BASF reviews

They turnover upper leadership every 2-4 years, so projects move very slow and the onboarding process is constant, which distracts from getting projects done. They are stuck in the 1980s (some sites in the 50's), trying to dig out with a digitalization initiative... there is an incredible lack of resources you would not expect from a large company. There is a lack of efficiency. The compliance group is not operating well, and many toxic and dangerous people exist in upper management. Necessary to avoid upsetting these people (the goal is not always to make money for the business, but rather to make leaders look good).

Higher corporate management needs to have more insight into what is going on in the lower management realm. The core corporate fundamentals are great and would create a great workplace, however the local management does not buy in to the corporate management practices. Listen to the majority and not a few, the lower local management Is a political cancer. In a very short summary, to give an example. I am a disabled veteran, who absolutely loved my job and company during the seven years I was employed. During my last year of employment, my supervisor and manager I worked under for six years had retired. During the six years my end-of-the-year performance was always outstanding with no complaints. In the final year, when my new supervisor and manager took over, I was terminated for lack of performance. As a disabled veteran, when my new supervisor took over, I was forced to tell corporate about my disabilities per my manager. Corporate HR, approved me for FMLA to protect me and use when needed for my disability. Everything was working great until I learned that FMLA paperwork for BASF has to be renewed every 6 months. Even though my initial FMLA paperwork from my military doctor stated my condition was indefinite, I was required to see a doctor again and resubmit my package. This was during the Covid times and it was not easy to schedule an in person doctor visit in a short period of time. This led to a two month gap in my FMLA. It was during that two month period, my supervisor/manager saw I was technically unprotected and did not have FMLA, he used that opportunity to terminate me for absences caused by my disability that occurred during those two months, absences that I could not use under my approved FMLA, because corporate HR could not officially approve my FMLA until my doctors paperwork was submitted. To conclude, a new supervisor was able to terminate a disabled veteran and employee, that had worked for the company for seven years, an employee who had no negative performance reviews until that supervisor took over.