On Spotlight: Lessons From A Toxic Workplace

"Can you feel the vibe? It's toxic around here", says one colleague to another.

Are you able to relate to the scenario?

I'm sure some of you do.

If you have been working for a few workplaces over the last 5 years, I'm sure you would have encounter a toxic workplace which can suck the life out of you.

I was not spared either.

After the first lockdown in 2020, I had the misfortune of encountering a toxic workplace which almost ruined my career in the process.

Bear in mind that I was just almost a year into restarting my life after enduring the most difficult part of my life.

During the entire process, I had fought tooth and nail to maintain my innocence, reputation and career. Unfortunately, it wasn't just meant to be but there was a lot of lessons to be learned from here.

The Beginning of The End

As the dust has settled and it has been a year since my nightmare started, it is best that I pen this down here so that everyone can learn a thing or two from my experience. These things that I've highlighted is still happening on a day to day basis. So, read on how you can defend yourself if you are in such scenario.

After the first Covid-19 lockdown in 2020, companies around the world have been trying to find various ways to save cost by cutting manpower in their company.

With that in mind, I was transferred to work on a different project. That is the benefit of an outsourcing company where you can basically work for certain big companies as a third party.

However, little did I know, my nightmare was just about to begin.

9 Months of Nightmare

9 months is enough to give birth to a healthy child if you're pregnant. But for me, it's the start of a nightmare.

Initially, before I started my work, I was given the green light after passing all the training, assessments and tests. But then, this is where the problem starts.

While I was competent, a lot of things were deliberately delayed. Laptops, company medical insurance card, in-house trainings, work responsibilities and even KPIs are not set.

I was forced to wait almost 3 months before the issues were resolved and they asked me to go live on the floor.

However, some of the crucial information were hidden from me such as the KPI and parts of my work responsibilities. When I pressed for more information, they will usually ignore my request claiming that "they were busy".

One problem leads to another problem and I suddenly found myself being expelled from the project for no reason. I received a "leaked" email stating that I was forced out and I will be replaced by someone else.

The Cover Up and No Action Taken

Frustrated with the cruel tactics by my then manager, I raised this issue to the Director of Human Resources requesting for a full investigation on the issue.

As I slowly come to my senses, I written down the details on what has happened and transpired along the way. Therefore, when I wrote the email to the Director of Human Resources, I raised a series of clear faults, discrimination and breach of confidentiality and professionalism that had occurred at work.

Shortly after receiving my email, they commence their investigation. At the same time, I was issued PIP (Performance Improvement Program) as I was deemed non-performing in my job. There was no KPI set initially but they only set it during the PIP period which is unfair by law.

But the investigation took a very long time. I've submitted all the clear evidence I had but when I was called to a meeting with the HR Manager, he hinted to me to avoid crossing the line as he wanted to close the file.

By then, I understood the outcome of this investigation. Even when the HR policy has said that they would be fair and treat everyone with respect, it was just merely written in words, but not in action.

Fast forward 2 months later, they did proceed to close the case and fire the whistleblower of this case, which was me.

As for the perpetrator, she was promoted to a new role and hailed as a great "performer".

I took it further

S. 20 of the Industrial Relations Act 1967 provides a clause for every worker to be reinstated back in their job if they feel that their employer has unjustly relief them of their duties.

If the employer refuse to accept the worker back, a compensation must be paid to the worker for the loss of employment caused by the unjust act of the employer.

I refuse to accept defeat.

I fought. I filed a claim under S.20 of the Industrial Relations Act 1967 at the Industrial Office within 30 days.

The officers were kind enough to immediately accept my case and advised me on what to do. I also seek the advise of a kind soul here on LinkedIn.

But unfortunately, the duration of the case management have drained me mentally and physically. Even on the branch level, they tend to drag the case for so long. They claimed that they were always "busy" and unable to attend such small matter at the Industrial Office.

However, if the employer fails or refuse to attend the case management at negotiation stage, the case will be thrown to court for a judgement.

As they drag the case further, I have almost given up hope on getting anything out of the case. It wasn't easy. In that period, we were in the height of another lockdown when Covid-19 Delta variant strikes and employment was hard to come by.

Finally, a glimmer of hope.

6 months after I've filed the case, only then, I was called to a virtual meeting to negotiate my case.

The Negotiation

As I have submitted every piece of information to the Industrial Office, I was not scared. In fact, I have nothing to hide.

My former employer, on the other hand, did not attend the negotiation. Instead, they call up 3 people, who have no authority to decide anything on the case. These 3 people are a new Senior Human Resource officer, a Industrial Relations cum Employee Relation officer (hired for 6 months contract) and a Human Resource Business Partner.

Right on the outset, they started to attack my professionalism, work ethics and attitude at work. What turns out as a negotiation/mediation turns into a personal attack.

It took me and the mediator by surprise too.

But I was not deterred. The allegations given by them were not supported by any concrete facts. On each of the allegations made, I have successfully rebutted point by point and with full justification.

The screenshots, emails and certain documents have shown that they have in fact, breached my contract and did not respect me as an employee of the company.

However, I couldn't care less on winning or losing the claim. I just want the justice to be served.

With a strong rebuttal and due to lack of evidence on their side, they couldn't go on anymore. I realized that the more they go on, the more they feel that it is going to cost them.

After more than an hour of negotiation, they then decide to seek clarity from their higher ups to compensate instead of reinstatement back into the job.

Compensation

Once your case is in the Industrial Court for branch level negotiation, it is best to just settle it there once and for all.

As the outcome of the matter is just about the same whether it is at branch level or the Industrial Court.

Compensation on your lost months of employment.

If you're a probationer in your company, you can get back up to 12 months of your last employment salary.

But if you're a permanent employee, you can get up to 24 months of your last employment salary.

Lessons From This Unfortunate Encounter

It is undeniable that I've fought through a lot in order to get back the justice I deserved.

At times, I feel like it's just a waste of time and energy but if I didn't have the guts to do it, I would rather just be a coward.

But anyway, here are some of the big lessons that I've learnt from this toxic encounter.

1. Know and understand your rights as an employee. If in doubt, refer to your employment contract and ask a HR specialist here on LinkedIn.
2. Speak Up and Stand Up. A lot of employees feared for their career when being threatened or harassed by their manager. Stop having this fear in you and start to speak up. Your voice can be the gamechanger if you scream loud enough.
3. Seek For Support. I wouldn't be writing this down if I don't have support from the community here on LinkedIn. A bunch of amazing connections here on LinkedIn have helped me a lot during this tumultuous period.
4. Seek For Justice. If you feel that you had been hard done by or you have been unfairly dismissed, please seek that justice for yourself. Documentation is the key here for you to have any winnable chance to get back some amount of compensation.
5. Prepare a back up plan. Having a back up plan is always the key for you to survive this battle. Do you have a bunch of interviews lined up? Or maybe your side income from your online business? A back up plan can always help you to move along with your life without relying on the outcome of the case.

Last Words

No one likes to be caught in a toxic environment that can ultimately harm your own career.

But sometimes, we don't have much choice but to face it ourselves.

Our humanity are sometimes driven by greed, ego and selfishness. Your boss might be the one who have sold their souls to the devil.

Therefore, in order to face this and not allowing ourselves to get caught up with it, we must take the lessons learnt and plan our exit strategy.

Save up for at least 3-6 months of savings and look for greener pasture out there if possible.

Or if the situation gets out of hand quickly, do get out as soon as you can. Start executing your plan B after getting out of a messy situation.

Until then, stay safe and take care.

~ Cazey Tan, Content Creator on LinkedIn