古典玫瑰園國際股份有限公司

我在先喝道北區百貨門市，路過講一下自己的體驗，出來工作，我覺得薪水當然是很重要的考量，本來我領40000/月，上個月正職目前起薪42,000元，算是中上。另外有獎金制度，做到業績目標有工作獎金，上一次我分到1500多元。員工上班有免費飲料這點很可以，畢竟想做手搖本來就愛喝茶。sop要求比較嚴格，這部分就看要人了，我覺得過了第一個月大概就適應了。

無

There aren't really any advantages. If I had to name one, the work itself isn't particularly difficult.

What the chairman says goes, but his personal, artist-like temperament is far too changeable. He may require one thing today and change his mind tomorrow—constantly reversing decisions.

The managers here are basically all single people without families who work overtime for free and devote themselves to the company, just so the chairman can see that they spend a long time at the office and they can thereby have a chance at promotion. Otherwise, the company basically has no promotion system at all; it all depends on your loyalty to the company, and the better you are at ingratiating yourself, the better.

The company often hires all sorts of high-level managers, but each manager stays for no more than 3–6 months (because of the chairman's honeymoon period)—they are even more disposable than part-time workers. During the honeymoon period, a newly arrived manager will carry out a series of reforms, and the chairman will approve them, forcing the people who were already actually working at the company to follow the reforms. However, although the company hires department heads, it does not hire department specialists, instead having people from unrelated departments carry out the work. This creates the awkward situation of having a bunch of managers but no actual executors. After the honeymoon period, if the manager does not have particularly impressive results, everything they want to do will be rejected by the chairman. In the end, the person will either resign or be forced out.

The company is unwilling to spend money on systems, so work-related communication is often conducted on paper, resulting in very poor efficiency. Even when a system was eventually introduced, it was a shoddy and even more inconvenient one.

The company does not provide gifts or cash for the three major festivals. It only gives out expired or soon-to-expire gift boxes that other people gave to the chairman and that he did not want, as a form of charity. The year-end bonus is even more completely devoid of any system: they say it is one month's salary, but it still has to be multiplied by individual and department performance, and no one ever knows how the performance ratings are determined. Even for the annual New Year and Ghost Festival worship ceremonies, the company uses its own products, then sends them back to the central warehouse to be sold in stores afterward. That should give you an idea of how much this company pinches pennies.

In one sentence: this is a traditional company in the food and beverage industry.

During Chinese New Year and other holidays, you can enjoy expired gift boxes and meager bonuses

The hierarchy is so severe that it resembles a caste system

Promotions are not based on ability

It is essentially a family business

Those with ideals should stay away from this mess

None

Belittled the interviewee during the interview and had done no research whatsoever on the interviewee’s background. The mocking tone was intense, making it unpleasant and uncomfortable.

There are no advantages whatsoever

I worked at the headquarters and wanted to leave after only one month.

This is the most bizarre company I have ever encountered.

1. The supervisor is very two-faced. During the interview, they showed superhuman enthusiasm, but from the first day of work onward, they treated you coldly and as if you were invisible, showing no concern for new employees at all. After you submit your resignation, they marginalize you and target you in every way.

2. Another supervisor has a very bad temper and lashes out at people at the slightest provocation.

3. Before working overtime, you are required to clock out on time so that you can continue working overtime afterward. It is entirely a responsibility-based system with no overtime pay (to evade the Labor Standards Act).

4. At the headquarters, the year-end bonus is only around half a month’s salary.

Calculation: one month’s salary × work achievement rate (What work achievement rate does the headquarters even have? = =)

5. For business trips, the planned itinerary may require you to walk for about one hour round trip. No time is scheduled for meals, so you have to pay for your own food. The company will not reimburse expenses outside the planned itinerary. You must report every move you make during the business trip to your supervisor.

6. The turnover rate is frighteningly high; the number of new hires cannot possibly make up for the number of people who leave.

7. Work bonuses are deducted at the drop of a hat. Even if you have done your own duties properly, the company will not investigate what happened; it will directly deduct money from your salary that month. For new employees, there is no salary adjustment after completing three months.

8. Classic Rose Garden is extremely strict about cost control, whether regarding personnel or materials. It saves wherever possible, striving for efficiency and simplicity, and makes one person do the work of two. However, the operating procedures are complicated and tedious, wasting a great deal of unnecessary time.

9. The office atmosphere is very oppressive. You have to deliberately lower your voice when speaking or making phone calls, which makes people feel very uncomfortable.

Therefore, everyone, please think twice before submitting your résumé!! And then think twice again!!

None. It's terrible.

The salary is considered decent for the food and beverage industry, but they really make one person do the work of three.

(In central and southern Taiwan) During the interview for a front-of-house position at a restaurant, they said the starting salary was NT$26,000, rising to NT$28,000 after the probation period. In reality, it was a base salary of NT$25,000, a perfect-attendance bonus of NT$1,000, and a performance bonus of NT$2,000. The performance bonus is something the supervisor can deduct at will whenever they take a dislike to you—for example, claiming that business was poor, that a customer complained, or that you failed to follow the rules.

The most unreasonable aspects are the staffing and inventory controls.

1. Personnel costs are kept as low as possible. Both the front and back of house are staffed with only one person during much of the morning and evening shifts. For more than half the time, only one person is working. That person has to handle sales, take orders, serve food, and clear tables. If there is no time to introduce products to customers, there are no sales; with no sales, you get scolded and have money deducted. When you report that there are not enough front-of-house staff, supervisors only say that you lack ability and are too slow.

2. Even during consecutive holidays, they barely schedule any additional staff, with only one person covering the morning and evening shifts as usual. If one person takes a break, everything falls behind, and even customers think we are severely understaffed. In the back of house, one person is left to prepare and serve orders extremely slowly, while still being required to offer every item all day and prepare both meals and afternoon tea. When slow service leads to customer complaints, they only criticize the on-site staff.

3. There is no overtime pay, but employees are required to clock in and out on time. Junior supervisors are placed under a responsibility-based system and work themselves to death. Despite the high turnover, they do not immediately hire replacements, so someone often has to work an entire shift alone at the counter (and sitting is prohibited).

4. Inventory control is extremely strict. Stockpiling is forbidden, and orders are constantly cut back. Popular dishes and products are often out of stock, and customers frequently ask why so many things are unavailable and whether we even intend to stay in business.

5. Product introductions consist entirely of memorizing a sheet of “key sales phrases.” Pre-employment training is practically nonexistent, and the turnover is so high that there are no experienced colleagues to ask. Even though the products are all made with chemical additives, they claim they are completely natural. Product quality is inconsistent, and the weights of the cups vary enormously.

6. The general manager meddles in every minor matter. If they take a dislike to you, they berate you in the LINE group chat or on-site, and they also require employees to read and reply to LINE messages immediately, effectively creating unpaid overtime. (The most outrageous part is that people are expected to reply to messages in the middle of the night.) The company's management is bizarre overall. Even though there are trainees and managers, the general manager still insists on controlling everything. Managers receive only a little extra money, but are worked to death under a responsibility-based system, while ordinary employees can have their entire performance bonus deducted over a minor mistake.

7. Customers complain all the time that some dishes taste bad, but when the issue is reported to supervisors, no one wants to deal with it.

8. The marketing is terrible. They only promote chemical-laden iced tea, yet they are very proud of calling themselves the number-one British afternoon tea brand.

How high is the turnover, exactly? I had been there for less than a year, and the entire staff had already been replaced two or three times. Part-time employees typically quit after one to three months; those who stay longer last six months to a year.

The hourly wage is NT$5 higher than the statutory minimum wage, but the pressure is 10 times greater than at other companies.

1. The company has no money for marketing and only tells you every day to hand out tea samples. The company also uses surveillance cameras to monitor your every move. In addition, the company boasts that it does not have a marketing department. Its department-store promotional campaigns are always two months behind those of its competitors. If you fail to meet your sales target, they deduct your performance bonus and then blame you for having poor sales, saying it is because you did not hand out tea samples. The company’s review will always conclude that you did not work hard enough or did not hand out tea samples. After you finish handing them out, they also review your consumables usage rate every month.

The company requires sales performance every day, while procurement always cuts your orders. If the store has no products to sell, it cannot generate sales, and your performance bonus is deducted monthly.

2. If you want to transfer between stores to sell products, upper management will never approve it!!!

3. Popular tea varieties are always out of stock, and customer orders are never fulfilled.

4. You cannot clock in overtime because upper management absolutely will not approve overtime.

5. The quality of the tea continues to decline, the capacity of best-selling products has been reduced, and corners are being cut. Employee feedback is ignored, and action is only taken when customers complain.

6. In summary, this company has a high employee turnover rate.

None

Terrible company

No staff meals in the food and beverage industry

There are very few front-of-house staff; they basically make one person do the work of two just to save on labor costs

The supervisor's attitude is extremely bad

They even berate you if the menu is just slightly off-center

If it is not positioned properly, they make you stand behind the chair to check whether it is centered

They publicly berate you in front of a large number of customers

This establishment has an excessive number of unnecessary details

You get berated for not aligning a fork properly

I advise everyone not to come here. It is extremely exploitative and highly not recommended

No advantages at all

Working at Rose is not something an ordinary person can handle.

To circumvent labor law requirements for employees to clock out at seven, they say you can apply for overtime, but anyone who applies is put on a blacklist.

Employees are required to use annual leave to attend company events.

Support is required on holidays. If you refuse, they say you are well-suited for working in a store and transfer you there, forcing you to resign so they do not need to pay severance.

There are no holiday bonuses for the three major festivals, only a birthday gift voucher.

The year-end bonus is one month’s base salary multiplied by the achievement rate (the target is usually set above 500 million), so you cannot receive a full month’s bonus—usually only about 30–40%.

The boss watches the surveillance cameras every day and calls to berate you if they take a dislike to you.

The food service industry does not provide meals; employees only get 20% off when they eat.

All back-of-house work follows SOPs, and everything has to be memorized by rote.

The procedures are extremely complicated and the SOPs are frequently changed.

There is even a standard operating procedure for soaking cleaning cloths.

There are too few front-of-house staff, making the work extremely demanding.

Please think twice—and then think twice again—before applying.

Rose people are not ordinary people.

To circumvent the Labor Standards Act requirement that employees clock out at 7 p.m., the company says overtime can be applied for, but anyone who applies is put on a blacklist.

Employees are required to use annual leave to participate in company events.

Support is required on holidays. If you do not provide support, they will say you are well suited for working in a retail store and transfer you there, making you resign voluntarily so they do not have to pay severance.

There are no holiday bonuses for the three major traditional festivals; only a birthday gift voucher is provided.

The year-end bonus is one month’s base salary multiplied by the achievement rate (the target is usually set above 500 million), so you cannot receive a full month’s bonus—typically only about 30–40%.

The boss watches the surveillance cameras every day and calls to berate you if they take a dislike to you.

Pressured to clock out after work; even afraid to request overtime.

Being a chef is a boring job.

If you want to be an assembly-line worker, you’ll waste your time and learn nothing useful.

If you want to spend the rest of your life in stability, go for it.