台灣國際造船股份有限公司

A good company with punctual working hours. I asked HR to provide me with the details of the position I was applying for, but they left work on time without giving them to me.

They showed very little respect for interviewees. HR notified me of the wrong interview time, and when they resent the email, they did not proactively explain that the time had been corrected.

The interviewers were a bunch of old-timers who only cared about your stability; the interview did not discuss your education or work experience at all. The interviewer asked: How can you explain that you would stay after being hired?

I really don't know whether these people have been drawing salaries without earning them for so long that they think talent should be like a stagnant pool and not move around.

They have shamelessly clung to their positions for decades, causing serious losses to shareholders' interests, yet still refuse to resign and take responsibility. I have to ask: Do these managers have no shame?

1. The work is relatively relaxed

2. You can offer loans with very low interest rates, and they are not tied to the company

3. Leave is easy to request (but it still depends on your supervisor or division director)

**Salary

=> Base salary + perfect-attendance bonus + duty allowance. The salary you negotiate is the sum of these three items. Let me explain the latter two:

[Perfect-attendance bonus] New employees who do not yet have annual leave basically need to be careful when requesting leave, because the perfect-attendance bonus will be deducted.

[Duty allowance] This is even more ridiculous. It is essentially a performance bonus. Situations that may result in deductions include: { taking leave (most types of leave will result in a deduction, depending on the leave category), or your superior disliking you }. The duty allowance accounts for approximately 6–8% of the base salary, so the salary you actually receive may not be the salary you negotiated!! The salary statement they give you will say something like “the salary you negotiated.”

Additional notes:

1. During your first month, you will receive neither the [perfect-attendance bonus nor the duty allowance]; you can only receive your base salary.

2. Lunch is subsidized at 40 per meal, but only if you order the company lunchbox. If you do not order one, the subsidy will not be paid to you monthly.

3. Apart from labor and health insurance, there are many salary deductions. Approximately 5% or more of your salary may be deducted each month (including labor and health insurance).

**Bonuses

Year-end bonus, three seasonal bonuses, 51 (gift vouchers), and project bonuses

[Year-end bonus] Basically two months’ salary; one month is based on performance evaluation, so it may be reduced if your superior dislikes you. [Three seasonal bonuses] These depend on the company’s profitability (basically more than 1,000). [Project bonus] I have never received one, so I do not know.

Additional notes:

1. The three seasonal bonuses are paid only after you officially become a full-time employee. There is also a very exploitative condition: they are paid proportionally!! (The probationary period is not counted.)

2. The year-end bonus is calculated proportionally (the probationary period is counted).

**Salary adjustments

The system follows a salary-grade ladder similar to that of state-owned enterprises, but there are many pitfalls. During the first three years, your grade is guaranteed; in the year you complete three years, your grade is frozen and you only advance a level. After that, it depends on whether your superior is good or bad. One grade is 3,000, and one level is 500. Now for a very important point!!:

1. The official calculation of these three years begins after you pass the probationary period.

2. Although your grade is guaranteed during the first three years, this does not mean you will definitely receive a 3,000 raise each year. You only receive 3,000 when advancing to the next grade at the same level (for example, Grade 3 Level 1 -> Grade 4 Level 1). Each time you advance one grade, you drop five levels. In other words, for advancement above Level 5, your grade advancement is equivalent to a level advancement, meaning you only receive a 500 raise that year. For example, Grade 2 Level 13 -> Grade 3 Level 7 results in only a 500 increase according to the salary ladder. Therefore, pay close attention to whether a high starting salary is because HR deliberately assigned you a higher level. If so, you may face only 500 increases throughout your three years of grade advancement. (This rule is basically just advancing future raises early for new employees. Personally, I find it infuriating—if someone has improved over a year without slacking off, why should they receive only 500? ==)

**Company policies

1. You have to do morning exercises ==

2. Lunch break only lasts until 12:50, but you can leave work at 16:50

3. The probationary period is basically six months!!!!!

4. During their first six months, new employees must submit newcomer reports (for the division)

5. You have to pay 1,500 in union dues when you join

Additional notes:

1. Regarding point 2, some unpleasant superiors do not like you leaving at 16:50, and there is a high chance they will deduct from your [duty allowance].

2. Regarding point 3, only special hires may be exempt, but they may still give you six months, so try your best to negotiate for three months. The people who negotiate salaries are basically company lackeys; if they can exploit you, they will. As for why you need to fight hard for this, you will understand after reading the money-related points above.

3. Regarding point 5, I paid it immediately upon joining, but I strongly recommend waiting until after passing probation. What if you decide during the probationary period that it is not suitable?? Then the 1,500 is basically money given away for nothing.

**Work pressure

It basically depends heavily on the division. Most divisions allow you to coast (80%), but there are also a few divisions where senior employees think young people are not working hard enough, even though the company system pays only a small amount. They will also tell you not to care about that little money, especially in divisions related to AI.

Conclusion:

It is clear that the company puts all its energy into figuring out how to exploit employees, especially new hires. During recruitment, it says it urgently needs new blood, but its policies and mindset seem to want only to have you report for duty, draw a bucket of blood, and leave it at the door.

The above is provided for reference only. If it does not match the facts, please use 40 as the basis.

Good work atmosphere

Punctual working hours

The union system is fairly well established

The overall age profile of the company is relatively high

Insufficient ability to respond to the broader environment

Poor elimination mechanism; many people's work attitudes are lax, making it easy for bad money to drive out good