damage something in a collision, you have to pay for it!

Even if the warehouse utilization is at 100% and something gets damaged, it would be understandable for the employee to pay, as long as there is at least a safe working environment! But when the warehouse utilization rate exceeds 150%, employees still have to pay for damage caused by collisions. That is extremely unreasonable! It is obvious that they just want to cram in as much as possible, with no consideration for a safe working environment—and if something breaks, the employee is expected to help pay for it! If you want to work there, your skills have to be error-free so you will not lose money! Not a single SOP requirement is actually followed! The forklift speed limit is 6, but every forklift is driven over the speed limit! If you drive slowly, your supervisor says you are slacking off! If you drive too fast, your supervisor says you did not follow the SOP! If you cause damage in a collision, there is no need to say anything—you simply get blamed for not following the SOP and have to pay! The entire working environment is completely disorganized! If you are thinking of going there, pray first and hope you have good luck.

There are not enough people, so you can work overtime every day!

There are opportunities for overtime.

The company allows Kerry TJ Logistics to control it, lets a Chinese-funded company acquire a stake, parachutes in a large number of senior executives to manage the logistics business in the science park, and practices nepotism. The company is extremely opaque and operates behind closed doors.

Those who work lots of overtime are the best—if you exceed the statutory working-hour limit every month, you can become a big shot….

Unless you’re the son of the general manager’s friend, having connections will also do…. Parachuted-in hires start as department heads despite having no job skills, relying solely on being yelled at all day! From the day they arrive as a department head, they get yelled at until they rise to a senior position! Either that, or you quietly enjoy collecting your salary! Acting all high and mighty all day, and whenever you’re unhappy, calling in frontline employees to yell at them! Who knows what they’re up to! The whole company knows you’re just a figurehead! Think carefully before going there—I really had enough after those few years!

There is a lunch break

The goods are valuable, and if they are damaged, employees have to pay a high proportion of the cost. Recently, one employee had to pay 200,000, which would take about six months of unpaid work to repay. If the goods were even more valuable, the amount would be higher.

There is a basic salary.

Employees are required to use their vacation time to attend courses required by the company, with no overtime pay.

There are breaks.

The company fully believes in punishment and ignores reward mechanisms.

Employees are far more likely to be disciplined than rewarded.

Entry-level employees are almost never given commendations, minor merits, or other rewards, yet they are frequently reprimanded or given minor demerits. Moreover, 90% of merit awards and commendations go to management.

The distinction between rewards and punishments is unclear, and the balance is skewed.

I don't know

Seeing comments from so many seniors, should I go to the interview?

You still have to pay 100 to park at the company, and the parking lot is very poor.

The supervisors keep coming out to yell and berate people. The working environment is already very poor, and the area for operating forklifts is extremely small, so it is easy to hit the goods. You also have to pay compensation: one pallet of goods is worth at least 300,000, and you have to pay 10% of the cost (30,000). On top of that, many bonuses are deducted, including the year-end and quarterly bonuses. The supervisors only say that safety comes first, but the only thing being kept safe is the goods, not the people. You are also expected to work quickly; if you damage anything, you have to pay for it yourself. The supervisors merely hold a meeting with you and offer insincere consolation.

Overtime pay is provided

Anonymous denunciations are everywhere in the company

Senior management frequently summons employees for questioning about who sent the anonymous denunciations, causing everyone in the company to feel unsafe. People suspect one another.

There is an annual bonus

Criminalized for one's words

An employee once complained on their personal Facebook that Science Park was a “city of thieves.” After senior management found out, the employee was targeted by their supervisor and eventually forced to resign. The company uses fear of speech to manage. Employees are afraid to speak out.

There is a lunch break

The supervisor colluded with the driver to steal and sell company assets. After being discovered, they were demoted to a frontline employee, but were promoted back to supervisor not long afterward.

The company's staffing and personnel management are unclear, and it takes no proactive action against employees who break the law. The management is lax.

There is a restaurant.

To deduct from employees' wages, many unreasonable cleaning rules are established, and supervisors are then tasked with inspecting them. If the equipment has any dust on it, wages will be deducted.

This achieves the company's goal of reducing personnel expenses.

Year-end bonus

The company publicly stated that it made a profit, and thanked everyone for their cooperation.

However, contradictorily, it is unwilling to pay overtime wages for working on holidays, avoiding this obligation by rearranging workdays.

Unused annual leave cannot be exchanged for overtime pay either.

Even though the company is profitable, it is still unwilling to pay employees the wages they deserve. It completely shifts the risks of economic conditions onto employees and withholds their wages.

Lunch is provided

Disciplinary action is entirely at the discretion of the HR department, with no rules whatsoever.

During work hours, you can sneak out to drink alcohol and get away with it if you are caught.

If you eat breakfast at work and your supervisor takes a dislike to you, they can give you a minor demerit.

There is no logic to anything; the company is poorly governed.

There are break periods.

The more overtime you work, the better your performance evaluation; those who do not work overtime receive poorer evaluations, effectively forcing employees to work overtime.

There is a cafeteria

Public safety accidents occur frequently, with approximately five or six accidents of varying severity each year.

The reasons are that supervisors rush to meet work deadlines and maximize the use of warehouse space, without paying attention to worker safety.

There is a lunch break.

If you don't use all your annual leave, the company clearly says it will not pay you for the unused days, and it will force you to schedule leave without regard for employees' wishes.

They are not stingy at all when it comes to overtime pay—they always pay it, but the overtime pay is only enough to buy you liver medicine.

A fake overtime record sheet, used to deceive the management bureau and the labor bureau; everyone is merely afraid to speak out despite their anger.

There is a lunch break

High employee turnover, and supervisors frequently verbally abuse their subordinates.

Even when operations on site are running smoothly, supervisors often suddenly appear, start instructing employees on how to work, and loudly berate them.

This leaves employees mentally exhausted, leading them to resign.

There is a restaurant.

Long-term wage deductions from employees.

In addition, employees are required to pay a fee for parking their scooters (not even cars) at the company, which is regularly deducted from their salaries.

There is a lunch break

The company creates numerous pretexts and complicates the payslip with excessive allowance items.

This substantially lowers the base salary, resulting in insufficient labor pension contributions and consequently harming workers’ retirement benefits.

Complies with the Labor Standards Act

To avoid the high cost of overtime pay, the company forces employees to take leave on weekdays and changes Saturdays or Sundays into regular workdays.

This results in understaffing on weekdays and an increased workload. Workers do not receive overtime pay for rest days.

Overtime pay is provided.

The company has an AB overtime sheet, also known in the industry as an undisclosed overtime form.

Employees are often required to work overtime beyond regular hours. Once they reach the statutory limit, they fill out an undisclosed overtime form and continue working.

Staff are often assigned haphazardly, making the worksite chaotic and dangerous.

Overtime pay is provided, and you can work a lot of overtime.

If you damage goods while operating a forklift, you have to compensate the company. The compensation is around tens of thousands of dollars, so you need to be very skilled at operating a forklift.

Overtime pay is provided

The shifts are chaotic—sometimes day shifts, sometimes night shifts. If you don't have a healthy liver, you won't last.

Surviving here doesn’t depend on ability or sucking up to people, but on connections. If you want to get ahead and have an easy time, you need connections.