Below-Average Pay: Compensation for most roles is under market value. When concerns are raised, management often cites outdated metrics and claims of budget limitations.
Executive-Only Compensation: While executive pay is generous, other roles are consistently told raises or adjustments are “not in the budget.”
Workload Overload: The company frequently downsizes and redistributes responsibilities without support.
ZERO training and onboarding for new hires. Management will lie in job interviews saying SOPs are in place. Once hired you are told to figure it out and that you will be frustrated for a year while we discover what SOPs are needed to be written. This is a huge lapse in communication because if a new hire knows there nothing in place for training they would ask for more money.
Forced Participation in “Voluntary” Programs: Employees are pressured to complete internal surveys like the “Employee Choice Award,” which undermines their voluntary nature.
Lack of Genuine Development: Managers show little interest in employee growth unless negative feedback reaches upper leadership. Any improvements are temporary and often revert once scrutiny fades.
Disrespectful Hierarchy: Employees are openly told they are less important than executives. Concerns are routinely deprioritized in favor of directors and managers. One director even stated, “I will ignore your questions in favor of answering a executive. YOu are not equal to them in this company.”
Employees are overwhelmed, and failure to meet unrealistic expectations often leads to disciplinary action.
Unreliable HR: HR tends to protect the company over employees. They may deny issues unless employees have thoroughly documented everything.
Mediocre Benefits: Health insurance and other benefits are not competitive and offer little to be excited about.
ZERO ACCOMIATION FOR PEOPLE WITH DISABILITIES.
- Don't allow service animals in building, HR will say they do but wont answer emails about setting up accommodation.
- No accommodation for people with mental disabilities
Stark Contrast with European Division: The European side of ICL promotes work-life balance, generous vacation time, and empathetic leadership. In contrast, the U.S. division emphasizes long hours, weekend work, and cost-cutting measures that benefit executives at the expense of staff morale. They get so much vacation that Americas has to pick up their work load.
Its hard to see the night and day difference. When the international ICL team visits corporate, they laugh at our quialty of life and work life balance.
