崧瀚營造有限公司

1. Good company atmosphere (when there are no conflicts).

2. The company has few employees and a flat organizational structure. People with two or three years of experience may be able to make good use of their abilities, but those with only short-term experience have limited opportunities for learning and development.

1. The boss’s requirements are vague and frequently change, resulting in rework. Work messages are sent via LINE after work, on holidays, and during sick leave.

2. The company does not yet have complete policies, systems, or operating procedures.

3. I happened to test positive for COVID-19 shortly before leaving. I subsequently took sick leave two or three times because of hives caused by long COVID. While considering changing career paths, I took personal leave twice to attend interviews. While I was away, HR secretly looked at my private Gmail and learned that I had taken leave for interviews. HR then used LINE and went to great lengths to gain a verbal advantage, saying, “I used to work in sales, and the company uses the enterprise version of 104, so I can find out that you interviewed in Xinyi District.” HR inferred that I had been going to interviews whenever I had hives, and told me that if I intended to resign, I should return my uniform and keys the next day.

Anyone with even a basic understanding of the rule of law knows that, under the Personal Data Protection Act, 104 could not possibly provide an enterprise account with an employee’s interview schedule. The interviews taken during my two days of personal leave were invitations from foreign companies arranged through headhunters; they did not go through 104, and it would have been impossible for any record to be left on 104. I also called 104 to verify this, and 104 does not provide employers with this type of information.

After agreeing to return the items the next day and resign, I asked whether the company could provide a certificate of involuntary separation. I personally believed that, even if I ultimately decided to resign, I would still comply with the Labor Standards Act’s requirement of a ten-day notice period. HR was the one who secretly looked at my email and deliberately provoked me verbally, yet HR replied that it had “asked the competent authority, an accountant, and a lawyer” and that because I had “considered resigning and attended interviews without prior notice,” I did not qualify for involuntary separation. HR continued to make sarcastic insinuations in its messages. Anyone with even basic legal knowledge can see that its sophistry regarding voluntary resignation was fundamentally illogical.

4. I was required to sign the payroll statement on the day I returned the items, but my salary was not paid until four days later. Working hours were 8:30–12:00 and 13:00–17:30. On two or three mornings, I took sick leave and arrived at the company between 11:30 and 12:00; half a day’s pay was deducted directly from my salary.

5. One day, no matter how I used the company’s fingerprint scanner, it would not work. HR said I did not need to clock in anymore. I clocked out in front of HR almost every day, and HR never said that my fingerprint needed to be reset or that I should try scanning again. On my last day, HR said that it could still pay me for the days in October when I had not clocked in, making it sound as though this were a great act of generosity.

HR’s repeated contradictions revealed its narrow perspective and lack of logic, which I find pitiful. Its lawless attitude and repeated attempts to gain a verbal advantage only exposed its own shortcomings. Since I am also about to move from Taichung back to Taipei, I do not wish to file a lawsuit or seek labor-management mediation, so I am sharing only my genuine personal experience here.