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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.
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During my time working in the Technical Department, my responsibilities included drawing and proofreading electrical control-related diagrams, preparing wiring tables, and traveling to customer sites to test machinery and equipment, conduct panel inspections, and troubleshoot faults. Because the role provided direct exposure to the complete equipment testing process and hands-on field operations, it can indeed help people who want to quickly build experience in electromechanical integration and on-site debugging develop practical skills.
The following are objective facts and institutional records from my period of employment, provided as a reference for future job seekers to evaluate and confirm during interviews: Salary structure and the basis for leave deductions are inconsistent:
Even when a higher fixed monthly salary is agreed upon during the interview (for example, NT$33,000), the company sets the “base salary” in the actual salary structure at the statutory minimum wage (NT$29,500, with a daily wage listed as NT$983), while calculating the remaining difference under the designation of a “meal allowance” (such as NT$3,500). However, when deducting pay for employee leave, the company does not calculate it based on the base salary of NT$29,500. Instead, it uses the combined amount of NT$33,000 divided by 240 hours (an hourly rate of approximately NT$137.5) as the deduction basis. During the interview, be sure to confirm whether the calculation bases for overtime pay and leave deductions are consistent. Payslip recording practices and insured salary brackets:
On the monthly paper payslips issued by the company, the “Overtime” field is always shown as “0.” Actual overtime pay is separated from the regular salary and transferred on a different date. In addition, when an employee’s total actual earnings over several consecutive months due to working overtime to meet deadlines (regular salary plus overtime pay) are substantially higher than the original insured salary bracket, the insured salary brackets for labor insurance and labor pension contributions remain at the fixed bracket established when the employee first joined the company (NT$33,300), rather than being adjusted on a rolling basis in line with the employee’s regular total actual earnings. Attendance record management and intense overtime conditions:
Although the company has time clocks, some technical personnel who need to accommodate fieldwork and on-site operations are not included in the regular clock-in system, and there is no formal attendance record documenting working hours down to the minute for each day. During busy project periods, employees are often required to travel to customer sites on weekday evenings and before weekend holidays to inspect equipment. I personally have records of working more than 60 to 100 hours of overtime in a single month. There were also instances of working continuously for more than ten days without a day off due to consecutive weekend shifts, or working from 8:00 a.m. until after 3:00 a.m. the following day to support testing and still being required to report to work normally that same day. Fieldwork conditions and transportation:
The on-site working environment depends on the customer’s facility. Sometimes work is performed in air-conditioned rooms; at other times, panel and equipment testing must be carried out in hot, stuffy metal-sheet factories or outdoors. For travel to and from customer sites—sometimes involving a round trip of up to 60 kilometers in a single day—employees use company vehicles, but are also often required to drive their own vehicles (the company provides a subsidy for overtime meals). In addition, department manager positions, although responsible for substantial project and on-site scheduling pressure, are treated as positions of responsibility and do not receive overtime pay.
［Advice for Job Seekers］
Job seekers applying for technical or engineering positions are advised to ask proactively during interviews:
How are the base salary and allowances divided?
Is overtime pay calculated based on the “base salary” or the “full salary” (including the fixed meal allowance)?
How are fieldwork and overtime hours formally recorded?
Are there clear compensatory time-off or time-off rotation policies?
Is there a fuel or mileage reimbursement mechanism for using a personal vehicle for work?
If regular overtime is required after joining the company, it is advisable to develop the habit of recording your daily start and end times and locations, and properly retaining paper payslips and bank transfer records to facilitate salary verification.
No clocking in or out
【Advice for Job Seekers】
If you are still employed or preparing to start work, it is strongly recommended that you personally retain complete records for each day of your “attendance times and work locations,” “bank deposit details,” and “paper pay slips” to protect your statutory rights to claim unpaid overtime and shortfalls in labor pension contributions in the future.
Except for managerial positions, the basic salaries of entry-level and technical staff are essentially suppressed to the minimum wage (NT$29,500), while the remaining difference is made up under the name of a “meal allowance (such as NT$3,500)” to reach the agreed monthly salary (such as NT$33,000). On the surface, the company keeps the daily wage and base salary low as the calculation basis, but when deducting pay for employees’ leave, it instead divides the combined “full salary (NT$33,000)” by 240 hours to deduct wages, applying inconsistent standards.
On officially issued paper pay slips, the “overtime” field is always printed as “0.” The company transfers the base salary and overtime pay separately at different times. Even when an employee’s total actual monthly pay reaches NT$40,000–50,000 or more, labor insurance and labor pension contributions remain at the original fixed salary bracket (such as NT$33,300), rather than being legally adjusted to reflect the total amount of regular actual earnings.
Although there is a time clock inside the company, certain fieldwork and technical departments are instructed that they “do not need to clock in,” so the company fails to legally implement daily attendance records accurate to the minute. When rushing to complete projects or traveling to customers’ factories to test machinery, monthly overtime hours frequently exceed 60 to 100 hours; employees are often required to work continuously on Saturdays and Sundays (working for more than ten consecutive days without a day off, in violation of the one-rest-day-in-seven rule). There have even been cases of employees working from 8 a.m. straight through to 3 a.m. the next day (nearly 19 hours across two calendar days in a single shift), then continuing to work normal hours the following day after sleeping for only a few hours—an instance of severe overwork.
The technical department’s duties are extensive. In addition to drafting, checking drawings, and preparing wiring schedules in the office, employees often need to assist customers with panel inspections, machine testing, and troubleshooting in hot sheet-metal buildings or under the blazing sun. Travel to customers’ factories (often dozens of kilometers each way) sometimes also requires employees to drive themselves.
Department managers (at the manager level) bear heavy engineering workloads and on-site pressure, yet are treated as being under a “responsibility-based system” and receive no overtime pay. Senior management habitually applies psychological pressure through rhetoric such as “we have extensive industry connections, and if you resign, we’ll tell others in the industry not to hire you.” In addition, when carrying out certain local projects, the company’s internal awareness of copyright compliance for engineering and drafting software is also notably weak.