光創數位印刷有限公司

Two days off per week; they generally don’t bother you much when things are quiet. Most customers are students, so things are relatively straightforward. There is occasionally afternoon tea, and sometimes dinner is provided when working overtime.

It is a family business, and the company is full of relatives and people with personal connections. The boss seems like a nice person, but has said things in the group chat such as: “Everyone is unwilling to think about the company and doesn’t want to work overtime,” “There are so many problems—why don’t we just give everyone one month of unpaid leave,” “The company’s losses are all your fault,” “I can’t make money and keep putting money into the company, and that’s all your problem,” and “I’m not breaking the law. If you want to, go report me to the Labor Bureau” (although it is a fact that overtime pay was not provided during the first three months of the probationary period).

　The customer is always right, and employees must fulfill whatever customers say, even when it is unreasonable or not cost-effective (and then the losses are blamed on the employees). The boss cultivates difficult customers, but when they realize how easy it is to take advantage of him, he avoids them and makes subordinates deal with them. The company’s future direction is very unclear. They are unwilling to develop new sources of customers, yet complain that performance is not as good as before.

　Among the employees who have left, none worked for more than a year. Payslips are not provided (you have to ask for one yourself). The onboarding and training process for new employees is extremely improvised, and you are essentially left to figure things out on your own. If you complain even slightly, they threaten to hold regular tests to check everyone’s familiarity, while protecting people who joined through connections (saying that one person can be exempt because they have only been there for two months and are not familiar with the work yet).

　There are no fixed break times. They believe that when there are many customers and things are busy, you should arrange your own time to go out and eat (but completely fail to recognize that the real problem is insufficient staffing: a store with only two or three people has to handle more than ten customers). When transferring you to another store, they promised to subsidize transportation costs, but only did so during the first month (they stopped paying from the second month onward). If you have a scooter, they will also expect you to make trips to external processing facilities. They provide only a token fuel subsidy of NT$1,000 per month (most of the processing facilities are in Zhonghe and Yonghe, but the farthest is in Bali; and this is not just a few trips per month—you may have to go almost every day of the week).

　During peak season, there have been cases where an employee’s overtime hours had already exceeded the statutory limit, yet the employee was instructed not to clock in and was paid separately instead. One employee helped rush an order until one or two in the morning, and the next day was reclassified as being under a “duty-based” compensation system, with the company refusing to pay overtime any longer.

　There are no standard procedures, yet employees are expected not to make mistakes. When problems arise, they say, “My expectations aren’t very high, so why can’t everyone do it?”

　It is best not to remember what the Labor Standards Act requires. If you point out that something does not comply with the Labor Standards Act, the boss becomes furious, insists that he is fully compliant with the law, and gets angry at everyone in the company group chat.

　Conclusion:

If you are considering joining this company, think it over carefully. What they want is not employees, but robots.