Let's shed some light on the concerning practices of certain service-based companies that exhibit a dual nature when it comes to their treatment of employees. These organizations, while projecting a positive image to clients, often fail to live up to the same standards when it comes to their employees' welfare and well-being. This document aims to expose the various issues faced by employees, including stagnant salaries, after-hours work without compensation, lack of appreciation and promotion, unfair policies, visa-related challenges, unsupportive management, and minimal perks. Stagnant Salaries: One of the most disheartening aspects of working for these two-faced companies is the lack of salary increments. Despite employees' hard work and dedication, their compensation remains unchanged for prolonged periods. This stagnant approach to salaries not only demotivates employees but also fails to acknowledge their contributions to the company's success. After-Hours Work without Compensation: Employees often find themselves bound to respond to client requests even after regular working hours. This expectation of constant availability places a significant burden on individuals, as they are unable to achieve a healthy work-life balance. Moreover, these additional hours are rarely compensated, leaving employees feeling undervalued and overworked. Lack of Appreciation and Promotion: Despite putting in considerable effort and achieving notable milestones, employees receive little to no appreciation from the company. Recognition for a job well done is crucial for maintaining motivation and job satisfaction. Additionally, promotion opportunities are scarce, leading to a lack of career growth and a feeling of stagnation among employees. Threatening Employees with Policies: Two-faced companies often use their policies as tools to intimidate and control employees. These policies are enforced in a manner that instills fear and discourages employees from advocating for their rights or questioning unfair practices. Such an environment hampers creativity, innovation, and the overall well-being of employees. Visa-Related Challenges: Employees facing visa issues, such as being unable to leave their home country due to circumstances beyond their control, often face additional hardships. These companies may choose to transfer their salaries to their home country with reduced pay, disregarding the financial commitments the employee has made, such as rent, mortgages, and other expenses denominated in US dollars. This unfair treatment further compounds the challenges faced by employees. Unsupportive Management: The reporting managers within these two-faced companies are often far from supportive. They may fail to address the concerns or needs of employees, leaving them feeling unheard and demoralized. The lack of guidance, mentorship, and support from management hinders professional development and negatively impacts employee morale. Hierarchy and Green Card Process: If an employee seeks an exception to file an i140 application to initiate the green card process, they are met with resistance or outright hostility. The company's reluctance to support employees in this critical step of their career progression shows a lack of concern for their long-term well-being and professional growth. Discrepancy in Compensation: While these companies may charge significant sums of money from their clients for the services provided, employees often receive minimal compensation in return. This stark disparity between the value generated by employees and the compensation they receive creates an unjust and imbalanced work environment. Minimal Perks and Slave-Like Work Conditions: These two-faced companies often fail to provide meaningful perks or benefits to their employees. Employees work tirelessly, often sacrificing personal time and well-being, without adequate rewards or incentives. This exploitative work environment, akin to modern-day slavery, diminishes morale, job satisfaction, and overall mental health.
Work hard and LC and find a 'real' job. Most people I know are lazy and stuck with those stupid companies. Some are lucky to get converted to full time with the client.
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L4 Google -> 45 interviews, 5 offers, AMA
The comp gap bewilders me. If client knows that the consultant is getting 50% of what’s paid to the service company, why would client think it’s a good deal, knowing that half of the price didn’t go into the actual talent, but the middle agency ?