喬智創意機器人有限公司

The following is a personal account of a short-term part-time job at a classroom in southern Taiwan. In my opinion, the qualities this job requires include strong learning ability, a good memory, the courage to ask questions, knowing how to ask questions, insight, attentiveness, patience, and a high degree of tolerance. However, everyone has different standards, so personal assessments may sometimes differ from a supervisor’s assessment.

The biggest advantage of this job is that the hourly wage is quite high (NT$190/hour). Full-day shifts include a meal (worth NT$80), and labor and health insurance are provided, with no additional deductions for payment-related fees. Apart from working full-day shifts on holidays, the weekday hours are not long, but the monthly salary adds up to a fairly high amount. It is a job that allows you to take care of your studies while earning some living expenses. The division of labor is very clear internally, and the work assigned to part-time employees is basically simple and easy to learn. The main tasks include cleaning, front-desk reception, organizing teaching materials, making phone calls, handling cash and giving change, issuing receipts, photocopying, running errands, and so on.

Some aspects are not advantages, but they cannot really be called major disadvantages either. After all, it feels like a new company, so it is understandable that some things are not yet fully established. However, if you care a great deal about the requirements of the Labor Standards Act and are extremely particular about every detail, some aspects may be difficult to accept.

The biggest disadvantage is that the manager seems to have little patience and does not manage their emotions very well. They sometimes speak very quickly, and their words can be very direct and impolite, which can make people feel uncomfortable. If you do something wrong without asking, you may get scolded. Sometimes, when you ask a question just to confirm something, they ask why you keep asking, then answer you in a rather unpleasant tone, or say nothing and simply demonstrate how to do it themselves.

During my first month, I felt that everyone’s work habits and pace were different and that I could not adapt to the work here, so I asked to resign. However, the manager rejected my resignation on the grounds that it differed from the period originally agreed upon and that they could not find someone who could work short-term. In a Line conversation, they promised to adjust how work was assigned and make it as clear as possible, and also apologized for sometimes using a poor tone. However, they later added: “I’ve used up all my patience on the children.” Personally, I found this additional explanation quite astonishing. Should everyone else have to bear the consequences of their poor emotional control? After various evaluations and negotiations, I still reluctantly worked until the agreed-upon date. (However, resignation is a formative right, so basically, the employee has the final say.)

The company does not have a time clock; attendance records are kept using paper sign-in sheets. There is no legal requirement regarding the specific form of attendance records, as long as they can be preserved long-term and made available for inspection. However, the sign-in time is simply written as the working hours originally agreed upon, such as 10:00–17:00 or 15:30–17:30. In other words, arriving early, the actual arrival time, the time you leave work, and how long you stay afterward are undocumented and will not be paid. There is a one-hour break during a full-day shift, during which employees eat on site; this hour is unpaid. The attendance record requires employees to fill in their work content, and after completing it each day, they give it to the manager for stamping and review. (Under the Labor Standards Act, unless employees are allowed to leave their workstations to eat, they cannot be unpaid for this time.)