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The department manager. Benefits are not guaranteed and can be cut at any time. The workload is heavy and varied, the languages used are outdated, turnover is high, and it is a one-person show. The performance-based system rewards overtime: people who are willing to stay and zone out will be the performance champions. The salary is low and essentially depends on allowances to bring it up.
It’s been two years since I left.
Based on my impression before I left,
it was a fairly stable company...
I’m not sure how the current one-day-on, one-day-off schedule has been changed.
Factories usually have peak and off-peak seasons
(the off-peak season usually starts around summer vacation).
However, during peak season, its order volume can still reach 70–80 million.
They often can’t finish the orders and outsource them instead.
The difference during the off-peak season isn’t very large either.
If you like working overtime, you can go there.
They’ll let you work overtime until you’ve had more than enough.
The salary isn’t particularly high or low;
it all comes from overtime.
Day shift: NT$36,000–40,000
Night shift: NT$46,000–50,000
Day shift: NT$36,000–40,000
Night shift: NT$46,000–50,000
It may look like a lot, but the actual working hours are truly outrageous.
They should be more excessive than nurses’ and doctors’ hours, right?
Twelve hours a day, with five days off per month.
12×25 = 300 hours is the minimum.
After getting off work at 8 p.m., you’re often pressured into working OT (overtime).
The minimum is one extra hour, meaning until 9 p.m.; at most, you may work until 10:30 p.m., which is two and a half extra hours.
If you refuse, expect to be put on the blacklist. On top of that,
you are forced to take turns working past 8 p.m.
As for why there can be a NT$4,000 difference:
you work the same number of days every month,
so why can the difference still be as much as NT$4,000?
Because holidays are calculated based on the red-letter days on the calendar.
For example, if there are 10 red-letter days this month and five of them are days off,
you work five days of overtime and get NT$40,000.
If there are eight holidays and five are days off, you work only three days of overtime, so you get just NT$36,000.
Also, many managers don’t take responsibility.
Even when everyone is busy every day, someone may come to inspect the workplace.
Most of the time, it won’t pass. How could anyone pay attention to that while busy? Even if you genuinely intend to stay,
when the Lunar New Year approaches, the newest employees are waiting to be pushed out.
Why? I don’t know either.
Maybe upper management tells supervisors to get rid of a few people to show results,
or perhaps it’s a problem with the supervisor.
When I first joined, there were two coworkers who had started one month before me. Shortly before Lunar New Year, they were transferred to another department (under the pretext of being “multi-skilled workers”). One of them never came back after transferring. Of course, neither of them stayed; replacements were brought in before and after, but they likewise didn’t last until Lunar New Year.
The following year, with no one else left to target, I became the newest employee.
(The supervisor managed two departments at once.)
The strangest thing was transferring people from Department A
to Department B, then complaining that Department A was short-staffed.
I really don’t understand their mindset.
As the old saying goes, they aren’t afraid of being unable to find workers.
The turnover rate is just extremely high.
In 2014, when I was at Chih Peng, I reported 40 hours of overtime, but in reality I was constantly made to stay until 10 or 11 p.m. If you didn’t stay that late, your supervisor or senior colleagues would even say that you weren’t serious about learning. There was no systematic training, or they simply didn’t want to teach. They claimed that turnover was high, so they couldn’t be bothered to train people—after all, anyone they trained would just leave. In reality, this was a vicious cycle in which they deliberately didn’t train people and drove them away. I don’t know whether the managers were powerless or simply letting things deteriorate. Either way, they just kept desperately hiring newcomers to fill the gaps. The automotive board business is profitable and stable, so the company won’t collapse even if it keeps operating this way. Besides, those old-timers complain constantly but don’t have the guts to leave this company—what would they know how to do besides automotive boards after leaving? If the boss happens to see this, I suggest first cutting the performance bonuses and year-end bonuses of current employees with more than 10 years of seniority in half. Let me tell you, aside from throwing their weight around at the company, those old-timers don’t have the nerve to leave.