多向思考補習班(百大資優教育集團)_多向推理文教有限公司

Thinking of one is already a win.

1. Underreporting employees’ labor and health insurance premiums despite high salaries

The legally mandated minimum wage is transferred into employees’ payroll accounts,

then the remaining wages are paid in cash.

They openly use the minimum wage to calculate and pay employees’ labor and health insurance premiums.

2. Underreporting the 6% labor pension contributions that should be paid despite high salaries

The legally mandated minimum wage is transferred into employees’ payroll accounts,

then the remaining wages are paid in cash.

They brazenly use the minimum wage to calculate employees’ 6% labor pension contributions.

3. Absolutely no overtime pay

They make it clear from the outset that overtime will not be paid.

They brazenly violate the Labor Standards Act.

If you don’t like it, don’t work here.

4. Excessive working hours

The 30-minute daily meal break is effectively nonexistent,

because there is no time to eat and employees must continue handling work matters.

Employees are often required to visit schools outside working hours or before work

(to distribute flyers and promote the company), or to attend meetings.

Both meetings and school visits take a lot of time,

and there are other ad hoc tasks to handle as well.

Employees must use their own time for all of these activities—

in other words, they must complete them during their non-working hours.

These hours are not recorded,

so naturally no overtime pay needs to be provided.

5. Salary withheld in advance for the first three months

For new employees who have just joined,

NT$5,000 is withheld from their salary for each of the first three months

(NT$15,000 in total).

It is not paid until they sign a contract after the three-month period.

If they leave during the first three months,

the withheld money is not returned.

6. Payslips

When salaries are paid each month,

the company does not provide payslips to employees.

It only asks you to sign, then takes the document back.

Even if you ask a supervisor for the payslip,

they will say, “The director said this cannot be provided.”

If it cannot be provided, it cannot be provided—

they absolutely refuse to give it to you.

7. Employment contracts

When signing an employment contract, there should originally be two copies,

but they have their own way of doing things.

After the employee signs, they take it away

and do not leave a copy for the employee to keep.

They stubbornly refuse to give you one, just the same.

8. Non-compete clauses

After employees leave, they are still required to sign a non-compete agreement.

As mentioned above, the employee is not given a copy after signing.

Once you sign, they take it back.

Nor is there any legally required reasonable compensation.

If you refuse to sign,

the salary for the month before leaving is… “temporarily withheld.”

What a clever move, what a clever move.

Article 9-1 of the Labor Standards Act

If the following requirements are not met, an employer may not enter into an agreement with a worker restricting competition after resignation:

1. The employer has legitimate business interests that require protection.

2. The position or duties held by the worker allow the worker to access or use the employer’s trade secrets.

3. The period, geographic area, scope of occupational activities, and prospective employers covered by the non-compete restriction do not exceed a reasonable scope.

4. The employer provides reasonable compensation for losses suffered by the worker as a result of not engaging in competing activities.

The reasonable compensation referred to in Subparagraph 4 of the preceding paragraph does not include payments received by the worker during employment.

An agreement that violates any of the requirements in Paragraph 1 is void.

The period of a post-employment non-compete restriction may not exceed two years. If it exceeds two years, it shall be reduced to two years.

To be continued

Training

The supervisor likes to berate new employees

The teacher's professional competence... hehe

I. Overtime pay

The supervisor stated that there would be no overtime pay.

The company does not provide overtime pay during periods of overtime work.

Based on the clock-in records,

I often worked outside the regular working hours agreed upon with the employer,

but was not given any additional overtime pay.

In addition, the employer or supervisors sometimes required employees

to work outside regular working hours (distributing flyers, recruiting students, etc.).

There was no compensatory leave or overtime pay provided afterward.

II. Employment contract and pay slips

The company and I signed an employment contract.

I wanted to obtain and keep a copy of the employment contract

to avoid any related disputes that might arise in the future.

However, my supervisor told me

that the employment contract could not be given to me.

I instinctively thought that the employment contract should be made in duplicate,

so I asked: Why?

The supervisor replied: The boss said employees are not allowed to take it home.

In addition,

employees are also not allowed to keep their own pay slips.

My supervisor told me:

The contents of the pay slips

could be asked about and copied down,

but they could not be taken home.

The supervisor said this was also what the boss had instructed.

Note: After 2017,

the new Labor Standards Act provisions came into effect.

I do not know whether the rules have changed now.

III. Salary payments

The company had a special rule when paying salaries.

The salary was paid separately as the minimum wage and the difference between the salary and the minimum wage.

For example:

My salary was NT$28,000.

The company deposited NT$20,008 (the minimum wage)

into my salary account.

The remaining NT$7,992 (NT$28,000 - NT$20,008)

was reduced by labor and health insurance premiums and other items

(I also forgot exactly what was deducted, because I was never given a pay slip),

and the remaining balance was then paid to employees in cash.

IV. Salary withheld from new employees

The company had another rule regarding the salaries of new employees.

New employees had a three-month probationary period.

During these three months,

NT$5,000 would first be withheld from their salary

and paid all at once on the payday of the fourth month.

For example:

If my salary was NT$28,000,

the salary I received in the first month was NT$23,000 (NT$28,000 - NT$5,000)

(and it was withdrawn partly through salary transfer and partly in cash).

The salary I received in the fourth month was

NT$28,000 + (NT$5,000 × 3) = NT$43,000.

However, new employees who resigned within the three-month period

could not receive the NT$5,000 in withheld salary.

For example:

A new employee who resigned in the second month

could not receive the NT$10,000 in withheld salary.

It seems that someone really did resign during this period, was actually charged the withheld amount, and could not get the money back.

V. Break time

Basically, there was 30 minutes of break time per day.

However, you had to find the time for this 30-minute break yourself,

and there was generally no free time throughout the day.

Even meals had to be eaten while taking care of other tasks.

The 30-minute break effectively existed only on paper.

VI. End of the workday

Usually, you could clock out and leave at 10:00 p.m.

However, the other colleagues were usually still there

because they had not finished their work.

Therefore, leaving on time was impossible.

There was also a rotating duty shift,

which involved locking up after the other colleagues had left the office.

This usually did not finish until around 10:30–11:00 p.m.

Sometimes, if the work could not be finished, employees were also required to come to the company early to deal with it.

However, none of these additional working hours were paid as overtime.

It was all supposedly because we were not competitive enough and deserved the blame for not finishing the work, hehe.