台灣扣具NIFCO

The quality of internal and external window personnel needs to be re-educated! The following are other cases that are not representative of personal status. Ask the relevant commissioner about a product waiting for half a month, Then I called the commissioner to inquire about the situation but was told that the non-client business did not provide any services, I waited for half a month for a question, I called myself to ask and I was so disrespected, If you want to refuse, please call us directly. Otherwise, what is the significance of leaving the contact information at the beginning? I think this is no longer the spirit of service of Japanese companies! The whole process made me feel humiliated!

"Payment of wages...and a detailed calculation method for each item of wages should be provided; the same is true for those who are paid by piece.", "Employers should record the wages paid to workers for the special leave period and the number of days untaken each year in the section The list of labor wages stipulated in Article 23, and its contents shall be notified to the laborers in writing on a regular basis each year.” Article 23, Item 1 and Article 38, Item 5 of the Labor Standards Law are expressly stated. My salary details were requested by the Labor Conciliation Committee on September 10, 109, and the Taiwanese deduction refused to pay. After I filed a report, the Taiwanese deduction was fined NT$40,000 by the Taoyuan City Labor Bureau on February 20, 110. The salary payment is detailed to me. "When the labor contract is terminated, if the worker requests a certificate of service, the employer or his agent shall not refuse it." Article 19 of the Labor Standards Law has express provisions. This article is compulsory, and employers can only comply with it, and must not set any restrictions in advance or afterwards (such as adding restrictions to the contract), otherwise the violation of the compulsory provisions will be invalid. The service certificate was requested by the Labor Conciliation Council on September 10, 109, requested by telephone on December 2, 109, December 10, 109, and on December 10, 109, appointing a lawyer to send a lawyer's letter to request the deadline However, on December 31, 109, the station detainer sent a blank sheet to me, and the Taoyuan District Court ruled that the station detainer should issue a service certificate to me on March 19, 110. Received the service certificate on April 27, 110, and the Taiwanese deduction intentionally recorded in it the content of the facts that have nothing to do with work experience and undetermined facts. The letter was re-sent by me on May 3, 110 within a time limit, otherwise a separate report and a separate report In the lawsuit, I received the "Service Certificate" of the requested content on May 21, 110. However, there are still errors in the content of a simple service certificate, and the management and professional capabilities are worrying. In the future, depending on the circumstances, I will request a letter to re-send the "service certificate" with no error content, which does not rule out the recovery of legal rights through litigation.

The service is poor, it only serves business customers, and the external window just wants to shirk its responsibility for the general public, and does not want to provide services. No wonder the buckle is so easy to break

It is very not recommended to check the "Inquiry System for Institutions (Employers) Violating Labor Laws"; there are records of various violations punished by the Labor Bureau. Is it really a law-abiding Japanese business? It makes people puzzled~

Who came up with Article 6.8 of the promotion management method? First, it destroys the existing functional division structure; second, since management positions and specialized positions are considered equally important, why are the allowances for management positions and specialized positions different? Third, after the management position is transferred to a specialized position, the work content is obviously easier, and there is no need to bring people, but the total salary remains unchanged, and the balance and fairness between functions are lost; fourth, if the management position is removed due to insufficient ability, it is transferred to a specialized position. , Why can the total salary remain the same? Fifth, when the management position is transferred to a special position, the total salary remains unchanged, and then transferred back to the management position, but the salary can be increased again and again. Sixth, destroying employees' trust in the company's promotion evaluation system. Seventh, there is suspicion of profiting and protecting specific ethnic groups. In conclusion, it is strongly recommended to delete this provision.

It is good for employees to express their opinions through self-declaration or similar methods, but it also highlights the lack of management experience and the lack of two-way communication in the management unit. If it is just a one-way self-righteous reply, many problems are pushed back to employees or left to each department to find a solution. In this case, does the management unit really want to solve the problem? Or is it just to show everyone (especially to the Japanese) that it is doing something, and whether the problem is really solved is not the point. Please use more refreshments. It’s not good to have things done, but if they are done, it’s good to ask Amao Agou (or dispatch) to do it. The core of employees’ reporting of problems is to hope that the company will face up to the problems and solve them, instead of looking for reasons and finding excuses. Regulations are used to prevaricate employees, otherwise, for all employees, the company is just doing meaningless white labor.