Leadership lacks structure. Company prides itself on "loving their employees" and being employee friendly; however, since company went public, labor force management has become less flexible—especially if you are a Distribution Center worker. In the DC, you are expect to work 10 hr days, and at least one weekend day. Labor force management is measured by gap time—not quality and amount of work; you are expect to work consistently fast for 10 hrs straight. Assignment rotation and training is not organized—same set of workers are stuck working is same work zones for consecutive days (for example—loading trailers, heavy lifting, light picking, highway reach).
Recently company installed a conveyer belt automation system, after planning for it for past 2 years. After installation was complete, employees were notified company wide that all pay increases and 401k matching was on freeze for the next fiscal year.
Also, PTO can only be used after requesting for time off 3 weeks out—only if approved. If you have to call in sick, it is counted towards possible termination after 7 Unscheduled PTO days annual. You get your PTO, but still counts against you. Sick days or any emergency call ins are not excused, even with note from doctor. You are force to take the PTO missed and missed time mark against you. There are only 2 paid holidays were companying is closed (Christmas & Easter). Floating paid holidays are not fully paid—if you are schedule to work 10 hrs that day, you only get paid for 8hrs. Daily breaks only add up to 1 full hour, so you are still not paid for 1 hour. Typical workday you are paid for break times.
