- Even though there are no layoffs for MNL this year, layoffs still happened on sister agencies/ branches. Stability and retention is still poor.
- Members are regularly reviewed, but salary increases are still not awarded to most, even if the member follows-up with their superiors.
- Lack of representation for MNL members to US leadership. There is no proper probing to get more context and details and just directs the concerns to working members, causing unneccessary stress to the team. But when the MNL members are raising simple concerns about their US members, just to share, or to subtly ask for help/guidance, a great deal of questions will be asked from us, asking for proofs, etc, worst, the concern will not be opened up to leadership because we might just be misinterpreting or should try to understand the counterparts further, so even though we are asked to reach out for help, or anything, it is difficult to do so because we will be going through defense instead of simply hearing us out.
- There are US members who treat offshore employees as staff or employees who are below them. Not respecting timezones or doing everything they can to put the blame on the working team instead of objectively resolving issues or slight mishaps as a group.
- PTOs are approved at the last minute, like 1 day or 2 days before the PTO dates. Doesn't matter if coverage is already in place or even if it was filed 1 month or 2 months in advance.
- Good workers are awarded with more work, picking up slack of other members or other agencies.
- Taking projects with more risks over profit. There are projects awarded to the company that the company have no expertise on. It's okay to take on new projects, new technology, etc. But taking it on and not considering ample time for learning curves and training is just not right.
- Members are all fully allocated to projects, not considering time for non-project related meetings, tasks or administrative work, causing some employees to frequently work over time.
