新日興股份有限公司

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Xinshi Factory constantly demands efficiency, making it impossible to go to the bathroom or drink water—you have to hold it until you get cystitis before they are satisfied. They force employees to work overtime beyond what is permitted by labor laws. Those who do not cooperate with overtime or take too much leave are called in for interviews. You cannot take leave even when you are physically unwell, and even taking menstrual leave results in a pay deduction. The supervisor and the management department keep giving contradictory instructions without ever providing a definite answer. Many messages are unclear, or changes are made at the time of implementation, catching people off guard. Benefits are also canceled without advance notice, while employees are completely unaware. There is no humanity at all. Supervisors favor one side and cannot be fair or impartial. They only keep making demands without trying to understand the difficulties faced by the operators, making unreasonable demands and treating abnormal conditions as normal. They evaluate staffing solely by efficiency, basically treating people as if they were not human—like robots. The veteran Vietnamese workers have a poor attitude and are always criticizing everything when teaching others. They keep speaking Vietnamese—who can understand them? They do not respect the assistants and act as if they are the most important people. Is there something wrong with them? The supervisors neither intervene nor deal with it. Apparently, Vietnamese employees are the most important now. They must have completely lost their minds. This is truly a company with something seriously wrong with it.

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Extremely shitty~

They refuse to improve and even hide negative reviews online.

There have often been rumors of them being fined by the Labor Bureau.

(Keep an eye out for anything they should provide but haven’t.)

No meals provided, no toilet paper, and the night-shift break is only 30 minutes—and they often give you a hard time for enjoying it too much.

The more leave you take, the less overtime pay you get. They calculate overtime pay based on your full salary after deducting leave costs. Very stingy.

The pay isn’t great, but there are a ton of pointless rules.

The management department has too much free time and nitpicks every day.

After working here for just over a year, I’ve already seen plenty of horror stories.

It’s easy to understand why the only foreign workers who mostly stay at this company are those who can endure hardship and don’t understand much Chinese.

Suggestion: Run away as fast as you can.

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Daily facility inspections and contract supervision at the Hukou plant, while also handling general affairs and various issues for the tenants (the Hukou plant is rented out to various companies); doubling as a gardener to remove weeds and a cleaner to tidy the environment. There is no comprehensive training. At the Hukou plant, you are accompanied only by the one security guard you manage. The person who is supposed to guide you will come to the Hukou plant only when they have time, so under normal circumstances you are left to fend for yourself when problems arise. The manager above the section chief loves to call you and ask what you are doing today, worrying all day that you have nothing to do. They may even assign you paperwork from other plants. If you tell the manager that you may need some time to finish because you have to take care of matters at the Hukou plant first and then complete the work for other plants that they assigned, the manager will tell you that you are an engineer and should expect some pressure, and that if you cannot finish, you can take it home to do. Every day, you are required to photograph and upload everything you do to the group chat and explain it clearly. After work, the manager will still message you on LINE to ask about things. You have to be very careful when speaking with the manager; if you do not comply with their wishes, they will say, “Do you believe I can make you work only until today?” They frequently threaten you with your probationary period, or say that you lack the broader perspective and do not understand their intentions. In conclusion, anyone considering working at the Hukou plant of Shin Zu Shing should think twice. The manager above the section chief is difficult to get along with and often bypasses the section chief to give you instructions directly. The salary is also less than satisfactory. Do not waste your time, only to have to look for another job if you fail to pass the probationary period.

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All they do is speculate in stocks; they don't give bonuses to the employees who work hard.

There are countless rules; they control everything like control freaks.

It's very suffocating to work there.

The manager's management skills and emotional intelligence are very poor.

All they do is yell and chat with their little followers to cheat the company out of overtime pay.

They keep saying all day, “If you're unhappy, you can leave,” as if they're the boss.

There's no way to file a complaint with higher-ups

because it's all about “connections” in there.

This is my sincere advice:

It's really awful. Don't come here, zzz.

The people at Junying Factory are fairly easy to get along with.

It’s very boring, there’s very little break time, and aside from frequent opportunities for overtime, the other benefits and pay are both very limited. They don’t provide meals or even toilet paper, and the base pay for night shifts is still under 30,000. That’s how bad it is.

It seems you have to wait several months or even a year after becoming a regular employee before you get the small bonuses for the three major holidays. On days off when they have to pay more, they’re even less willing to allow overtime—they don’t want you to make money, you know. What a stingy company ^^ The longer you work there, the less motivated you feel.

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Seeing the sales department manager constantly pressure new employees

All they do is use emotional language and act unreasonably, constantly pressuring the younger sales staff

They can't control or don't dare manage the senior sales staff, so all the pressure is placed on the newcomers

No wonder the newcomers can't be retained

by an RD who can't stand watching it

From the perspective of non-site personnel:

1. You can work on projects for many well-known clients. These are worth mentioning and can be an advantage when changing jobs in the future.

2. Most colleagues at the same level are quite easy to get along with and help one another.

3. The company has abundant resources. New graduates do not need to be afraid to learn—once you learn something, it is yours.

4. The vending machines are replenished fairly often.

1. It is not just the management department whose officials throw their weight around; other departments are much the same. Here, as long as someone has been around for a long time and is at level A (those with the title prefix “總”), or levels B and C (those with the title prefix “理”), they can speak loudly and pressure you into doing things. ABC only use what they themselves think and see, but are unwilling to understand the actual difficulties or question why something has to be so urgent. They apply pressure layer by layer, demanding that you provide answers immediately, or pressuring vendors, clients, and colleagues to immediately provide information, answers, or reports. As a result, many younger or lower-level employees cannot take it and leave.

2. Lower-level employees do not dare to speak the truth. Although the company has employee representatives and a complaint mailbox, who would dare to tell the truth? If there were an anonymous mailbox placed somewhere not covered by cameras, encouraging employees to express their opinions anonymously, perhaps every department would not now be short-staffed—not only site personnel but also indirect personnel. Then, after finally joining the company, new hires leave again.

3. Young people should be given opportunities. Currently, indirect personnel are either those with 15–20 or more years of seniority, or those with fewer than five years; there are fewer and fewer employees with 5–10 years of seniority. Many companies in Taiwan are currently short-staffed. If the company does not pay attention to the voices of young or frontline employees, people will continue to leave while it becomes increasingly difficult to hire. Who ultimately bears the cost?

4. The company’s thinking has failed to keep up with changes in the times; it is still being run with outdated ideas.

In short, there are many problems inside. At the root of it all is the air of authority among ABC, which makes the people below afraid to express their suggestions and ideas.

Practice the fundamentals

The direct supervisor has a very poor attitude and, despite not being particularly capable, always acts superior. They occasionally make sarcastic remarks using aggressive language. What is even more puzzling is how someone who is not capable, is not good at English, and cannot participate in conference calls with overseas clients can still lead subordinates?

If you cannot handle pressure, do not come.

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The company's leave policies violate the Labor Standards Act: For example, if annual leave is not fully used within the year, it is simply deleted. Under the Labor Standards Act, both employer and employee should negotiate whether to defer it for one year or convert it into monetary compensation, but the company simply makes it disappear. If sick leave is needed, a medical receipt from one visit can only be used to request leave once. If the doctor prescribes three days of medication and the employee has not recovered by the next day, the company still requires the patient to see a doctor again, which is extremely unreasonable. If diagnosed and staying at home, the supervisor also requires the employee to borrow a company laptop and work from home, but does not pay wages. The employee is taking sick leave and feels very unwell, yet still has to work at home without pay—this is essentially exploiting employees under a de facto responsibility-based system.

The promotion system is unclear. Supervisors always say that KPI performance is the standard for promotion, but since supervisors assign your KPI scores, there is fundamentally no objective standard. No matter how well or how hard you work, upper management still considers it something you should do. At Shin Kong Synthetic Fibers, it is only suitable to be a useless person, coasting along and waiting to die; there is no future anyway, so why make an effort? A manager from a certain department often falls asleep during meetings but remains a manager—is that reasonable? If you want to find a good company, it really is not Shin Kong Synthetic Fibers!

The HR representative had a pretty good attitude. Although none of the things she asked about were my strengths, I tactfully told her which areas I was stronger in. It felt like she wanted to say, “I’m sorry, but you don’t meet the company’s requirements,” yet she still reluctantly accepted my résumé. Although I feel it will probably be discarded later, I’m still grateful that you let me complete the process.

There were no clear requirements when recruiting, but once you arrive, they tell you that you need several years of relevant experience. I felt deceived and that I had made the trip for nothing. I hope they can state the key reasons for rejection directly instead of wasting each other’s time.

Standard cheap labor

In one sentence: Not worth working yourself to the bone

Supervisor Q gave a verbal offer and said they would notify me once it had gone through the approval process.

Fortunately, I didn’t resign in advance.

Be sure to wait until you receive the official offer from HR before taking action.

Most colleagues are easy to get along with.

The management department is very fond of flaunting its authority, causing production-line assistants or line leaders to bully frontline staff (I have encountered two or three such cases).

Where are the pros? There aren't any here.

Completely inhumane. The minor supervisor (line leader) abuses their authority.

In October this year, my mother had eye surgery. I requested family care leave and had a doctor's certificate, but I unexpectedly wasn't allowed to take care leave and could only use annual leave or personal leave.

Then, in December, my mother fell and broke her arm and needed surgery. The doctor's diagnosis stated “to prevent falls, a dedicated caregiver is needed for three months.” I wanted to take one month of unpaid leave, and I had a doctor's certificate again, but I still wasn't allowed to. I could only use seven days of personal leave and seven days of care leave. This management is completely inhumane. The Labor Standards Act stipulates that as long as you have a doctor's certificate, you can take unpaid leave!

Anyway, I've come to terms with it. This low-paying sweatshop is inhumane, so there's no point in arguing with them—just submit your résumé early.

Maybe Hota Industrial owed me this, because I found a job that pays more (NT$3,000 more), has less work (there's hardly anything for me to do), is closer to home (a 10-minute motorcycle ride), and even lets me wear my own clothes and gives me freedom at work (I can listen to music and eat snacks). I'm actually really grateful to Hota Industrial, hahaha.

What pros? There are none here.

Absolutely inhumane. The lower-level supervisor (line leader) abuses their authority.

In October this year, my mother had eye surgery. I requested family care leave and had a doctor's certificate, but unbelievably, I wasn't allowed to take care leave and could only use annual leave or personal leave.

Then in December, my mother fell and broke her arm, requiring surgery. The doctor's certificate stated “To prevent falls, dedicated care is required for three months.” I wanted to take one month of unpaid leave, and I had another doctor's certificate, but unbelievably, I still wasn't allowed to. I could only use seven days of personal leave and seven days of care leave. This management is completely inhumane. The Labor Standards Act stipulates that as long as you have a doctor's certificate, you can take unpaid leave!

Anyway, I've come to terms with it. This is a low-paying sweatshop with no humanity, so there's no point in arguing with it. I should submit my résumé as soon as possible.

Maybe XIN JIH XING owed me this, because I found a job that pays more (NT$3,000 more), has less work (there's hardly anything for me to do), is closer to home (a 10-minute motorcycle ride), and even lets me wear my own clothes and gives me freedom at work (I can listen to music and eat snacks). I really have to thank XIN JIH XING, hahaha.

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It's a sweatshop, and still a sweatshop. Supervisors don't deal with the issues that are raised.

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It’s at least somewhat of an electronics-related industry, yet the pay is exceptionally low.

No advantages

At work, your phone must be kept in a designated phone locker. Supervisors will occasionally open the locker to check whether your phone is inside, and they will even tap the screen to see whether you have left a dummy phone there. Why is the lunch break 50 minutes instead of 60? Because they’re stealing 10 minutes from you!

Why is the 3 p.m. break 5 minutes instead of 10? So that you’re back in working mode the moment it’s 3:10!

You have to pay for your own meals when working overtime on Saturdays! You also have to go early and find a place to park your scooter on the roadside yourself! It’s very difficult to park—unless you don’t mind having it towed away! You must work overtime even when you’re sick. Your supervisor will say: “Try to hang in there first; if you really can’t, tell me again!”

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Assistant engineers are used as operators. When there aren't enough people, engineers are called in to fill in as operators. The boxed lunches are terrible. I strongly advise everyone not to come.

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Assistant engineers are used as operators. When there aren't enough people, engineers are asked to fill in as operators. The boxed lunches are awful. I strongly advise everyone not to come.

Overtime hourly wages are calculated in accordance with the Labor Standards Act, so if you want to work overtime, you definitely won’t have to worry about there being no overtime shifts available.

Regular overtime is expected, starting at a basic 72 hours per month and varying up to 90 hours. If management approves it, overtime can even reach 100 hours. The working hours listed on the job posting page of the employment website are for reference only. Your supervisor will tell you that overtime is mandatory for this position: 2.5 hours on weekdays, plus 8 hours on Saturdays.

Staff turnover is extremely high. Most of the production-line workers are dispatched employees and foreign laborers, and some departments are severely understaffed. It is easy to encounter situations where you cannot take leave because there is no one available to cover your position.

For lunch, there are noodles and a buffet to choose from.

In the evening, there is only a buffet.

The food is average; most of it is not tasty.

Operators are treated like second-class citizens and are subject to many restrictions.

The section manager is a G8 person.

Assistants will set traps to harm others.

It is almost entirely made up of aunties and older women.

The women here are slow when serving food, like cutting in line, and speak loudly.

Newcomers work slowly and are easily singled out.

The people in charge all speak with a sense of arrogance.

Free meals provided

Extremely high turnover

Multiple staffing agencies recruit

No screening of employee quality; they prioritize output over talent

There is no management; the supervisors are all arrogant

It’s okay for part-time work—but if you want to make money, don’t come here and waste your time

Foreign employees are easy to get along with.

The full salary is only 22XXX (including the base salary + attendance allowance <you are paid for the number of days you work> + technical allowance <which may be 0>), which is extremely low. Supervisors have an air of superiority. If you want a fixed day/night shift, you need someone to team up with you. However, it also depends on which department you are in, as the requirements may differ.

If you are not a full-time employee, your seniority is not included in the calculation.

To become a full-time employee, you need to have worked for at least six months. Your salary will be adjusted after becoming full-time, depending on your education level.

Then it depends on whether your supervisor is willing to give you a little more pay!

Basically, there are only eight working hours per day. Whether you can work overtime depends on the work requirements.

Sometimes unpaid leave is given. If you have annual leave, you are expected to use it.

If you do not have annual leave, your base salary will be deducted. (This will affect your overtime pay because it is calculated based on your full salary.)

So... if you want to make money,

you really need to think it over carefully.

OVER

On the surface, they say you can have a fixed day or night shift—but in reality, you still have to keep rotating between shifts. Each shift is 12 hours. The clock-in records are fake; overtime that actually exceeds the scheduled hours is recorded separately on paper! There’s no year-end bonus either! You even have to pay out of your own pocket to attend the year-end banquet!