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 guidelinesDebugging the manufacturing processes for each blood glucose test strip, as well as the large-scale equipment and fixtures used, so that operators and facilities staff could produce smoothly when opening work orders and starting mass production. During the off-season or after completing a batch of orders, maintenance was performed, while also reporting to supervisors and analyzing the production yield and areas requiring improvement.
When I joined, the senior engineers who were willing to train newcomers had a very good attitude. Although the operators, facilities staff, and assistants were each busy with their own work, they would also exchange thoughts about work or leisure during downtime. Some operators were migrant workers, so being willing to start conversations provided opportunities to practice English and made it easier to communicate work assignments!
The only drawbacks are that the salary range and career development are relatively limited. However, it is a good place to build experience, the work pace is stable, and those who live nearby may want to consider it.
A very small number of colleagues are friendly and willing to share.
Meals are provided.
Parking spaces are available.
The office on one particular floor mainly depends on the supervisor's preferences. If he doesn't like you, he will only make things difficult for you and make you uncomfortable.
Other colleagues who pay attention to his moods will follow suit.
＊Employees are divided into three categories
1. Regular internal employees
2. Contract internal employees
3. Employees of labor service companies
Categories 2 and 3 make up the majority of employees.
Because the benefits differ, they need to be discussed separately. The benefits that everyone actually receives are:
1. Provided meals
2. Parking lot
3. Afternoon tea once a month
4. Air conditioning in the work environment that is not cool
Benefits regular employees receive (O), but contract and labor service employees do not (X):
1. Gifts or cash gifts for the three major festivals
2. Employee profit sharing
3. Annual performance bonuses
4. Gifts for the Dragon Boat Festival, Mid-Autumn Festival, and Labor Day
5. Birthday cash gifts
6. Employee travel activities
7. Childcare allowance subsidies
8. Marriage and bereavement allowance subsidies
9. Major illness and injury subsidies
10. Subsidies for diverse employee club activities
11. Employee laundry discounts (limited to the Wugu headquarters)
12. Employee purchase discounts
＊Employees are divided into three categories
1. Regular internal employees
2. Contract internal employees
3. Employees of labor service companies
Categories 2 and 3 make up the majority of employees.
Because the benefits differ, they need to be discussed separately. The benefits that everyone actually receives are:
1. Provided meals
2. Parking lot
3. Afternoon tea once a month
4. Air conditioning in the work environment that is not cool
The items listed on 104, which contract and labor service employees do not receive:
Benefits only regular employees receive (O)
1. Gifts or cash gifts for the three major festivals
2. Employee profit sharing
3. Annual performance bonuses
4. Gifts for the Dragon Boat Festival, Mid-Autumn Festival, and Labor Day
5. Birthday cash gifts
6. Employee travel activities
7. Childcare allowance subsidies
8. Marriage and bereavement allowance subsidies
9. Major illness and injury subsidies
10. Subsidies for diverse employee club activities
11. Employee laundry discounts (limited to the Wugu headquarters)
12. Employee purchase discounts
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Disadvantages + subjective points
1. Listed company
(The money earned is given to shareholders first.)
2. Lunch is provided: cafeteria food, fruit meal boxes, Bafang Yunji, or noodles—one of four choices.
2-1. Cafeteria food: corners are cut, and the plates are extremely shallow. One or two bites look like a lot, but the actual amount of food is very small.
2-2. Fruit meal boxes, Bafang Yunji, and noodles are subject to quotas and limited quantities. You must place an order using a PC; if there is no PC at your workstation, congratulations—you will not be able to order.
2-3. Bafang Yunji: at most, you get eight dumplings per box, and you can order it no more than twice a week.
2-4. It was originally available every day, like the cafeteria food, but the company restricted it to save money. The quality is poor and corners are cut, just like with the cafeteria food.
3. Regarding the parking lot, during my employment I encountered:
3-1. Having my car scratched.
3-2. Late-arriving employees forcefully blocking cars, preventing you from getting out.
3-3. If there is no space, someone moves your car out and leaves it in the middle of the road, then parks in your original spot.
The company does not get involved. If your car is scratched and you ask the person who scratched it to compensate you, the company will help you.
However, you then lose your parking privileges. Although it is not your fault, the company considers you troublesome.
4. Taking leave is difficult.
There are over 30 people in the warehouse, and leave must be approved by the manager before it can be taken.
At most, two people may take leave per day.
5. The air conditioning is centrally controlled, so it is not cool enough.
6. There are too many procedural rules, resulting in nobody following them; after something goes wrong, even more rules are added.
7. The company requires employees to take rapid tests and provides the test kits, but when you leave the company, it deducts NT$180 per kit directly from your salary.
The kits provided are the company’s own Fudron rapid tests, but their quality is questionable; rapid tests often fail to detect infections.
There are many confirmed cases in isolation inside. It is like a large-scale cultivation ground for infections, and anyone who remains uninfected is lucky.
8. The warehouse supervisor lies + regular employees slack off and provide poor training + various personnel issues
During the interview, they say that the probationary period is three months and that you will be converted to regular status directly if there are no problems during that period.
In reality, employees are divided into three categories:
1. Regular internal employees
2. Contract internal employees (probationary period)
3. Employees of labor service companies
The truth is that every position is occupied. If no regular employee leaves, you will never move up.
Because regular positions are difficult to obtain, regular employees are basically not dismissed.
This leads regular employees to slack off, play on their phones, hide away to sleep, play mobile games, watch TikTok, and watch YouTube.
The contract internal employees are given all the orders. Contract workers do a great deal of work, receive little pay, and cannot get promoted, so a new batch is replaced after a period of time.
There is a severe generational gap among employees, with almost no employees in the middle age range.
After two or three years, you are considered senior.
After the probationary period, if there are no problems with you and you request conversion to regular status, the supervisor will pretend not to hear you and treat you like an idiot.
Employees who can work and have ability are leaving. During the three months I was there, five people left the warehouse.
The few capable supervisors all resign abruptly; after announcing it, they leave immediately.
For production-line-related positions, anyone who is not a regular employee faces mass layoffs whenever the company enters the off-season, with no protection whatsoever.
The female supervisors have reduced cooperation between departments to zero, causing everyone to push responsibility onto one another.
Production-line-related supervisors give foreign workers too much authority, resulting in poor personnel control and arrogant, overbearing foreign workers.
Production-line-related supervisors and the warehouse supervisor deliberately make trouble.
When warehouse employees issue materials, both sides count the materials together with the production-line counter, and there are no problems.
The production-line-related supervisor and warehouse supervisor will take some items away when you are not paying attention, then bring out an order and say it was an inspection, and ask why items are missing. They make you spend several hours carefully counting the inventory, only to tell you afterward that they found the items.
This company is notorious among material suppliers.
PCS = pieces.
Suppose 10,000 PCS are purchased, with an additional 1% of the total quantity provided as spare parts (10 PCS), for a total of 10,010 PCS.
If the quantity is anything other than 10,010 PCS, the amount paid to the supplier is reduced, and the extra items provided are treated as if the company purchased them itself.
Normally, spare parts are not entered into inventory because they are intended as spares to prevent shortages or damage.
However, for the sake of their performance evaluations, supervisors instruct purchasing staff to enter the spare parts into inventory, so they can prove to upper management that they can put more goods into inventory for the same amount of money.
When something goes wrong, they throw the purchasing staff under the bus and treat subordinate employees as expendable, which is despicable.
During peak season, the company will “hope that employees can take the initiative to come in for overtime,” but because the supervisors slack off too much, the pay is low, and the workplace environment is terrible, nobody wants to come in.
Therefore, specific people are forced to come in. Peak season means sweatshop conditions—having to come in all seven days of the week (illegal).
Under normal circumstances, people do not help one another at work because most employees want to slack off.
Playing on phones, hiding away to sleep, playing mobile games, watching TikTok, and watching YouTube happen every day outside of peak season.
Sounds great? This is only available to regular employees.
In summary, the problems you may encounter depending on the position you apply for:
Warehouse: You may encounter a lying supervisor, low pay, no access to benefits, and harassment.
They keep dangling grand promises, as if employees could survive simply by listening to their empty promises.
Production line: There is always a risk of unemployment, and you may be picked on for no reason or yelled at by foreign workers.
They are harsh and stingy toward employees and full of prejudice and discrimination toward newcomers.
Purchasing: You are forced to meet performance targets in order to make yourself look good and improve the supervisor’s position.
Regardless of the position, problems you may encounter:
1. Public disclosure of employees’ medical-visit personal information (illegal)
2. When you resign, salary payments are delayed regardless of the amount. They pretend not to know and do not pay you without checking.
When you call, they may make it impossible to get through; even if you do get through, they hang up immediately.
3. Most of the management layer is mediocre at best, or useless at worst, which has caused everyone who could actually do the work to leave.
The situation is guaranteed to continue deteriorating.
This plant (Plant 1): No. 127, Wugong 2nd Road, Wugu District (with illegal unauthorized structures), with many mezzanine floors
(Plant 3): No. 65, Wuquan 7th Road, Wugu District (with illegal unauthorized structures)
The owner is very wealthy and keeps buying land everywhere. Plants 2 and 4 are also nearby.
However, the company is very harsh toward employees, resulting in the low quality of the employees it recruits (approximately one-third of the workforce).
The parking lot and the warehouse loading and unloading dock are combined, creating a height difference. You have to jump to get up, regardless of whether there are pregnant employees among the staff.
Employees had to raise the issue repeatedly before the company reluctantly installed a small staircase.
I do not recommend coming here. People should not be treated so poorly.
1. Meals provided
2. Underground parking lot
3. Afternoon tea provided
4. Gifts or bonuses for the three major holidays, plus a year-end bonus
The environment for technical staff is really rigid.
It’s difficult to take leave, and no replacements are provided on-site.
The air conditioning on-site isn’t strong enough, and the pay is average.
There are few local Taiwanese employees.
After being here for about three years, I’m still in the same sorry state.
The HR staff were very courteous
Regulatory personnel
Salary: 35–50K
Overtime: Responsibility-based system (unclear whether overtime pay or compensatory leave is provided; the other party did not mention it)
1. Time off follows national holidays (but you’re also working overtime on all of them)
2. Lunch is provided, so there’s no need to worry about what to eat
3. Flexible 15-minute grace period for starting and ending work
4. The department occasionally provides afternoon tea and hosts group meals
5. The company provides a basic gym (but there’s no time to use it when working overtime)
6. If you’re willing to teach, you can learn quite a lot
1. Every day depends heavily on the manager’s mood. Working is very painful, and you’re frequently verbally abused
2. It’s difficult for departments to collaborate; everyone likes to push responsibility onto others
3. There are too many miscellaneous tasks and the workload is too heavy, resulting in endless overtime and poor quality of life
4. Processes and guidelines have not been properly established. You often feel like a headless fly, running into obstacles while trying to find someone, until they randomly find a scapegoat and tell her to handle it
Meals provided, air-conditioned factory, clean. The interviewer was very hospitable and polite, and explained everything in detail.
They place great importance on self-learning. You can stay after work to study instead of going home, and there are opportunities for promotion.
Overtime pay is provided.
Salary: NT$25,000 (subject to adjustment).
You have to handle hardware, vendors, engineering, waste materials, reports, and on-site support. You have to work overtime during both the off-season and peak season. Some lifting is required. There is a plastic smell on-site, so apply only if you can tolerate it.
The work is simple, holidays follow national public holidays (but we always work overtime), lunch is provided, and work starts on time.
The salary is extremely low. Although there is a slight increase after completing the probationary period, more is deducted for the employee welfare fund. Even with so much overtime that you feel sick of it, the monthly salary still does not reach 40,000. We work overtime every Saturday, and I never know how late we will have to work. Foreign workers are given too many rights, personnel management is poor, and veteran employees get to choose their workstations. When there is a staff shortage, the company relies on existing employees to work overtime instead of hiring enough people, resulting in employees being in poor mental condition at work. Supervisors do not understand the actual needs on-site, and veteran employees are very obnoxious when they speak.