71. Employers tamper with timesheet records
Employees can receive a reduced payment because employers are known to actively tamper with employee timesheets and payroll software.
By tampering with timesheets and payroll software, employers can show that employees can be paid lower than what they are entitled. With a reduced number of working hours, employers can pay a lower salary instead.
72. Employees are forced to take vacation days
Some employers are forcing their employees to take their annual leave entitlement (per their employment contract) because of mandated production shut-down or Christmas service holidays. Companies justify this because of low customer demand and that they do not need people around during this down-time.
During these periods, the cost of going on a holiday can be high. Employees are forced to pay more for their holidays during these peak periods.
73. Employees don’t get workplace counseling and support
Employees may not have access to employer-paid counseling for mental health issues, for mediation between employees, etc. Employer-sponsored supports and employee welfare programs do help employees in coping with the negative impacts of workplace life.
In smaller organisations, employees are expected to take matters in their hands and pay for their help and support.
74. Employee voices are not heard
Employees are not encouraged to speak out especially if things are not right. They are expected to take instructions, keep their heads and work.
This occurs when employees want to whistle-blow on fraudulent activities in the organisation. There may not be available employer-sponsored processes or systems for doing so.
75. Whistle-blowers are victimised
Employees want to do the right thing. When they see fraud being committed, they want to tell their employer about it.
Unfortunately, in most cases, the whistle-blowers are victimised. They then must leave the organisation because of internal pressures.
There are no prizes for doing the right thing. People just don’t want their negative actions to be exposed!
76. Desk-bound employees are prone to cancer
A study found that 25.7% of adult respondents were sitting for more than 8 hours per day and 44.6% were inactive. Such prolonged sitting has long been linked with a higher risk of obesity, heart disease, cancer, diabetes, and even death.
High amounts of sedentary behavior and low levels of physical activity have been linked to increased death risk as well as several chronic diseases.
77. Toxic workplaces impact employees’ mental health
Research over the past 20 years has associated toxic work environments with increased depression, substance use, and health issues among employees.
An employee who remains in a toxic work environment for long periods will increasingly experience mental health issues. This will also impact their productivity.
78. Employees can feel like an imposter
According to the Journal of Behavioral Science, it is estimated that 70% of the US population has experienced impostor syndrome. It is a phenomenon that manifests when people feel like frauds even if they are capable and well-qualified.
Employees can struggle to internalise their achievements. They are convinced that they don’t belong in a job that they have earned or that they don’t deserve their success. They often feel like they mistakenly were chosen for a role or just slipped through the cracks.
Although the impostor syndrome is not an actual medical condition, it is a form of intellectual self-doubt that can have negative effects on employees’ mental health. It can impact their career development and progression.
79. Better looking employees are preferred
Looks and physical appearance can significantly impact an employee’s position and progression in workplaces.
Research has shown that people who are considered more attractive get paid more, receive better job evaluations, and are generally more employable. It has even been shown that good-looking CEOs bring better stock returns for their companies.
80. Employers are not transparent with employees
Transparency is the most valuable organisational currency. It helps engender trust and respect in a world where many may question the organisation’s true intent.
When trust is lost, everything is lost – Bryant McGill
Yet as important as transparency is, only 18% of a Deloitte survey respondents believed they, as employers, have a transparent and open model for their employees. Thirty-seven percent were worried about their ability to create trust amongst their employees, 60% were worried about their employees’ perception of transparency, and 27% believed that a lack of transparency was creating a competitive disadvantage.