寶島海事檢定有限公司

- The environment is good, and there is a pantry.

- The company atmosphere is good, and there are also resources available for discussing cases. Senior colleagues, supervisors, and relevant professionals are all happy to help when consulted about how to handle matters.

- The work is challenging, and every case is somewhat different. You get to work with many different clients, which I feel is very helpful for personal growth and gaining experience. The other colleagues are also very experienced. Personally, I really like this atmosphere where everyone works proactively. There is a bonus for handling cases each quarter; I assume it is linked to the number of cases handled and performance. Cases are assigned on a normal rotation basis, rather than by supervisors, except for specially designated clients. Overtime can also be applied for as usual or exchanged for compensatory leave. (This doesn’t seem much like the reviews from a few years ago? I don’t know whether the company has made adjustments or what happened at the time. I also saw someone write that the most senior employee had been there for less than a year, but in fact, people who have been here for less than a year are relatively rare. I wonder whether something happened between that person and the company that prompted them to post such an emotional comment.)

- Including bonuses and the year-end bonus, the salary is considered high for southern Taiwan. Of course, the working hours may also be longer. However, this is the first company I have encountered that normally pays overtime, so I feel it is much better... (At my previous company, I was even forced to write that I was working overtime because of personal matters T T.)

- The company’s workload is also very stable, and can even be quite heavy. It feels like the company is continuing to develop, so at least there is no risk of the company going out of business because it is not profitable. The company is now being run by the second generation.

- Sometimes clients are very difficult to deal with.

- As mentioned in the pros, there are many cases, so naturally there are many things to handle. For people who are generally ambitious, this is a good thing, but those who only want to work leisurely every day may feel more pressure.

- Everyone needs to take turns being on duty. When it is your turn, you need to check after work and on holidays to see whether there are any new cases to take on. Just reply to the email first and handle the rest on a workday (a supervisor will tag you to remind you, so you do not have to keep checking constantly). I feel that some of the previous comments were a bit exaggerated and do not fully match the actual situation.

None at all

There is a metro, but if you ride out in the morning or afternoon for official business and return to the company, it takes a long time to find a parking space. The company likes one-person factories, expecting employees to handle tasks both within and outside their job responsibilities. The vaguer or more limited the job description on 104 is, the more details are hidden under “other duties assigned by the supervisor.” It is also common to see a position A being asked to do the work of position B or C, with everything described as “helping out,” only for it all to eventually become an obligation. Once someone is found, they refuse to acknowledge the original arrangement when it is time to hand the work back.

The company is clean and has a great view～

I’ve been working at this company for several years. During the interview, they mentioned that I might occasionally need to work shifts or reply to emails at night because of time differences for urgent overseas requests, but overtime or compensatory leave could be requested. I thought that was fine and agreed to it.

In practice, everyone basically leaves a little after 6 p.m.～

Sometimes, I can save up the overtime and use it to make up for being late in the morning by taking compensatory leave.

There are basically always snacks in the snack cabinet, especially tons of cookies after religious ceremonies～ Sometimes the boss suddenly treats everyone to drinks or afternoon tea, and occasionally there’s catered lunch, which is pretty good.

As for bonuses, they depend on how the cases are handled. Naturally, the better the work is done or the more cases are closed, the higher the bonus. Personally, I think it’s fine, and I don’t feel there’s anything particularly unfair about it～

The atmosphere at work is average and not very lively. Everyone is basically quiet and focuses on their own work. However, some people secretly form little cliques or like to suck up, which is a bit annoying. Otherwise, they’re constantly complaining about things. Although I’m a woman myself, you really do tend to encounter these kinds of situations in workplaces with a lot of women. It’s very annoying.

Also, since it’s a small or medium-sized company, there are, as with the companies I worked at before, issues with unclear systems and procedures.

Some people seem to be managers but aren’t officially our managers, so it feels like the only distinction is whether someone is senior or not（？

The work requires you to “communicate” with other people (or, to put it nicely, negotiate). Sometimes it’s quite stressful. There isn’t a particularly clear set of training materials to help you handle every situation, so you can only become more comfortable with it through experience and by doing the job longer～

Close to the MRT station, and the view from the company's upper floors is quite nice.

Occasionally buys employees drinks and snacks and pats them on the head.

The company violates the Labor Standards Act by forcing employees to take weekend shifts and stay alert for emails to accept new cases at any time. It even brazenly told employees that “we signed an employment contract agreeing to work weekends.” However, after actually checking a secretly retained photocopy of the contract, there was no such clause at all—it was completely made up. (Why say the copy had to be secretly retained? Because the company’s employment contract was not made in duplicate. From beginning to end, there was only one copy, kept in the company’s accounting office, and the company also prohibited employees from borrowing, photographing, or photocopying it. The more I thought about it, the more suspicious it seemed. It turned out that the person in charge dared to lie so brazenly because they were counting on us not having a paper copy of the contract.)

It would be bad enough to work ourselves to death with overtime on weekdays, but employees also have to devote themselves wholeheartedly to the company on weekends and cannot get proper rest.

On top of that, there is no additional allowance for taking shifts. The company will tell you that this is a “responsibility-based system.”

The company’s poor management has led to a high turnover rate and a severe staff shortage.

Yet the company still takes on and works on every ridiculous case, without considering whether the workload exceeds employees’ capacity. One person may be assigned nearly a hundred cases, and if the person in charge is dissatisfied with how any one case is handled, or a client complains that it is being handled too slowly, the person in charge will call you in and berate you, verbally tearing you down and treating you as worthless. Every mistake is blamed on the employee, while they never reflect on who pushed the employee beyond their workload capacity.

Bonuses and year-end bonuses are also distributed according to the person in charge’s mood. If they are in a good mood, you get them; if they are in a bad mood, they delay payment or reduce the year-end bonus by half a month. (Some employees receive 1.5 months’ worth of year-end bonus, while others receive 2 months’ worth. The amount depends solely on whether the person in charge likes you—there is absolutely no system.)

Everything above is the firsthand, hard-earned experience of someone who has been through it, with absolutely no fabrication or embellishment.

I hope everyone will carefully assess whether they really want to fall into this trap.

Let’s collectively boycott companies that break the law and exploitative old-school bosses!!

Close to the MRT station, with a great view from the company.

The company requires employees to sweep the floor every day and calculates overtime pay unfairly. The company requires employees to reply to emails at any time on weekends. In addition to completing their own tasks, employees are also audited and constantly monitored every day. The boss has a bad temper and will verbally abuse and personally attack you for no reason.

There really are none

Violates labor laws, with an extremely high turnover rate

Covertly pressures employees to work outside the hours explicitly stated in their employment contracts

Endless overtime, while supervisors act as though it has nothing to do with them

If you don't respond to a client's email within five minutes, they will call and berate you

Honestly, this company is terrible. Do not join!!!

If you work yourself into poor health, the company will simply find someone to replace you and will not care about you at all

Completely not worth anyone's effort!!!

The only advantage is the convenient MRT; otherwise, there are no other advantages.

Apart from the boss, the other shortcomings are still bearable.

The work includes entering key data, photocopying and binding documents, ordering lunch boxes, taking out the trash, and participating in Lunar New Year worship rituals. It’s quite simple.

A lot of time was wasted waiting during the interview process, which felt disrespectful to job applicants.

The work atmosphere is pretty good, and colleagues are all very friendly and willing to help each other. There is no backstabbing, because there is only one common enemy (see below)~

1. Overtime pay: It does not comply with the Labor Standards Act. Instead, regardless of the employee’s base salary, the company pays only NT$133 per hour in overtime pay;

2. Bonuses: When I joined, they promised that as long as monthly performance targets were met, there would be a year-end bonus. In the end, I received not a single penny—what a scam;

3. Travel: The official website and the interview both advertised employee trips, but after working there for two or three years, there were none at all. Another lie;

4. Year-end bonus: It is not transparent and basically depends on the boss’s mood. When the boss is in a good mood, they might casually give you half a month’s or one month’s salary; when the boss is in a bad mood, they will not give you a cent. There are absolutely no clear rules;

5. Maternity and childcare leave: Whenever a colleague is preparing to take maternity or childcare leave, the boss will definitely try every possible way to get rid of her. If that does not work, the boss will keep badgering her to end her leave early and return to work. This is not cool at all;

6. That’s all. Please choose carefully~

The office is clean and tidy.

The company provides some snacks.

This company has violated the Labor Standards Act!

After the violation, it continued recruiting under another company name, “Junwei International Business Law Firm.” In addition, it is questionable whether this law firm is a legitimate company! The link to its official website also cannot be opened.

This company advertises that it provides bonuses and gift boxes for the three major holidays, as well as employee trips. However, all of these depend on the boss’s mood. It would not be so bad if they merely depended on his mood; the key point is that he exploits workers by failing to pay legally required overtime wages, then uses the money obtained through this exploitation to decide, based on his mood, whether to give bonuses to employees. Employee trips likewise depend on the boss’s mood and whether he decides to hold one that year.

This company has also previously provided employees with only the minimum insured salary for labor and health insurance.

After employees returned from maternity leave and requested childcare leave, the boss would repeatedly call and harass them, telling them to hurry back to work.

During consecutive national holidays and disaster-related leave, employees were also required to be on call to handle work, but were not paid overtime even when they did so.