Our Principles Regarding Overtime

Whether frequent overtime is a norm is often a key consideration when seeking a new job; however, it can be difficult to accurately grasp a company’s true perspective or actual office culture regarding this matter. Therefore, we wish to clearly outline our philosophy here for the reference of prospective candidates.

1. We Prioritise “Productivity” over “Working Hours”

Overtime is a frequently discussed topic in the workplace, and we wish to transparently state the company’s position on the matter.
For us, overtime is not an absolute evil; the focus lies in the underlying reasons and the resulting output.
We categorize this into three types:

1. Overtime due to business growth (A Positive Cycle)

When the workload reaches a level where overtime becomes necessary, it signifies that the company’s business is actively growing.

• The Company’s Commitment: Overtime pay will be provided in accordance with regulations, and the results of business growth will be reflected in employee performance bonuses.
• Long-term Strategy: If this type of overtime becomes a recurring norm, it indicates an increased demand for manpower. In such cases, the company will initiate recruitment to address the gap, rather than allowing the team to suffer from long-term exhaustion or burnout.

2. Overtime due to suboptimal efficiency (Requires Improvement)

This refers to the inability to complete tasks within the “reasonable working hours” assessed by a supervisor, resulting in the need to extend working hours.

• The Company’s Position: For short-term adaptive overtime, the company will still provide overtime pay in accordance with the law.
• Action Plan: If overtime becomes a long-term issue due to individual performance, we will conduct a performance review (PIP/Performance Interview) with the employee to re-examine work methodologies and reassess their suitability for the role. We expect our team members to strive for efficiency rather than relying on extended hours to complete basic tasks.

3. Staying late for self-improvement (Non-Official Business)

If you choose to stay back voluntarily to delve into new technologies or read professional books, this is considered a matter of personal growth.

• Policy: Please clock out first before using company space for personal research (this situation does not count as working hours and is not eligible for overtime pay).

2. Conclusion

We do not advocate for a culture of ineffective overtime; our ultimate goal is “High-efficiency output within reasonable working hours”.

Of course, when critical business needs arise, we need team members who are willing to step up. Conversely, those who prioritize “leaving exactly on the dot” over “fulfilling their responsibilities” may find that their professional values do not fully align with ours.