嘉里大榮物流股份有限公司

So desperate for workers that they’ll let you into the factory after just one interview.

Work from 00:00 to 7:00 without a break, moving goods the entire time until the end of the shift—extremely exploitative. The loads are like cement bags, and you keep carrying them over and over. Forklift exhaust constantly blows in your face, leaving even your nasal mucus black. The supervisor brushes off even the job details, constantly chewing betel nut and not caring at all. Once your physical strength is completely gone, they fire you and leave you to look for your next job. Such a “kind-hearted” company, such a “kind-hearted” company.

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I just escaped; I recommend not wasting your time going in. There’s no one left in the Information Department—they’ve all run away. You’ll regret going in.

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Long working hours and poor policies. There is a severe shortage of temporary staff, and temporary workers are also asked to do tasks outside their duties.

Example: Despite not being provided with a company phone, they are required to call clients.

Clock-out times are rounded down to the half-hour or hour, with the difference deducted directly.

Example A: 19:26 is counted as 19:00.

Example B: 20:50 is counted as 20:30.

The headquarters environment is quite good—relatively clean and comfortable, although the women’s restroom is frequently under maintenance.

The employee turnover rate is high because there are very few opportunities for salary increases or promotion. Policies change frequently, and many matters are known only by supervisors; people at lower levels do not find out until the last day, when the changes are implemented. Policy changes can cause a sudden surge in workload... Matters that should be announced in advance are not disclosed beforehand, which is baffling. When colleagues resign, no one says anything and there is no farewell, making interactions among colleagues feel indifferent and less personal. Perhaps everyone has become accustomed to avoiding responsibility, and there is little team spirit. I am not used to this kind of corporate culture.

It’s a lot like school—you take classes and learn new things after work. The techniques you’ve just learned can be applied to new requirements.

The turnover rate is very high in every department. All the experienced employees have left, and now it’s mostly younger newcomers, students, or people who have just started working.

There’s a lot to do. Different functions need to be handled during and after work hours. There are many LINE groups, and you’re expected to respond and deal with issues at any time.

They decide to do something whenever they think of it. It may be changed immediately, or they may say they no longer need it after it’s been used for a while—or deploy it directly to production.

“Sweatshop” is absolutely the best description of this company.

The company spokesperson even said that it had already announced that, starting on New Year’s Day 2017, its stations would not operate on national holidays.

If any station were found to be operating, they would look into it.

Hello, are you kidding me?

Every station across Taiwan is still staffed every Sunday, okay?

Are PChome, Momo, Uniqlo, Zara, and all the others supposed to go without deliveries?

Sunday shifts are deliberately swapped with regular weekdays to evade the requirement to pay double wages and provide compensatory leave for working on statutory rest days.

Even on regular weekdays, drivers’ shifts absolutely exceed twelve hours.

The payment items listed on the monthly payslips are also unclear and unexplained.

Don’t even think about overtime pay.

The so-called duty-based system means working yourself to death and still being criticized to death.

There is only one word to describe this company: terrible.

One of the company’s regional managers acts like an emperor, exploiting employees and constantly interfering in the affairs of the operating stations and branches! Later, it turns out that the policies are fundamentally wrong, yet all the blame is pushed onto the station and branch managers. Every one of them is furious but dares not speak up! What does the company need someone like this for?

He only knows how to use coercion, creating shortages of drivers and clerks. How many people left because of him? Chairman, do you know?

The company’s senior executives love parachuting people in from outside. Otherwise, they appoint people who only know how to flatter and have no ability. No wonder Kerry TJ Logistics has received so many negative reviews lately... None of the senior managers can accept criticism; they only like hearing praise and flattery. How is the company supposed to improve?

Whenever something goes wrong, they only blame lower-level managers. The point is that frontline staff are merely following orders! Those parachuted-in managers have never worked at the frontline, so how are they supposed to manage the entire company? They have nothing but theory~ and never assess whether it can actually be implemented.... Anyway, when the time comes, they can just demand that frontline staff write improvement reports! That is simply Kerry TJ Logistics’ attitude: if you don’t do it, it doesn’t matter—someone else will do it! They don’t recruit good talent, and the people who remain are all incompetent!

By the end, the people who have stayed long enough are the ones who get promoted....

The systems produced by the IT department alone are completely user-unfriendly. Other companies invest heavily for the sake of performance, while Kerry TJ Logistics does not spend the money—it deducts the cost from frontline employees.... Employees have no sense of belonging anymore, so how can there be any performance?

When frontline staff report customer problems, does headquarters actually deal with them? Headquarters always handles things only halfway and then complains about the lack of performance?

Customer service is even more outrageous: they merely pass the issue along and push it back to the operating station. Then why have a customer service department? Just abolish customer service and use the money to give frontline employees raises. Wouldn’t that be better?

Frontline managers already have more than enough to deal with just handling matters at the operating stations and branches, yet they are also expected to solicit business? Why not simply establish a sales department? The company does not share its profits with employees, so who would want to help you bring in business?

When business is needed, drivers cooperate with customers’ shipping schedules and return late, but then the center scolds them for not having departed on the first run. When the center is congested, it blames the operating stations and branches for not having sent out the last run yet?

No matter what happens, the center always has something to say. When shipments are lost or items are missing, does the center bear no responsibility? Are the operating stations and branches expected to shoulder it all?

Have these senior managers, who earn so much money, ever thought about these issues?

If you want better performance, the company should first review its own problems. How are you going to improve service quality...? Even if we find many more customers for you, what use is attracting more customers if senior management refuses to reflect internally?

Anyway, Kerry TJ Logistics is completely a bureaucratic organization!!

It is just like the Republic of China Armed Forces—bureaucratic!!

For some of the company’s policies, I cannot even tell whether they genuinely help the stations and branches or are intended to benefit vendors.

Everyone at this company wants to work hard and strive for its success, but with senior management treating frontline staff this way, Kerry TJ Logistics will sooner or later face a serious turnover problem.... Stop refusing to face these issues. When all of your veteran drivers retire, investigate for yourself and see how many young drivers there are.

Also, what exactly is the point of transferring people between stations and branches? Customers that took so much effort to cultivate are lost as soon as a new manager takes over. What performance are you talking about? It’s laughable.

If someone disagrees with a transfer, you find ways to pressure them into leaving. They have families to support too—do you managers understand that?

1. Extremely long working hours: arriving at the company at 6 a.m. to load goods and finishing work after 8 p.m., sometimes even at 10 or 11 p.m.

2. Pay is never calculated clearly, and no clear explanation is provided.

3. Overtime pay is frequently withheld.

4. No payment is ever provided for working on holidays.

5. The basic salary is only 12,000, and it is often calculated as only 10,000.

6. Vehicles are not fully repaired, so drivers often drive vehicles with problems. Even more frighteningly, some have faulty brakes.

7. Taking leave is extremely difficult, and employees who take injury-related leave are always targeted.

8. When there is a customer complaint, customer service does not investigate properly. Some employees are even disciplined directly when customers were merely asking about the situation.