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 guidelinesThe colleagues are easy to get along with.
The boss does not know how to run the business. When vendors owe the company money, he does not dare to collect it, which leads to employees being deprived of benefits. (For the Mid-Autumn Festival gift, we received soap and towels that were apparently unsold inventory.) Most importantly, his brother-in-law is a notorious sexual predator at the factory. He knows this himself but does nothing about it (I am one of the victims). As for other decisions, he usually refuses to accept any suggestions and thinks he is always right. The salary offered is also really poor.
1. Compared with similar industries in the same region, there is at least some system and computer-based work (most factories out in the countryside seem to think that giving the sales team one computer means they can enter the international market and earn foreign currency).
2. Compared with similar industries in the same region, the products are differentiated and diverse (but you still can’t even see the taillights of Taobao).
3. The starting salary is NT$1,000–2,000 higher than in similar industries in the same region (the annual salary is definitely not equivalent to 14 months’ pay); after two years, salary adjustments are considered and are approximately NT$1,000–2,000.
4. Overtime pay is provided (you have to apply in advance, and it is only paid for overtime of more than one hour). On regular days off, employees may be asked whether they want to cover shifts at the retail store (there is no double pay).
1. Family business = basically, you work according to the boss’s mood. The boss’s opinion is the only opinion that matters, and nothing else has any reference value. There are often unclear strategic directions, resulting in the company wasting resources (with the relevant personnel essentially doing unpaid work).
2. The production line cannot keep up with the pace of R&D. There are many award-winning designs, but mass production is still a year away. The products are not OK in terms of functionality, though they do look very tasteful when used as decorations.
3. The overall policy is cost-cutting: nitpicking over stationery expenses, food and accommodation during exhibition business trips, employee bonuses, boxed lunches, and the purchase prices of necessary parts and machinery, while spending money in areas with very little return: obscure marketing channels, questionable personnel allowances, strange company/store displays, and investments in unfamiliar or unrelated side businesses (especially in the arts).
4. Revenue on the books is stable, but actual rewards are few and far between.
Former colleagues in the sales department were easy to get along with. Overtime pay was provided. Sales staff could travel for work (more senior employees traveled more often).
The benefits were poor. The birthday gift was a McDonald's gift voucher. The year-end bonus depended on how much the boss liked you. There were no employee trips (they said they would organize one, but never did), no year-end party, and no perfect-attendance bonus. Employees were forced to use overtime to offset personal-leave hours. Other departments made things difficult for newcomers, were very good at passing the buck, and salary increases were small.