華妃國際開發股份有限公司

During the interview, I was told that promotions were transparent, with positions available as shift supervisor, assistant store manager, and store manager. After passing each probationary evaluation, the base salary would increase by NT$3,000. Work-related matters would all comply with the Labor Standards Act, which made me feel secure and that there was room for development.

After joining the company, I discovered that the base salary was only NT$22,000; all other pay was calculated as skill-based allowances. There was no overtime pay, and leave was not arranged in accordance with the "one fixed day off and one flexible rest day" policy. The management positions had already been reserved for predetermined candidates who were not other job applicants—the owner's friends. The basic performance-based pay raise required extremely difficult evaluation criteria, and no one had ever succeeded, not even the owner, who had never demonstrated them, such as preparing an order within one minute. The actual job duties did not match what was described during the interview, and evaluations were not held regularly. They were conducted entirely at the owner's discretion, offering very little security. More importantly, the interviewer—the owner—was never punctual and would make job applicants wait at least 30–60 minutes. This is a company with very little structure.