10 signs to detect if your employer is an abuser before hitting him
Abuse is not an old headline among Filipino workers abroad. Serious cases of employer abuse, from the story of Flor Contemplacion, to the executed Jakatia Pawa, to the most recent, Joanna Demafelis, the lady kept in a freezer, had marked sick scars in our history and had sown fear among the aspirants. to OFW.
The government has already imposed measures to protect foreign workers abroad, including a ban on deployment in countries with poor regulations on expatriate workers. Abuse is everywhere, it can happen to anyone and anywhere, even in non-domestic jobs.
There will never be a perfect employer. Even those with impeccable values can become darker and abuse their power as a superior. Foreign employers may tend to look down on their employees, especially those countries that still value slavery in their culture or those that regard foreigners as second-class citizens.
Harm to an abusive employer does not only include physical harm, this also includes psychological, emotional, and social harm. For overseas workers and aspiring freelancers, there is a way to detect if you are targeting an employer who has a strong chance of intimidating you.
Here are 10 common indicators of an abusive employer to watch out for before they hit you in any way you know of:
1. Obvious illegal abuse, such as unwanted physical contact, inappropriate comments, and other treatment that you know is prohibited by law.
2. Yells at you, either in front of others or behind closed doors, to demean you and undermine your confidence. He always makes you feel bad, worthless and incapable of what you are doing.
3. He collects your passport and visa and keeps them somewhere out of your knowledge or access.
4. When you are too demanding with the results of your work. Usually this is normal, but if you think you’ve done everything you can but still feel it’s not enough, you may just be being abusive.
5. When you speak ill of people who are not present or even stab you in the back when you are not around.
6. When you limit yourself to talking with family or friends even during recess. It may even pick up your personal phone and prevent you from leaving. It can even prohibit you from talking to anyone, including your coworkers, or you can tell everyone to stop socializing with you.
7. When it always verifies what you are doing and monitors you every minute. He controls your time, even your minute breaks.
8. He wants you to work on your day off and often asks you to work overtime.
9. Invade your privacy. He can eavesdrop on your private conversations or even alter your personal affairs.
10. Stress in the workplace is also a reliable indicator of how abuse affects your well-being.
If the abuse is still manageable, a finding published in the Journal of Applied Psychology had shown that acts of kindness towards them could lower the chance that they will become harsh or rude to you. Showing them doses of compassion and empathy can lower the risk that they will hurt you.
However, if your employer went beyond the limits, one must be prudent and cautious about anything that may happen.
OFWs are advised to document incidences of abuse. Have all the encounters recorded on your phone or, if to no avail, in a notebook, with details on when and where they happen. You can back this up with a list of the names of the witnesses, if there are any.
Have it reported to the nearest embassy office or any government-related affiliate. Let your family know your current situation and notify your respective recruitment agency. Keep important contact details handy in case of emergency.
If the abuse could already be classified as a crime, such as sexual harassment or discrimination, you can now seek legal help from the government to help you file the appropriate charges.
Leaving your job can be the most difficult recourse, considering the journey you’ve had to reach that opportunity abroad. However, abuse is something you should never tolerate. You should never risk your health and safety for a job that simply pays you well.
