旻品企業有限公司

Punctual working hours

Hiring in April, hiring in May, hiring again in June—there’s no need to say more; everyone knows how high the turnover is at this company and how picky it is.

Even though the entire company has fewer than 10 people, four of them are family members.

It sounds nice to call it international sales, but in reality, it’s assistant work. The main tasks are doing odd jobs, packing, and checking goods. You have absolutely no autonomy in carrying out tasks; you have to ask the people above you about everything before you can proceed. Oh, sorry—the person above you is still a young heir who has never worked outside the family business and has no foreign trade experience! They rely entirely on their own illogical “logic” to do things and still think they’re amazing.

The international sales position is really just assistant work, so think about what an international sales assistant actually does. The work is definitely even worse than that of a regular sales assistant! If someone without work experience wants to take the job, it will definitely teach them illogical and incorrect ways of doing things.

Aside from the work itself, the personnel situation is even more “excellent.” The company is absolutely more of a concentration camp than a concentration camp: illegal surveillance, monitoring of employees, coworkers forbidden to talk to one another, and an office that is completely dead silent. Every absurd thing you can and cannot imagine happens here, accompanied at all times by pervasive incense smoke and the cooking fumes from the female owner’s meals.

Anyone planning to work here should be mentally prepared: you may be fired at any time before completing even one month, depending entirely on whether that family is in the mood to do so.

Punctual working hours

They recruit in April, recruit again in May, and once again in June. There is no need to say more—everyone knows how high the turnover is at this company and how picky they are.

Even though the entire company has fewer than 10 people, four of them are family members.

It sounds good to call it overseas sales, but in reality it is assistant work. The main tasks are doing odd jobs, packing, and inspecting goods. You have absolutely no autonomy in carrying out tasks; you have to ask those above you about everything before you can proceed. Oh, sorry—the person above you is still a young heir who has never worked outside the family business and has no foreign-trade experience! He completely relies on his own illogical logic to do things, yet still thinks he is amazing.

The work in overseas sales is all assistant work, so think about it: what does an overseas sales assistant actually do? The duties are definitely even worse than those of a sales assistant! If someone without work experience wants to go work there, they will definitely learn illogical and incorrect ways of doing things.

Aside from the work itself, the personnel situation is even more “excellent.” Internally, the company is even more like a concentration camp than a concentration camp: illegal surveillance, monitoring of employees, coworkers not being allowed to talk to one another, and an office that is completely dead silent. Every kind of absurd thing you can or cannot imagine happens here, accompanied at all times by incense smoke and the fumes from the female owner cooking.

Anyone planning to work there should be mentally prepared: you may be fired at any time before even completing one month, depending entirely on whether that family happens to feel like it.

1. Punctual working hours, not off by a single second (given a 5-star rating *****)

2. The work itself is not difficult (though somewhat miscellaneous), and you can get the hang of it quickly.

(These points exclude personnel-related issues, but once those are added, the difficulty increases... in the end, it depends on your personal EQ)

This platform is really cool: job seekers can mentally prepare themselves before stepping on a landmine. Previously, the operator's second generation once claimed on another page that they had been "brainwashed" by other employees. Everyone is an experienced member of society with the basic ability to distinguish right from wrong. Do you think people will necessarily believe whatever one person says? I believe only this company's operators would have such an understanding.

If you tell too many lies, one day you will be exposed. One person speaking up may perhaps lack evidence, but if two, three, four... people all express the same sentiment, then it is no longer just that person's problem. (You don't need to make me gather every employee I know, do you? By then, I wonder who will be unable to defend themselves.)

Sharing the experience of someone who has been there: if the operators feel something is inappropriate, they should improve it, rather than blindly continuing to survive in the industry by taking the operators' perspective and treating accumulated errors as truth. Over time, they will naturally be eliminated. That is the ultimate purpose of this platform.

*1111 Job Listing Benefits Analysis

Company members: Management level: the boss + his wife, purchasing manager + sales manager (registered at the same household address)

Others: accountant, domestic sales, warehouse management, packaging.

Q1 Employee trips: After completing 2 years, a subsidy of NT$15,000; after 1 year, (1/2) NT$7,500 (at least it is better than nothing)

Location: It looks impressive, but the level-one supervisors who vote make up 1/2 of the voters, so there is actually not much room for discussion.

Leave calculation: annual leave is deducted if you have it; wages are deducted if you do not.

(Supplement 1. Before being reported in 2017, annual leave and wages were always compulsorily deducted; even not coming to work meant being forced to take leave and lose pay. Maybe this has been improved now—not that this benefit was canceled, but perhaps it is now being generously offered.)

Supplement 2. The previous statement by the second-generation operator on the website said that the short five-day employee trip was enough to affect the company's operations and could cause losses of tens of millions. (OS: Wow, that's impressive.)

Supplement 3. Should employee leave be deducted for an employee trip?

The Labor Standards Act's answer: An employee trip is organized by the employer to reward and慰勞 employees for their hard work, strengthen emotional ties among employees, and relieve employees' physical and mental fatigue. Pursuant to Paragraph 2 of Article 38 of the Labor Standards Act, the dates of special leave are scheduled by the employee.

***In plain language: Employee trips may not be deducted from annual leave or wages, regardless of whether the employee participates.

Q2 Year-end bonus: It is recommended that you clarify this more thoroughly during the interview, rather than being misled by the one-sided phrase "based on individual performance." This wording leaves too much room for debate. The people who review and approve it are the same group of "supervisors." Even if performance has actual figures, they are only listed as a reference; the final decision still rests with the people mentioned above.

Q3. Work bonus: Having a dream is beautiful, and hope follows.

Before the EyeCom platform was revamped, the operator's second generation once stated: The company has operating costs and all kinds of expenses. I think that is all nonsense. If sales reach the targets everyone talks about, then just pay it straightforwardly—don't be so fussy and deduct this and that when it is time to calculate, then claim that the products were sold at a loss. Hahaha, I really cannot think of what was sold at a loss (if there really was such a problem, wouldn't it also have been reflected to the customers?). If you don't want to pay it, there is no need to make the offer sound so nice. Sick...

Q4. Year-end banquet + spring banquet + afternoon tea + employee dinners --> These should all count as the same item.

What is worth mentioning is the afternoon tea. The most common occasion is birthdays, when everyone awkwardly sings "Happy Birthday" face-to-face and makes superficial small talk. I imagine everyone's feelings are indescribable.

===Some rambling===

The 1111 employee benefits description needs to be much more detailed than the brief summary on 1X4 Human Resources Bank. If there is a chance in the future, I will add more details. (The EyeCom platform was revamped, so the previous content and data were also lost.)

This is a standard family-run company, clearly lacking in "justice," "impartiality," and "reasonableness." It is as if they make their own laws; anything they say today can be overturned by themselves at any time. There is no such thing as a standard procedure—perhaps this is the tragedy of a small company. What's more, the person who "will" or "has already" taken control of the company thinks they are great. If you created it yourself, I would sincerely applaud you, but there is not much point in discussing the issue with someone who does not think a problem is a problem.

Completing a process requires the cooperation of the entire company, but there are always people standing by watching the spectacle, waiting for the opportunity to strike, regardless of their age or seniority. When something goes wrong, no one involved is willing to take responsibility; they simply shift the blame first. Front-line sales have to bear the brunt, while the boss watches coldly from the sidelines. Who is right and who is wrong? Explain it clearly! Are you blind? If even the person responsible for handling it is unwilling to face it, what are the others supposed to say?

The employees are like this, and so is the boss. When sales report a customer complaint, the boss does not dare admit it to his "wife" and simply blames sales. When the time is right, the "wife" comes to berate them. The boss always says, "I don't know; I'm not clear about it." Are meetings being held for nothing? The matter was clearly reported "many times" in meetings. They make a note of it and settle the accounts together at the end of the year. They demand that you demonstrate the utmost loyalty as an employee, then stab you in the back. Staying there is really just for a meager salary..... Everyone is aggrieved, hahaha!!

Employees sell out colleagues to please the boss. The boss exchanges information with employees to obtain more information, and even releases false information to make employees dislike one another. There are only a few people here, but human nature becomes even more transparent. It is quite fascinating, really. This is my firsthand experience. If you want to experience it yourself, go and see—you are guaranteed to be thrilled.

Punctual working hours

1. On employees’ first day of work, the company does not enroll them in labor and health insurance as required by the Labor Bureau.

2. When laying off employees, the company does not follow the Labor Standards Act and refuses to provide proof of termination.

3. The company illegally monitors employees’ computers and surveils their Skype. It is not because they think employees will poach clients, but because they do not allow any employee to say anything negative about the company—even constructive suggestions are not permitted. The entire company is like a concentration camp.

4. In addition to computer monitoring, the company also monitors employees in person. The company does not allow employees to become too close privately. During work hours, employees are generally not allowed to talk except about work. If someone says even one sentence—for example, asking a coworker, “Are you going to get some water?”—the boss’s wife immediately comes over and stands next to them.

5. There is no internet or phone signal around the company, but the company does not provide Wi-Fi for employees, so it is completely an enclosed space. If there is an emergency at home, it is completely impossible to contact anyone outside.

6. When employees resign, the company refuses to provide proof of employment separation, saying, “Our company simply never provides it.”

7. Employees only receive seven days of annual leave after two years of service. The company only followed the Labor Standards Act after being reported.

8. The company organizes employee trips, but employees who do not go are not allowed to come to work because the boss’s wife is not at the company to monitor them. Employees are forced to take leave and have their pay deducted.

9. The company is a family business. Basically, they do whatever they want and believe that, since it is their family’s company, they have the final say. However, they have received many government subsidies, including subsidies for participating in exhibitions, while bullying employees and failing to comply with the Labor Standards Act.

10. The company illegally evaded taxes. It only restrained itself after a former employee reported it and the National Taxation Bureau issued a fine.

Employees considering working there, please think carefully.

Punctual working hours

1. On the employee’s first day of employment, the company did not enroll them in labor and health insurance as required by the labor authorities.

2. When laying off employees, the company did not comply with the Labor Standards Act and was unwilling to provide termination certificates.

3. The company illegally monitored employees’ computers and Skype—not because it thought employees would poach clients, but because it did not allow anyone to say anything negative about the company. Even constructive feedback was not permitted; the entire company felt like a concentration camp.

4. In addition to computer surveillance, the company also monitored employees in person. Employees were not allowed to become too close privately, and talking at work apart from work-related matters was generally discouraged. If you said even one sentence, such as asking a colleague, “Are you going to get some water?” the owner’s wife would immediately come over and stand beside you.

5. There was no internet or phone signal around the company, but the company did not provide Wi-Fi for employees, so the workplace was completely isolated. If there was an emergency at home, it was entirely impossible to contact anyone outside.

6. When employees resigned, the company was unwilling to provide certificates of employment, saying, “Our company simply does not provide them.”

7. Employees received only seven days of annual leave after two years of employment. The company began complying with the Labor Standards Act only after being reported.

8. The company organized employee trips, but employees who did not go were not allowed to come to work because the owner’s wife could not monitor them when she was away from the company. Employees were forced to take leave and have their pay deducted.

9. The company is a family business and basically does whatever it wants. They believe that because it is their family’s company, they have the final say. However, they received substantial government subsidies, including subsidies for participating in exhibitions, while bullying employees and failing to comply with the Labor Standards Act.

10. The company illegally evaded taxes and only became more restrained after a former employee reported it and the tax authorities imposed a fine.

Employees considering working there, please think carefully.