Employers Don't Care About You
Employers exploit their employees by withholding fair pay, overworking them, treating them unjustly, and not acknowledging their work achievements. The issue of employee exploitation is a prevalent problem in the workplace, which most people will likely encounter at some point throughout their career.
Employers are more interested in profits than employees.
Are employers responsible for their employees' financial well-being?
Employers are acknowledging their responsibility to help improve employees' financial well-being and are adopting financial wellness benefits in response to employees' evolving needs, and also their own budget constraints.
Are employers adapting their financial wellness solutions to their employees' needs?
According to the nonprofit Employee Benefit Research Institute (EBRI), employers are adapting their financial wellness solutions to their employees' evolving needs. EBRI surveyed 250 benefits decision-makers at U.S. companies with at least 500 employees in June and July, indicating that employers are attuned to the shift in financial wellness priorities and their own new budgeting constraints.
Could companies afford to be generous and balance the interest of workers?
According to a supporting argument, companies could afford to be generous and balance the interest of their workers in the past because the U.S. held a dominant position in the global market and produced a substantial amount of the world's goods. This exceptional time period allowed for greater consideration of worker well-being.
Employers are only concerned with job performance.
Do employees really care about the company?
Contrary to the misconception held by many employers that their staff only cares about the paycheck and not the success of the company, employee satisfaction surveys indicate that the lack of feedback can make workers feel underappreciated. Therefore, it can be concluded that employees do care about the company's wellbeing.
What do employees want from their work experience?
Employees want recognition, respect, trust, fair pay, and a flexible schedule from their work experience, according to the information provided in the text source. However, many employers are clueless about these basic human instincts, and hold common misconceptions about their employees. Shakespeare's work also explores the seven deadly sins that define human nature, but is otherwise not directly relevant to the question.
Do you know what your employees want from their health benefits?
According to Paula Harvey, vice president for human resources at Schulte Building Systems, knowing what employees want from their health benefits is important for employee retention. She advises employers not to simply look at claims numbers but rather to get to know their employees and their needs.
What should employers do about race and color discrimination?
Employers should provide equal opportunities for all workers regardless of their backgrounds and ensure that race and color discrimination does not hinder employees from succeeding in their jobs.
Employers value company loyalty over employee loyalty.
What is employee loyalty?
Employee loyalty is the act of staying with a company for an extended period of time due to feeling valued and appreciated, and believing in the company's mission. This can result in employees being more invested in the company's success and working towards achieving organizational goals.
Should employers reciprocate employee loyalty and effort?
According to Jeffrey Pfeffer, employers may not necessarily reciprocate employee loyalty and effort if there is no potential benefit to the company. This is because companies tend to have a calculative, future-oriented mindset and are not strongly bound by moral norms. Therefore, whether or not employers reciprocate employee loyalty and effort may depend on the potential benefit to the company.
Do company leaders want loyal workers who will stay on the job?
Company leaders want loyal workers who will stay on the job, and to achieve that, they need to understand and meet employees' basic needs. This is one of the six strategies for building employee loyalty, as stated in an article by SHRM.
Who is less loyal employee or employee?
Recent surveys have suggested that both companies and employees are less loyal to one another than they used to be [7] [9]. The degree of loyalty has not improved, based on the results of Industry Week's 1993 survey. The survey asked if companies and employees were less loyal than five years ago, indicating that both parties have seen a decline in loyalty.
Employers will not make exceptions for employees.
Can I make an exception to my benefits plan?
It is not legally possible to make exceptions for employees who miss the benefits election period according to the terms of the benefits plan. The only exception allowed is during a special enrollment period (SEP). This information was provided by G&A Partners in their article "What to Do if an Employee Misses Open Enrollment."
What happens if an employer refuses to comply with the mandate?
The given text states that if a significant portion of the workforce refuses to comply with the mandate, the employer may face a very difficult situation. Either the employer has to follow the mandate and terminate all these employees or deviate from the mandate for some employees, increasing the risk of discrimination claims.
Can employers require exempt employees to work a specific schedule?
Employers can require exempt employees to work a specific schedule or at least 40 hours a week without violating the federal Fair Labor Standards Act (FLSA). The important factor is that the exempt employees need to be paid their weekly salary without any deduction for the amount or quality of work done.
Can an employer discriminate against an employee?
No, it is illegal for an employer to discriminate against an employee in payment of wages or employee benefits based on certain characteristics such as race, color, religion, sex, national origin, age, disability, or genetic information.
Employers are likely to replace employees quickly.
How much does it cost to replace an employee?
According to the Society for Human Resource Management (SHRM), it costs an average of six to nine months of an employee's salary to replace him or her. For example, if an employee makes $60,000 per year, recruiting and training costs could range from $30,000 to $45,000. This financial incentive provides companies with a reason to keep current employees in place.
Should you keep or replace an employee?
When considering whether to retain or replace an employee, it is important to take into consideration the expenses involved. In the long-term, employees who have been with a company for many years may expect annual raises and benefits that exceed the value of their positions. This expense should be weighed against the value of retaining the employee.
What happens when you hire a new employee?
Hiring a new employee may result in a temporary lag in performance, especially when a position remains vacant for several weeks or while the new hire adjusts to the new role. This is particularly critical in high-level positions such as sales, where the delay can lead to a lasting loss of business.
How has well-being changed in the workplace?
Well-being in the workplace has declined across all industries, according to Gallup surveys. By February 2022, employee cynicism had returned to pre-pandemic levels and only 24% of workers believe their bosses have their best interests in mind.
Employers will not accommodate employees' personal lives.
What happens if an employer does not provide reasonable accommodations?
If the worker does not request a reasonable accommodation, the ADA does not require that the employer discuss or provide accommodations. However, it is recommended for the employer to inquire if the employee needs an accommodation once they are aware of the employee's medical condition in order to perform the essential duties of their position.
What is an employer's duty to accommodate?
The employer has a duty to accommodate employees who have requested it after returning from a disability leave, based on the advice of a physician. The nature of the accommodations requested depends on each employee's individual circumstances. It is a known duty to accommodate the employees.
When should an employer inquire about an employee's medical condition?
It is advisable for an employer to inquire about an employee's medical condition once they are notified. This is particularly important if the employee requires accommodation to perform the essential duties of their position. Certain state and local laws impose a higher standard on employers in this regard.
Should you accommodate ill or disabled employees?
Accommodating ill or disabled employees may come with additional costs, potential disruptions and alterations to established processes. Moreover, if a replacement is competently carrying out the duties, requesting accommodations may be perceived as further inconvenience. However, an employer has a duty to accommodate their employee's illness or disability.
Employers do not offer flexible work schedules.
Should you offer a flexible work schedule?
Considering offering a flexible work schedule to increase productivity and engagement of your team may be a viable option. Advancements in technology allow for efficient communication and collaboration regardless of location, making flexible hours highly attractive to employees.
What are flexible working arrangements?
Flexible working arrangements are work schedules or environments that do not have the usual constraints of a traditional work schedule job. They consider employees' personal lives and help them achieve a better work-life balance.
How can flexible work schedules improve employee turnover?
According to the data, offering employees a flexible work schedule can significantly reduce employee turnover. In fact, 36% of employees say that they are more likely to stay with a company that offers them a flexible schedule compared to one that doesn't. With turnover costing US companies a staggering one trillion dollars annually, incorporating flexible work schedules could be a beneficial solution to retaining valuable employees.
How to support culture among employees working a flexible schedule?
To support culture among employees working a flexible schedule, an effective way is through an employee recognition program. Recognition can be delivered anytime, anywhere and is an impactful way to enhance collaboration, morale, and productivity in your team.
Employers prioritize their bottom line over employee well-being.
Why does employee well-being matter to Your Bottom Line?
According to a SHRM article titled "Why Employee Well-Being Matters to Your Bottom Line," employee well-being directly impacts an organization's productivity and bottom line. Presenteeism, or reduced productivity due to health issues, can lead to even greater reductions in overall productivity. Fostering and maintaining employee well-being can have positive effects on an organization's financial success.
What are the benefits of employee well-being?
Investing in employee well-being offers significant opportunities for real ROI. Employers who create cultures of health witness 11% lower turnover rates than employers who do little to prioritize employee well-being. Therefore, prioritizing employee well-being can have a positive impact on the business.
Is there a link between employee well-being and low turnover?
Yes, there is an indisputable link between employee well-being and low turnover. Employers who prioritize employee well-being and create cultures of health see 11% lower turnover, according to Mercer's 2017 National Survey of Employer-Sponsored Health Plan.
Is workplace well-being at a turning point?
The article states that workplace well-being is currently at a turning point, and that employers need to view employee well-being as a means of enhancing business success. The focus is on redefining employee well-being as a tool for ensuring engagement, happiness, and health amongst employees, in order to ultimately guarantee competitiveness and profitability for employers.
Employers will not negotiate salaries or benefits.
What factors should an employer consider when negotiating a salary?
The complexity of the job's duties and responsibilities should be considered when negotiating a salary according to Truitt, an employer is more likely to negotiate up a salary range if the skill set is specialized.
Can an employer negotiate benefits with current and prospective employees?
Yes, an employer can negotiate benefits with current and prospective employees. This can play a significant role in retaining and hiring talent. However, navigating the legal, tax, and regulatory issues involved in benefits negotiations can be challenging.
What do employers not want you to know?
Employers do not want you to know that they are willing to hire you at your previous salary or at the lower end of your salary expectations. Additionally, they include benefits as part of overall compensation, and your base salary may not be the only factor determining your overall compensation package. Truitt notes that there are several things that employers do not want you to know when negotiating.
What happens if you don't negotiate a salary?
If a candidate fails to negotiate their salary, the company saves an additional $20k, according to a blog post on salary negotiation. However, the post suggests that companies may be willing to offer a higher salary within their established band if a candidate requests it. Negotiating a salary can result in a higher offer, but it's not always necessary.
Employers will exploit employees if given the chance.
How do employers exploit their employees?
Employers exploit their employees by withholding fair pay, overworking them, treating them unjustly, and not acknowledging their work achievements. The issue of employee exploitation is a prevalent problem in the workplace, which most people will likely encounter at some point throughout their career.
What is employment exploitation?
Employment exploitation is a situation where an employee is working in sub-par conditions or their wages are being held for work that is being completed, either voluntarily or through coercion. This information is provided by Luchansky Law, who are experts in the field of employment exploitation.
Are You being exploited and used?
If an organization is using its position of power over your life to benefit themselves, then you may be experiencing exploitation. This can occur when top management cuts corners at the expense of their lower-level employees. To defend against exploitation, employees have five rights they can exercise.
Is exploiting workers a problem in the US?
Exploiting workers in the US is an unfortunate reality that happens more often than we think, according to Green America. The abuse inflicted on workers is horrific and inhuman.
