The enormous weakness of us, young and old graduates, it is our innocence and our ignorance of our rights and labor law in general. When one is hired by a real company, it is understandable not to be little attracted to the legal aspects that holds the contract. Indeed, the company will not seek to take advantage of you, because it invests in you. The young graduate produced little in the beginning, it takes its brands, and society is an investment in the future. In addition, the gain of the box is directly proportional to the work done by the young, so no question of shooting himself in the foot by stingy with him on comfort at work.
In BP, this is exactly the opposite. The young graduate relates the jackpot on the first day it is placed at the client (SE). Whatever the quality of his work as it accommodates the SE. No long-term investment on the young, so as BP profit they can to increase their margins beyond decency, until the young wakes up, pushes a rant, or disappears in the distance. .. Moreover, the figures clearly show, a BP with an average turnover of 2 years. Moreover, the lack of contact with colleagues in BP, already mentioned before, using the extreme weakness of trade union action, and the complete isolation of one who is pushed out or who is unfairly dismissed .
So you say, how to guard against exploitation shameful and unworthy of a quality engineer like you?
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