台灣晟龍國際科技有限公司

None

Various violations:

1. No employment contract was provided.

2. Overtime pay was not calculated accurately. Working hours were fixed from 8 a.m. to 6 p.m. every day, with regular overtime, and employees were also required to work on Saturdays. During peak shipping seasons, overtime until 7 or 8 p.m. was also unpaid. Employees took turns serving as the weekly duty person; lunch breaks could not be taken, and there was no overtime pay or compensatory leave.

3. The labor and health insurance salary brackets were underreported or reported incorrectly. Salary increases were not added to the base salary, so the insurance salary bracket was not adjusted either. The employee-paid portion might also be calculated incorrectly, causing more money to be deducted than required under the correct bracket. Pay slips were confusing, with labor and health insurance not itemized separately, apparently for opportunistic purposes.

No benefits at all:

1. Most stationery had to be provided by employees themselves. Toilet paper was rationed.

2. Essentially no holiday bonuses, opening-of-business bonuses, year-end party, or spring banquet. The year-end bonus was approximately a few thousand dollars, depending on individual seniority.

3. The air conditioning was not kept on regularly in summer: it was turned on at 10 a.m. or later and shut off at 3 p.m. There were many mosquitoes in the office, and it was stuffy and hot. Someone suffered heatstroke.

1. A family-owned business with no internal promotion opportunities. The boss/manager had emotional issues, and in group chats they used abusive and humiliating language, spammed messages, and verbally attacked people. There were cameras everywhere, disregarding employees’ privacy.

2. They would teach you to lie to customers to exchange products. Customer service was also handled very poorly, and the products were dirty and disorganized, with no proper cleaning or organization. They did not respect professional roles: whether you worked in clerical administration, as an in-house employee, or in graphic design, everyone was told to help pack orders.

3. The company had two locations, one on the fifth floor and the other in a B1 basement. Both had extremely poor environments: dirty, disorganized, stuffy, and hot.

4. Senior employees acted superior and had emotional issues, abusing their authority for personal benefit (the duty roster was not assigned according to the established order; they always ended up on duty during long weekends, apparently thinking no one would notice). They crossed professional-ethics boundaries; even non-supervisory employees verbally abused newcomers. They formed cliques but could not stand seeing other new employees make plans to eat or chat together. They gossiped, spread rumors, and even physically assaulted people.

The above describes the situation during my employment at the time and is provided for reference only.

The boss’s wife occasionally cooks dishes for the employees.

I left some time ago, so I don’t know whether these conditions still apply. The following is provided as a reference for people considering interviewing there.

Taiwan Shenglong and Yuren Technology are part of the same family-owned business. The key figures are the former chairman and his two sons, with the younger son running the company.

The former chairman uses the women’s restroom (located outside the company, behind the elevator, in a shared public area). Although there is a men’s restroom, he only uses the women’s restroom. Employees reported this to the boss (the younger son), but nothing came of it.

The older son is involved in politics and has asked graphic designers to create political promotional materials, posters, business cards, and so on for him. The former chairman has even brought political-party documents for employees to sign (signing was not mandatory, but it involved political promotion).

The younger son, who is the boss, likes to call employees in to talk about life. Despite earning a great deal, he is stingy about giving employees raises.

Benefits

There are no bonuses for the three major holidays; after one year, employees receive a gift box. The year-end bonus varies from half a month to one month’s salary (as far as I know). Year-end parties are held at the boss’s discretion and are almost nonexistent.

Overtime is entirely based on a fixed-responsibility system. After long holidays, shipment volumes surge, and even when employees work until 8 or 9 p.m., they receive no overtime pay. Employees often clock in for the entire company before the end of the workday.

Environment

The company occupies the fifth floor and a B1 basement. The basement environment is extremely poor: it is stuffy and hot, with a very large volume of goods. Not every employee has a place to rest. Because the basement has poor ventilation, many people have experienced allergy problems.

Regarding air conditioning in summer, it cannot be turned on until the temperature reaches the specified level. Even when it is turned on, it can only run for a few hours (approximately from noon to 3 p.m.), making the heat extremely stuffy and difficult to endure.

There are many surveillance cameras, and the boss and former chairman frequently check what employees are doing.

The older son’s children and the boss’s children are all very young. They often play noisily in the office and basement, causing disruptions for employees.

Coworkers

The boss’s wife is in charge of the B1 warehouse and has excluded coworkers in the past. People on good terms with her can slack off without being scolded.

The former chairman frequently berates employees (e.g., if he walks by and sees dust on a vase, he directly scolds employees for not cleaning). More stories can be found by searching for Yuren on PTT.

Turnover is very high, and the boss is very good at making grand promises. Job seekers should consider carefully.