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 guidelines1. New employees have a one-month training period; it really is training only, with no work required.
2. From time to time, there are snacks and drinks, which help improve the atmosphere at the company.
3. There are club activities during holidays, and colleagues also have good relationships outside of work.
1. The supervisor's management style is that of a people-pleaser. When senior employees deal with newcomers, they just keep repeating the same empty phrase: "Get along well."
2. There are many cases of departmental rotations. Someone in the Business Department was transferred from Human Resources despite not knowing how to do anything. They have a poor attitude toward learning and follow other people around, then report to the supervisor about work others have completed well. They lie to newcomers by saying there will be a meeting, causing others to make a wasted trip.......... Everyone sees what is happening, but the supervisor can only say, "Get along well." I have no choice but to pretend that we are all getting along harmoniously and continue chatting with her.
3. The turnover rate is very high. Newcomers are easily treated as outsiders and do not last long.
It depends on the department; some colleagues are very nice.
The standard three annual bonuses and leave are provided, all in compliance with the Labor Standards Act, and there is also birthday leave.
You can normally apply for maternity leave and other leave required under the Labor Standards Act, and there is also an unpaid leave mechanism for retaining your position.
The Employee Welfare Committee also provides subsidies that you can apply for. Be sure to fully claim the benefits you are entitled to.
(Based on what I saw while working at headquarters)
The turnover rate is relatively high. It depends on the department—if some departments cannot recruit anyone, you can tell that there is a problem with the manager.
Departments that cannot recruit enough people then need other units to help hold things together, which ends up causing people in those other units to resign as well.
Senior management simply refuses to deal with the problematic manager first—it's really laughable.
I tactfully included a suggestion to deal with the manager in my resignation letter, but HR sent it back.
I suggest that job seekers first inquire about the manager of the department they are applying to. Otherwise, after joining, if you want to transfer internally, you will still need the department manager's approval.
None at all
1. Extremely long working hours and extremely unreasonable pay; there are no bonuses or gifts for the three major holidays.
2. Upper management will find ways to take advantage of employees to the greatest extent.
3. All frontline employees are constantly made to work overtime; once they reach the maximum allowed under the Labor Standards Act, the additional hours are kept off the books.
4. Managers at the level of director and above completely ignore any feedback and only keep demanding that subordinates do more work.
5. You bear all risks and consequences for anything you do; when something happens, no one will come to help.
6. Changes to the SOP only increase the workload of frontline employees—the more it is changed, the worse things get.
It's easy to slack off and get by.
(Taichung Plant)
1. There are no SOPs for any work. When problems arise, even supervisors don't know how to handle them.
2. Besides failing to arrange staffing properly, supervisors even schedule holiday shifts chaotically.
3. Temporary staff do more work than regular employees in every role.
Most regular employees pick easy tasks, are unwilling to learn, or pretend to be busy while doing nothing, relying on seniority.
4. Each person is expected to handle multiple jobs, and employee turnover is high.
5. The company does not retain talent, leaving mostly people who slack off and get by.
There are no advantages to this job; there are plenty of disadvantages, though.
1. First, the supervisor ignores major matters but micromanages a bunch of minor ones.
2. Second, when employees below encounter problems with their work and tell the supervisor, the supervisor only says, “I’m busy. Figure it out yourself.”
3. Third, the manager tells people to quit at the drop of a hat and has no idea how hard the employees below work.
4. Fourth, the supervisor and the HR lady go to FamilyMart to smoke during work hours, yet don’t allow the employees below to do these things. Where has leading by example gone?
5. There are many wooden pallets, and the unloading staff work themselves to the bone moving them. When they report this to the supervisor, the supervisor only says, “Report it to the manager; it’s not certain that it will be approved.” Do we really have to wait until an employee gets hurt before dealing with it?
6. There are clearly better solutions, but the supervisor insists on doing things in a rigid, inflexible way.
7. The supervisor doesn’t empathize with how hard the employees work and only keeps piling more work on them.
8. Equipment repairs are delayed for a long time, but renovations to the environment are done very quickly.
9. The supervisor doesn’t listen to employees’ feedback and only says, “You just didn’t do it well.”
10. The pay is low enough as it is, yet the amount of work is far greater than what the salary warrants.
None; very unfriendly to newcomers
The bread sorting team works at a fast pace, with lights indicating the assembly-line workflow.
Almost all of the employees are Vietnamese.
Unfriendly to newcomers; no one takes the initiative to train them.
If you are assigned next to a Vietnamese employee, you are left to fend for yourself.
When asking the team leader about work procedures, techniques, and rules,
they say that if you are serious enough, you will become proficient in two weeks...
1. On the morning of the first day, there was orientation training, including a workplace safety briefing.
Position: Purchasing Specialist
1. The orientation only covered workplace safety, without explaining the company's other policies.
Example 1: I checked a private message during a lull in work, and only after a colleague saw me was I told that mobile phones could not be used during work hours.
Example 2: At the end of the workday, I left documents on the desk because I was worried a colleague might need to look at them, but was then told that nothing could be left on the desktop.
2. No one knows how to train newcomers / it feels like they are not serious about teaching
For both of my first two days at work, I was "calling vendors on behalf of a colleague." I was only given the vendors' contact information. After getting in touch, a vendor might ask follow-up questions, but I did not have any other detailed information. When I asked my colleague, the answer was, "Tell the vendor we'll confirm and get back to them first." After confirming and calling the vendor back, there might be another question, requiring me to confirm again and make another call, which wasted time.
The supervisor said I could ask the colleague sitting next to me if I had questions. One vendor gave me a response, so I asked the colleague next to me whether anything needed to be handled in the system. The colleague replied that not all vendors were hers, but I was only asking how to operate the system...
During the interview, they also said that all the colleagues were very friendly, but I did not feel that way.
1. Overtime pay is provided even when the overtime is less than one hour.
2. Labor Day and the three major holidays come with FamilyMart gift vouchers, and small gifts are provided for some holidays (funded by the money allocated to the welfare committee).
1. The company has another subsidiary called All-Home. The subsidiary’s benefits are much worse than those of the company’s Taiwan operations, and the year-end bonus amounts to less than one month’s salary for the entire year.
2. Handling work requires contact with people from various departments, but everyone in every department passes the buck. Even senior management is unable to do anything about it.
3. The supervisor’s preferences among employees are extremely obvious. Everyone is capable and handles their work well, but the amount of the year-end bonus depends on whether the supervisor likes you. In addition, the supervisor believes that working overtime indicates poor work ability, but says nothing when employees they like work overtime.
4. The supervisor came from a certain administrative role. When there is a conflict with the business side, the supervisor blindly takes the side of the person in that administrative role, so anyone who does not do that kind of work is out of luck.
5. There is a culture of exclusion and bullying among coworkers.
6. You frequently encounter customers who are extremely unreasonable and rude. Some abusive customers yell at people.
7. The turnover rate is high. A new employee you see this month may be gone next month. You may think the business staff are all veterans, but in reality, some are only two months more experienced than the others.
8. The new SOP issued by headquarters is meaningless. Few people know about it, and even when they do, they still tell you to use the original SOP.
9. Instructions change from day to day. The great, supervisor-favored coworkers only work when they feel like doing something; when they do not want to, they slack off, and only plan to start after being monitored by management. Newcomers cannot possibly avoid following the mood of the veterans.
In addition, the methods for handling many miscellaneous matters keep changing, making it very difficult to get things done.
1. The organization is relatively stable in size
2. The highest annual salary I have received was equivalent to 16 months’ pay
1. Overtime is the norm. Overtime pay depends on whether your supervisor likes you and whether you dare to push for it despite the pressure of the company culture
2. The personnel system is unclear, and there is no public platform for understanding the criteria for promotions, rewards, and disciplinary actions
3. The culture is oppressive and disrespectful toward frontline employees
4. The organization is bureaucratic and cumbersome to operate. Policies are always heading down an uncertain path, and business matters always involve endless approval procedures
5. Monthly salaries are below market levels
None
The human resources department is extremely incompetent. They sent an interview invitation through a job bank asking whether I was interested in an interview. When I later followed up, the HR representative, Ms. Liao, only replied that she would coordinate an interview time with the supervisor (I called twice to ask about it), but there was no further news.
The only way to describe this company's human resources department is as incompetent, completely lacking in integrity, and making fools of job seekers.
In accordance with the Labor Standards Act
Long working hours