Sources and scope
This page collects workplace experiences, questions and discussions submitted by users. Dates shown are submission dates, not periods of employment. Individual reports do not describe the entire company.
Read the community guidelinesRegular working hours, but it depends on the department; some departments do not have regular hours.
HR said the standard year-end bonus based on performance was 5–6 months’ salary, but for two consecutive years it was only around 2–3 months.
None. When interviewing at the Fubon Information Technology Building, it is recommended that you simply listen to what the interviewer says and not take it seriously.
Fubon Bank Personal Finance Information Department ACH System (Interbank Systems Section):
The personal finance ACH system has no system specifications. The documentation was written by former employees several years ago and has not been updated, indicating that system documentation maintenance has not been properly handled. Those considering applying for this position are advised to already have ACH-related know-how and operations and maintenance experience at another bank. Without the relevant know-how, it will be very difficult to immediately handle users’ modification requests and troubleshoot problems after joining. No one in the department understands this system, so there will be no assistance from experienced personnel, including supervisors. The supervisor will only tell you to call internal users and ask them about the business logic of transactions. But think about it: would those users be willing to teach a newcomer in the IT department? Moreover, users may not even fully understand all the business operations themselves. Not being misled would already be fortunate. In addition, the system was written in the outdated VB6, and it will later need to be converted to Java. This means maintaining existing requirements while simultaneously carrying out the conversion to the new system. During interviews, the supervisor will not tell you the truth about these matters, because the section is understaffed and hiring newcomers is difficult. The section supervisor can only dump all the work that no one handles onto new employees, and frequently shouts and throws tantrums at their desk. This old-prince supervisor is apparently exhausted, suffering, and aggrieved, and does not know how to handle the section’s work.
In addition, information staff spend a very high proportion of their time—about 80%—on administrative and miscellaneous tasks. Most working hours are not spent coding. Most system programs are written by outsourced contractors, which means you also have to deal with some arrogant outsourced personnel who are difficult to get to do anything, such as those from “資拓XX.” If you are lucky, the contractor assigned to you will be young, and you will not encounter a 60-year-old outsourced old man, nor have to clean up after him—fortunately, the only thing you do not have to do is push him outside to sunbathe.
When interviewing for an IT position at this company (Neihu Information Technology Building), it is recommended that you ask carefully about the job details and think twice. It is best to know someone who works there; only then will you be able to find out the truth. The interviewing supervisor’s technique for lying is truly first-rate.
Before submitting your résumé, you must think carefully...
First, this job posting uses the bank’s name to recruit employees, but the company is an asset management company, not part of the bank.
I believe any job seeker can call the phone number provided to verify this. I believe the first sentence will be “Hello, Fubon Asset Management,” or you can check the address on the website—the fourth floor is where the asset management company is located...
Therefore, this is the same tactic previously used when a life insurance division of a major company misappropriated that company’s reputation to recruit employees.
Second, this company does not hire permanent employees; it only hires contract workers, and the possibility of becoming a permanent employee is “close to zero.” If you actually go to an interview, you can ask the interviewing supervisor about this. If they say “possibly,” I also recommend recording the conversation on the spot to avoid damage to your rights later.
Following from the above, since this is contract work, you will not receive all the benefits extensively listed in the company’s benefits section. The only benefits you actually get are labor and health insurance—yes, deductions come out of your NT$25,000 salary...
As stated, this appears sufficient to meet the conditions for reporting the company: 1. recruiting under another organization’s name; 2. publishing false information in a job advertisement. During the interview, you might also ask which of the 11 benefits listed are actually included (please take a screenshot of this job posting first to protect your rights if you report it later).
Third, you may ask what the difference is between permanent and contract employees. I would say that the only major difference is the salary. Some departments can indeed leave work early, but the duties of this advertised position are not much different from those performed by permanent employees in the same position at other companies. For example, bank legal affairs personnel may specialize in compulsory enforcement, but your salary is extremely low by comparison... Moreover, all the business generated through your efforts is credited to permanent employees, so whether the company makes money or not, you receive the same fixed salary. Of course, you should know that some permanent employees look down on contract workers. When certain permanent employees cause problems, the supervisor does not try to resolve them, but instead places the burden on you. Yet they continue to enjoy all the benefits of permanent employees. Why would they protect you? After all, you will leave once your one-year contract ends!
In summary, this is the reality of this company.
I urge all job seekers to think carefully.
Do not become a disposable employee. Find a company that is genuinely willing to invest in its employees, rather than one that focuses on saving money on personnel costs.
The leadership lacks the grace to tolerate dissent, acts arbitrarily, and has clear likes and dislikes. Managers follow suit, and the entire organization has fallen into an atmosphere of flattery and sarcasm where no one dares to speak the truth. For several consecutive years, it has been quite common for more than half of an entire section to leave in the post–Chinese New Year wave of resignations. The company is permeated by a second-place mentality; when facing new things, it mostly responds to change by remaining unchanged (from a risk-avoidance perspective, it is truly very “bank-like”), and often only considers following suit after peers have successfully taken action. Cooperation between departments mostly consists of shifting responsibility, with everyone preferring to avoid taking on one more task. Internally, there is virtually no knowledge or document management to speak of, and the forms are disorganized. The only consolation is probably that the salary is still at the level offered by leading local banks (leaving working hours aside, as they vary by department).