昕麟庭園藝有限公司

There are absolutely no advantages whatsoever.

Before you join, they make it sound very appealing, brainwashing you into taking professional certification exams and saying things like your salary will increase by 10,000 after passing two exams. On your first day, they hand you a thick book and tell you to read it at home. They put this kind of invisible pressure on you before you have even started working. Basically, if you do not already have professional certifications, I do not recommend joining this company. If you come here as an apprentice, they will only have you pulling weeds until you get certified :)

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The salary structure is seriously flawed. My pay was basically the base salary + one hour of overtime per day × the number of working days (22 days) + a 500 fuel allowance, which came to approximately 30K in total. The fuel allowance was also subject to a monthly limit of 500; if I did not use the full amount, I could not carry the remainder over to the following month. The most baffling part was the overtime. The company calculated one hour per day as overtime pay, but I had to arrive at 7 a.m. every day and could only leave at around 6 or 7 p.m. Is paying only one hour of overtime really compliant with the Labor Standards Act?

The salary calculation was also problematic. The boss was responsible for designing the salary structure, while the boss’s wife handled payroll. When I received my first payslip, I could not understand the calculation, so I asked the boss’s wife to write out the formula. She did not seem to understand it very well either, and only provided the formula after a long time—but I still could not understand it. It felt as though the company could simply decide how much to pay.

In terms of the work itself, both the boss and the supervisor demanded efficiency. I really did not understand how demanding they expected us to be. I was already doing my very best—even holding it until after work instead of going to the restroom as many times as other people during the day—but the boss and supervisor still thought my efficiency was poor. The boss and supervisor also yelled at people every now and then, and would start berating us whenever something was even slightly unsatisfactory. There was also a fat coworker who was not very good at expressing himself and had a bad temper. Whenever we disagreed, he would swear and start shouting, yet he had been there for more than three years—longer than both supervisors. I do not know why the company kept him.

Then one night, the boss sent me a message at midnight saying that I should complete the resignation procedures the next day. He had gone to a meeting that day and did not show up, so he simply asked a coworker from the administrative department to hand me my salary envelope. I could leave after returning the equipment issued by the company, without even having a chance to discuss things with the boss. A few days before I was laid off, the company had hired a new employee, which made it feel as though they were using trial and error to find people—hiring someone, immediately firing them if they did not work out, and then looking for the next person.

If I had to name one thing I gained from this job, it would be that I spent almost all my time carrying heavy objects, so afterward I felt that my physical strength had improved a little compared with before. If you do not care about the salary and want to work out, you could give it a try.

There are no advantages. It's bad. The supervisors are poorly managed. When you ask them something, they know nothing. They only tell employees to work hard.

The company should review its hiring process and pay special attention! They hired someone who cannot manage people as a team leader. Employees need work equipment. It would be bad enough if, when asked, she knew nothing, but she also sows discord. They should hire someone to manage things, not someone who stirs up trouble, meddles in other people's affairs, and badmouths others everywhere! She uses supervisors' words at work to verbally bully employees and force them to leave. Any new hires will leave because the old employees tell the new ones that they will not last long, so they run away! Whenever employees do not do something, they have to explain it to him, and he only says, “Okay!” Even when asked to get a resignation form, he keeps dragging it out; no one knows how long it will take. He even has the person who verbally bullies employees work together with and discipline them. How can employees want to keep working there? It is only a matter of time before they realize it and leave. Is there any use in hiring a team leader who meddles in others' affairs and does not do the job?

There are no advantages at all

The drawbacks are too numerous to count

The boss pretends to be very capable, but in reality, he doesn’t know how to do anything

He targets employees; anyone he dislikes may become a target, and he can easily drive employees away

He often assigns work without much planning, making employees run back and forth—south one moment and north the next

His temper flares up without warning, and employees sometimes have to calm him down

He often forgets what he has said; what he says one second differs from what he does the next

Sometimes when employees ask him questions, his answers have nothing to do with the questions—ask about A, get an answer about B

Every so often, he goes to the worksite to see what the employees are doing

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Just going to the interview was essentially being tricked into joining. The subsidies and salary calculations discussed during the interview were completely different afterward, and the position I interviewed for was basically assigned at random according to whichever department was most understaffed at the time.

At first glance, it seems to comply with the Labor Standards Act, but it still exploits legal loopholes, giving them more than 1,000 in overtime pay each month.

They absolutely love making people work extra time. Even when it was almost time to get off work, they would very reasonably dump a task on someone.

The boss loves contradicting himself: he forgets what he said the second after saying it, and when he makes mistakes, he casually blames others.

The company as a whole has no complete system. Things are constantly changed within less than half a year, and there is no complete workflow either—everything is chaotic and disorganized, as if no one wants to organize a proper SOP.

They wear down newcomers’ enthusiasm. I sincerely recommend that if you are not really short of money, do not come here.

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I once worked part-time at this place. When my salary wasn't paid, I asked the owner, who coldly replied, “You never told me—how would I know?” I also only discovered after resigning that labor insurance was enrolled for me in the month I requested it, and then canceled the following month.

Unless you truly can't find a job and need something urgently, think carefully before joining.

The boss says that anything can be discussed further, though it is unclear whether such discussions will be effective.

Eight days off per month, not two days off per week. If there are five Saturdays and Sundays in a month, there are still only eight days off. Public holidays are not days off either.

The company loves trying new things and seems to have tremendous potential for growth.

The boss is a very good salesperson.

The boss likes to take advantage of people and their time.

The workflow is constantly disrupted by a pile of miscellaneous tasks.

There is already a mountain of work, yet you still have to deal with the boss’s emotions.

The company simply assigns whoever is available to fill whatever gap needs filling, regardless of whether the job matches the position.

National holidays are all taken away.

The boss often contradicts things they said or decisions they made previously.

The company has an extremely high turnover rate.

Take what is said during the interview with a grain of salt.

They often treat hiring as a trial period; because conditions are frequently unreasonable, people end up resigning, which places a tremendous strain on applicants.

The boss often does not know what kind of talent the company needs or how to utilize people. They frequently hire first, then, not knowing how to make use of the person, start blaming them.