凡恩物流股份有限公司

Hello everyone, I joined Fain Logistics Group in Taiwan this August as the head of the Administration Department. I am very grateful for this opportunity to leave a message. We accept all past criticism and feedback about the company! We may have questions, but we will not deny them!

As far as I know, because there was no Administration Department in the past, the division of responsibilities and authority was extremely unclear, making it difficult for employees to know how to carry out their work. Since then, the organizational structure, employees’ work rights, operating standards, rules governing rewards and penalties, and future benefits (Employee Welfare Committee) have all been gradually established and formulated. If you trust me and are willing to return to Fain to strive together, we will welcome you back!

Fain Group is a legally compliant company that follows national regulations regarding labor and health insurance enrollment and the 6% labor pension contribution! We do not want to take risks. When I assumed office, I repeatedly assured the Labor Insurance Bureau that we would definitely operate according to national standards!

It is fine if many people do not share the founder’s religious beliefs; we respect each other!

However, the founder and I do indeed have different religious beliefs, and the company is even more accepting of the goodwill of all religions! Let us work together toward goodness! I am willing to accompany him in reforming the company simply because we were classmates, and to strive together with my experience and colleagues who continue to join us and share the same ideals!

We hope everyone will change their view of the all-embracing Fain Group! Please also give Fain Group a chance!! Current employees are now even more welcome to bring complaints or concerns to me!!

Over the past three months, given the company’s stable situation, we truly need more human resources to join us (because we still have Rong-En Human Resources and Hao-En Management under our group). We look forward to welcoming everyone!!

Some of the company’s hardware facilities still need improvement. The warehouse network has continued to disconnect, and we are also discussing the issue with the telecommunications company and increasing fiber-optic connectivity so that operators can work more smoothly!

NO

Recently, a colleague requested time off to attend an interview, and the department head approved it. However, when the leave request was submitted for signature, it was blocked by an HR employee who spends all day seeming unsure whether she is actually doing any work. She even used the Labor Bureau to pressure the colleague. The funny thing is that another, more senior HR employee had already said beforehand that it was okay (the colleague would not be working that day). Later, they wanted to record the colleague as absent without leave first. Then this “great” HR lady called the Labor Bureau to ask about it, but got reprimanded and kept pestering them. After they hung up on her, she even filed a complaint saying that the Labor Bureau staff had a bad attitude???? She spent the entire afternoon making a fuss about this. Does she not need to work?

You spend all day pressuring others about their work progress, but you’re probably the one with the least progress.

Besides, the colleague only requested two hours off and ultimately came back to work overtime until 7 or 8 p.m.

HR queen, please step out of your comfort zone~~~ Nobody likes you.

The employees are very nice.

When I interviewed for the operations position, the supervisor (the boss’s wife) basically had no time to train me, so I could only sit around doing nothing.

Even more absurdly, on my first day I was asked to fill out the fire insurance application for their newly opened warehouse. I asked the people in the office, but no one knew how to do it.

I was even told to call the landlord of the new warehouse to ask. On the second day, I was again left sitting around looking for something to do until the afternoon. Right before I was supposed to get off work, they suddenly said, “Wow, the labels for XX customer’s orders were put on incorrectly, so we have to go to Bade to help fix them!”

Yes, it really was that absurd. Perhaps because they saw that I had nothing to do and no one was training me, the boss asked me to learn administration in the name of “learning.”

Fine, I learned it. Then, without any notice, they directly turned me into an administrative employee. But this so-called administrative position was extremely vague:

You had to do everything, including picking, packing, and receiving goods—tasks that were not part of your job. You were required to ride to another warehouse to put on labels, go to the post office, and handle all sorts of miscellaneous errands. On top of that, the boss had absolutely no respect for department supervisors and constantly watched the surveillance cameras.

They would ask “HR” to come question you about what you were doing, in an extremely unfriendly tone, saying things like, “What are you doing right now? How long will you be doing it? How long will it take you to learn?” and so on. There was absolutely no concept of departmental hierarchy.

I was relatively lucky: when they asked me to work overtime to help pack orders, I always refused. Even refusing would get me called in for a meeting.

When other newcomers applied for administrative positions, they were simply sent straight to pack orders. You might not even receive any training—you could be packing from 8:30 a.m. until 8 p.m.

With a bit of luck, you might happen to learn a little administration that day, but after just that one hour of learning, they would tell you to go pack orders.

These orders to pack goods completely bypassed the department supervisor and were issued directly.

The company was established in 2014, but ironically, the longest anyone in administration or warehouse management had stayed was only four months. Colleagues in the other departments had also been there for less than two months. With turnover this high, you can imagine how chaotic things were inside.

The boss not only required you to write work logs, but also constantly used the surveillance cameras to watch what you were doing. The moment they saw that you were “possibly” idle, they would immediately call someone to come question you—even if you had already done a whole pile of work that was not included in your job duties.

They thought administration had nothing to do, yet they kept recruiting people for interviews?

The boss considered himself a devout Christian. Every day, in addition to posting all sorts of random things in the group chat,

if you raised an opinion with him, he would not accept it at all and might even hysterically lose his temper. When other people spoke up, he would also insist that he was right. Even when everyone else disagreed with him, his attitude was basically: if you have an opinion, leave.

In the end, after moving on to a new job, I wrote down what I had observed over the course of that month in my work log and showed it to him,

including things such as freezing out the department supervisor:

“I have my own supervisor. There is no need to have HR ask us what we are doing, and no need to have HR relay instructions to us frontline employees.

We have our own supervisor. Our supervisor knows better than she does what we are doing and what needs to be done at this time, and also knows more about our learning progress.

I hope this so-called work log can allow you to understand the tasks we handle every day ‘without going through our supervisor.’ Thank you.”

I was asked to leave. At least I made a little money from the severance pay, and I also heard that the boss was furious. What a devout Christian.

The boss can be replaced.