There are several compelling arguments as to why it may not be in your best interest to remain loyal to your employer. While this notion may initially sound unconventional, it holds true. Allow me to elaborate on these reasons and propose alternative actions for you to consider.

The primary rationale behind not being loyal to your company is that the company itself may not reciprocate this loyalty towards you. Invariably, the company will prioritize its financial interests over your job security. Consequently, you could find yourself being laid off at any given time due to various legal circumstances. For instance, if your company is acquired by another entity and they opt to downsize, resulting in employee layoffs. Similarly, if your company decides to undergo restructuring, your position may be eliminated. Furthermore, during times of economic downturn, your company may be unable to sustain its workforce, leading to potential job cuts. finally when unexpected government policies cause your company to close

Many Reasons To Not Rely On Employers

The ultimate reason I would like to highlight is that the longer you work in the same company and position, the less you learn compared to the first three years of that job. Of course, there are some exceptions such as promotions or additional responsibilities, but the probability of not learning increases with time. This implies that you may become less relevant and less attractive to potential employers when you decide to switch jobs. Therefore, it is crucial to keep your skills, especially technical ones, and your resume up to date. It is advisable to review and edit your resume every six months to be prepared for a new job search.

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Instead of prioritizing loyalty to your employer, focus on being loyal to your work and the results you produce. Take accountability for your mistakes and strive for professional development by setting and tracking goals. If you find that your current job or employer is no longer helping you achieve your goals, research what other companies are paying for similar positions and consider negotiating a raise or changing employers. Remember to maintain a professional relationship with your workplace and offer to help train your replacement if you decide to leave. Keep in mind that you may need to contact your former employer for references or referrals in the future. If you have any questions or comments.

Some of the biggest reasons people falsely believe employment is the only way:

1. Employer health benefits
2. Steady, often year-round work without struggling to find clients if one were self-employed.

The problem with these primary lines of thinking is that employer work benefits rarely cover systems healthcare, but they certainly cover "sick care" which is the reality for most employer health plans.

Employers are also very notorious for having very toxic work environments, policies, bureaucracies as listed below

HR Minefields & Benefits Of Becoming Self-Employed

The Human Resources department is often seen as a waste of resources, and I feel compelled to address this issue in this video. I frequently hear from workers who have legitimate complaints and turn to HR for help, only to discover that HR has been working against them since the moment they made their complaint. In many cases, these workers even end up losing their jobs. In this video, I aim to shed light on the unethical practices that HR departments engage in and provide you with strategies to protect yourself. It is important to understand that HR departments prioritize the company's interests over those of the workers.

Many employees believe that their company's HR department is a safe space to voice their workplace grievances, and this is exactly what HR departments and companies want you to believe. However, the reality is quite different. The primary role of an HR department is to safeguard the company by minimizing its legal liabilities. From the company's perspective, workers who complain to HR pose a legal risk because they are the same individuals who may file legal claims in the future. The issues that these workers raise in their complaints are often the same ones that could lead to legal action down the line.

HR departments serve as early warning systems to identify problematic employees who may potentially file lawsuits against the company in the future. However, it is important to note that when you make a complaint to HR, their response is not aimed at assisting you, but rather at protecting the company. Unfortunately, most of the time, the response from HR ends up harming the employee who made the complaint, rather than helping them.

Another reason why HR is not your ally is because they do not maintain confidentiality, despite what they may claim. Many employees believe that if they report a complaint to HR, it will be kept confidential. And it is understandable why they would think so, as HR representatives often assure them of confidentiality. However, it is crucial to be clear on this point: HR does not keep your complaint confidential.

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Concerns addressed to HR department is not confidential

Many HR practitioners report that they have spoken to numerous employees who have made confidential complaints to HR, only to discover that HR shared the details of their complaint with either management or, in many cases, even with the person they were complaining about. As you can imagine, this usually does not end well for the employee. HR is able to do this because there is no legal requirement for them to maintain confidentiality, so they simply choose not to.

Now, there are instances when HR will conduct an investigation into your complaint. However, they usually do so out of legal obligation rather than genuine concern. To gain a better understanding of when HR is required to investigate a complaint, I recommend watching my video on hostile work environments.

Returning to the initial point we discussed: HR's primary responsibility is to safeguard the company rather than the worker. Their role is to minimize the company's legal liability. If you file a complaint that requires HR's investigation, it implies that you have already created legal liability for the company. Consequently, HR's investigation of your complaint will be a complete farce. They will selectively interview witnesses who are detrimental to your case, while disregarding those who support your claims.

Ultimately, their investigation will conclude that there is no evidence of wrongdoing, and they may even shift the blame onto you instead of the person you complained about. You might be thinking that this is highly illegal, but unfortunately, most workers do not possess any due process rights in the workplace.

Therefore, you do not have the right to a fair investigation, trial, or any form of fairness. If the company chooses to conduct an investigation, it will undoubtedly be biased and serve as an opportunity to build a case against you in order to protect the company. Now, before I delve into this further, I anticipate receiving criticism from HR professionals. I acknowledge that not all HR representatives are bad; perhaps many HR practitioners have only encountered the negative ones.

However, based on my extensive experience dealing with numerous HR representatives, many have observed that they often lie to safeguard the company's interests. Once you initiate a complaint with HR, you may notice that they prefer to communicate with you in person or over the phone, avoiding any written record of your conversations. Additionally, any notes they take during these meetings mysteriously vanish, and they conveniently forget crucial details.

it's very common for HR practitioners to have witnessed numerous instances where the HR representative collaborates with your manager to identify performance deficiencies and document them in order to build a case against you in the event of a lawsuit. This tactic is commonly employed to portray you as a subpar employee. However, there are steps you can take to address this issue. While filing a complaint with HR may make you vulnerable to retaliation, there are certain types of complaints that provide protection against such actions. By reporting specific concerns to HR, you may still face termination, but you will have grounds to sue the company for retaliation if they proceed with it.

Let's review the types of protected complaints you can make, such as discrimination based on your race, sex, gender, or disability, as well as harassment and wage violations. You can also report unsafe working conditions or lack of accommodations for your disability or pregnancy. While there are other protected complaints, it's impossible to list them all here. Just remember that if you make a complaint that isn't protected, HR may retaliate against you. Be cautious when making complaints and educate yourself on your rights as an employee.

If you suspect that you were terminated for an unlawful cause, it is crucial to seek advice from a legal professional based on the jurisdiction in which you live.

Best To Become Self-Employed Post-"Covid" World

Yes, it's probably best to become self-employed in this world as it is now mainly because you won't have to be reliant on employers and their often toxic work environments.

Websites like this can teach you how to take better care of your health than any so-called "workplace benefits" ever will by learning the concepts developed by the 1950's  Dr. Abram Hoffer when he was head of research tasked with developing a systems biology healthcare system.  Rather than doing this, the govern-ment of Canada decided to stick with reductionist science mainly reliant on viewing the human body as separate parts and mainly only treating symptoms without addressing why people "become sick" in the first place.