杰森生物科技有限公司

Occasionally, the company cooks, which can cover one meal (but you often have to bring your own ingredients); coffee machine; snacks for religious offerings

(1) More and more employees are leaving the company, yet the company has never actively looked for replacements.

(2) Employees who are not in the same department are all required to help with workloads outside their own departments.

(3) There is no overtime pay, but being late still results in a deduction for every minute, and even the perfect-attendance bonus is deducted (the perfect-attendance bonus is NT$2,000).

(4) The company compares employees with other companies’ employees who have different workloads and job responsibilities, and then berates its own employees for performing poorly. In reality, every employee bears an extremely large and heavy workload; even if there is no credit, there is certainly hard work. As long as the boss feels that the order volume is not high, coworkers are still harshly berated. Employees have to sacrifice their health, work themselves to the bone, and give up their personal lives to be considered good examples (one coworker regularly works overtime until the middle of the night—this is the kind of “excellent” employee the boss likes).

(5) The customer service workload is outrageously heavy. If there is even one thing in an online customer-service response that does not satisfy the boss, the boss immediately calls and berates the employee mercilessly!! It is no exaggeration to say that the boss directly uses profanity, including “fuck your mother”!

(6) When discussing how to handle the remaining leave upon resignation, either cashing it out or taking it before the final day can be handled according to the Labor Standards Act. However, the female boss in charge of the company will haggle over everything she can, and will even secretly record the conversation on her phone to confirm that the resigning coworker agreed to the illegal arrangement she proposed. Is she afraid that the other party will file a complaint with the labor bureau later?

(7) From beginning to end, the company has never believed that the employer should at least fulfill its basic duty of caring for employees as required by the Labor Standards Act. Instead, it demands that coworkers have a sense of responsibility and work themselves to the bone for the company.

Occasionally, the company fires up the grill, which can cover one meal (but you often have to bring your own ingredients); coffee machine; offerings for worship

(1) More and more employees are leaving the company, yet the company has not been actively looking for replacements.

(2) Employees who are not in the same department are all required to help with workloads outside their own departments.

(3) There is no overtime pay, but being late still results in deductions after just one minute, and even the perfect-attendance bonus is deducted (the bonus is NT$2,000).

(4) The company compares employees unfavorably with other companies’ staff despite differences in workload and job responsibilities, claiming that its own employees perform poorly. In reality, every employee bears an extremely large and heavy workload; even if they receive no credit, they have certainly made a great effort. Whenever the boss feels that the order volume is not high enough, colleagues are still harshly berated. Employees are expected to sacrifice their health and personal lives for work to be considered good examples (one colleague regularly works overtime until the early hours of the morning, and this is the kind of employee the boss considers outstanding).

(5) The customer-service workload is absurdly heavy. If even one sentence in an online customer-service reply is not to the boss’s satisfaction, the boss immediately calls and verbally abuses the employee mercilessly. It is no exaggeration to say that the boss will directly hurl extremely vulgar insults.

(6) When discussing how to handle remaining leave upon resignation—whether to cash it out or take it before the final day, both of which can be handled in accordance with the Labor Standards Act—the manager-owner will exploit the situation wherever possible. She will even secretly record the conversation on her phone to confirm that the resigning colleague agreed to the illegal arrangement she proposed. Is she afraid the other party will later file a complaint with the labor bureau?

(7) From beginning to end, the company has never considered that the employer should at least fulfill its basic duty of care toward employees as required by the Labor Standards Act. Instead, it demands that colleagues show responsibility by sacrificing their health and personal lives for the company.

The company provides free snacks and a coffee machine.

A super-profitable yet stingy and penny-pinching company!

They are understaffed but do not hire more people, instead making everyone share the workload.

You clock in for work, but when you clock out, you are responsible for getting the job done. They even scold you for suggesting flexible working hours, saying, “This isn’t part-time work.”

They dock your pay for being one minute late. When you work overtime, they tell you to be passionate about the company and not think about money.

When profits are high, they do not pay out larger bonuses; when profits are low, they cut everyone’s basic bonuses, saying, “We must stand together through difficult times.”

If you try to negotiate for a bonus, they tell you the company is under no obligation to pay one and that you should be grateful for whatever you receive. Otherwise, they would rather not pay any bonus at all.

The compensation is not competitive, and bonuses and the like are merely wishful thinking.

They constantly say that employees are family, but in reality, they treat you as labor rather than talent.

Using your physical strength is valued more than using your brain, because the company cannot see your brain.