Great Staff, Poor Business/Management Practices - Recensione dipendente - Sales presso European Jewellery

Antiquated labor practices. Long 12-14 hour days with a one hour unpaid break for general staff, but not for the Store Managers-they were not ever allowed to leave the premises due to security issues. The company would not invest in store security, therefore the Managers are expected to carry this extra responsibility and held accountable in no uncertain terms. Hired with Retail Management experience and given the impression that with training in fine jewellery, the opportunity will arrive. Once hired, found out that most of the staff was seasoned as well and promised the exact same opportunity. Most would never see any career advancement after years of employment. Commissions were altered and changed at the whim of the owner. Within a 3 year period the dress code changed three times at the expense of the employee. For male employees it was a substantial investment with suits being the only acceptable attire allowed. Every Spring there was one or two selected candidates to be Managers In Training. These trainees would shadow one of the Managers for a number of weeks. By the summer they were up and running just in time to replace all of the existing Managers taking their summer holidays. For the MIT this often meant having to travel from east of Toronto to west of Toronto for 12-14 hour shifts, then have to commute home late at night long distances. Most of the staff during the one month before Christmas worked without any days off and were working as much as 80 hours per week. Often there wasn't enough time between shifts to get a full night's sleep for any staff. Most people were sleep deprived. Overtime was paid above 44 hours per week, but many came down with illness and exhaustion. If you were called in for a product knowledge meeting on your day off, you were not compensated the labor board requirement of 3 hour compensation. You were only paid for the 1 hour presentation. Upper Management would designate only specified staff members to be eligible to sell diamonds. If you were not a designate, then you were obligated to pass on your potential diamond sale to these privileged diamond sellers under no uncertain terms. Every October there is a hiring frenzy for the holiday, and then January comes and everyone is shaking in their boots anticipating less hours and lay offs. Wages were fair, but the benefit package was to be paid for by the employee and was not of good value. In general, the environment here was managed by exploitation, fear and intimidation.