* First of all, please clearly understand that although the nature of the company in the recruitment information is a "wholly foreign-owned enterprise", although the signboard of exela company is hung, it can be said that it is the management mode of low-end private enterprises in China, and there is no hint of foreign-funded enterprises at all (it can be realized from entry to departure). Never have the illusion that foreign companies have good wages and benefits;
* The company euphemistically said that in order to take care of the working hours of overseas customers, the working hours are required to be 10:00 ~ 20:00, including two meal breaks (1 100 ~ 1200,1700 ~/kloc- In fact, we have repeatedly "encouraged" (fooled) everyone to work quickly after eating, which made many workers believe it and go back to work after eating, which virtually shortened the rest time and extended the working hours (without any extra overtime pay);
* Although it is stipulated that the off-duty time is 20:00, it is rarely on time, and usually it will be extended by 5~ 15 minutes more or less, resulting in many employees missing the last bus home;
* The so-called "piece rate" in the recruitment information is actually not the piece rate that most people imagine. Under the guise of "more work for more piece work", the company creates an illusion for everyone and encourages all employees to go all out to maximize their work output. The company summarizes the work output of each employee at the end of each month, and takes the workload of the employee with the most actual output as the output index/standard of the month (in other words, only the employee with the first output completes the work output at 100%, and the percentage of the work output of all other employees is calculated based on the output of the first employee. For example, your output in the current month is half that in the first month, so your output is 50%. According to this logic, it is not difficult to understand that your salary does not depend on your actual work output. It depends on what percentage of your output is the first, so it may happen that although your output this month is more than last month, your actual salary is less than last month. For the company, the purpose and benefit of this is that only 1 employees can always complete 100% of the workload every month, and no one can ever exceed the output, thus saving the company's labor costs to the maximum extent.
* In addition, the most ridiculous thing about the so-called piece-by-piece work in the company is that no one knows how much money overseas customers give the company for each document, and the company has never told everyone how much money employees can get for each document. The only thing that the company has repeatedly emphasized to everyone is that it is wrong to enter a document (including: too many or too few characters/numbers or wrong entry), and 23 yuan RMB will be fined. From this perspective,
* input work, in fact, is to find and identify the correct information in each document for input, all documents are in foreign languages (mostly Nordic countries, a small amount of English);
* In the process of work, I need to concentrate highly and stare at the computer screen, which is very tired and hurts my eyes. If I am caught taking a nap, I will be fined 50 yuan;
* The basic salary of 2 120 yuan mentioned in the recruitment information is not really the basic salary. This 2 120 already includes allowances for meals, transportation expenses, attendance, etc., so 2 120 actually changes with the actual attendance rate. The real basic salary on the payroll is only 1200 yuan (at present, the minimum wage in Shaanxi Province is 654,300 yuan). These basic wages and benefits of employees are not reflected in the signed labor contract at all, including working hours.
* Working hours span two meals a day, but only one meal is made up (10 yuan), calculated according to the actual attendance days;
There is basically no rigid requirement for the company to recruit employees. As we all know, there is no guarantee for the wages of employees in companies without thresholds. The employees are highly mobile, and people resign or join at any time. For the company, they only care about the accuracy and output of the employment documents, and do not care about the treatment and career development of employees. For the company, every new clerk is actually a living cheap machine, and a documentary about cruel exploitation is being staged every day.
In this way, I am busy every month. On the premise of ensuring full attendance, not being late, leaving early and taking leave, and working hard, I am in my early thirties. Here, it is suggested that young job seekers should keep their eyes open and choose employers carefully when applying for jobs.