as well as, served most of my life in non-profits,
but I am by no means an expert. However, what I have witnessed at Project Angel Food has been unprofessional, unethical, and at times illegal.
Here are all the examples (that I could think of) listed from bad to worse. For some, I have inserted links to brief research showing how this is a violation:
-employees not having gate/door access codes to the building upon hire forcing them to wait sometimes months
-not enough secure lockers/space for all the employees
-HR firing an employee without informing or consulting the direct manager of that employee
-having a manager do employee reviews although they rarely interacted with those individuals throughout the year(s)
-hiring an expensive union buster and having staff meetings where the CEO & HR said things like, "You'll lose all your benefits." "The Union only has its interest in mind." "The union fees are expensive."
-having no parking for their 100 employees
-having more than 100 clients per client services staff member
-having confusing food options (always changing something, supplier issues, forcing clients to take food they don't want/like, giving whole food with chopped food, giving too much sugar/salt, etc.)
-reconstructing new buildings for expansion project despite needing $8 million (and not adding a parking lot)
-moving work locations without having a clause in the handbook or offering incentives
-for months served not fully cooked chicken that still had feathers attached
-despite the USDA defining red meat as beef and pork, the organization did not consider beef as red meat. This led to numerous clients receiving beef. When I spoke to our nutritionist, they said, 'that we've always done it this way, we only serve the cleanest cuts, and doctors don't mean zero red meat.
-a CEO forcing an employee to come to work on their day off just to move a vehicle
-the use of personal cellphones for deliveries before receiving HIPAA training
-noting a client's gender on birthday bags
-on the edge sexist dress code
-having employees work outside their scope or job description for months without proper training or compensation
-having open bar events on work premises while on the clock
-hiring a manager for a department that couldn't arrive at the start time and instead had an employee do opening duties without getting paid management pay
-HR changing shift and meal break times without properly informing everyone
-HR failing to inform staff of a list of discounts and benefits around the city
-HR entering their own contest that had cash prizes
-continuing to have employed and then rehiring twice an employee who faked their COVID vaccination
-continuing to have an employee with severe back pain and who could barely work, continue to work. Then the delay in responding to this employee faking their injuries (proof shown on camera) and continuing to allow them medical leave
-HR telling an employee they needed them to work sooner than their surgery recovery time requested because we were short-staffed. When the employee mentioned why another employee wasn't rushed with their recovery time HR responded, "That was then, this is now."
-HR firing an employee due to a racial joke heard from a bystander while only suspending another for a racist comment reported by the victim
-denying Father's maternity leave when the handbook (printed 3/2013) does not specify the parent's gender/role in taking time off for newborn
-a manager who admits coworkers are too comfortable (being unprofessional) yet has said "glad (new supervisor) is here so I don't have to put up with your shit," jokes about coworkers being ugly, jokes about starting a fight with coworkers outside, has poured a container of Cheerios on a coworker while "playing" around
-a coworker of 2 years who has repeatedly made sexual jokes (guys wearing girl underwear, guys being queer, what he's going to do with his lady), is immature (retaliates to any type of correction, makes dismissive comments, backhanded statements), and has numerous conflicts with coworkers (so much so the person moved positions) never receiving discipline or training. I personally have heard this person say to someone inquiring about the organization, "Just lie and say you're mentally ill. They'll help you."
-delaying in mechanical fixes to company vehicles which has led to numerous safety violations (doors not closing properly, sensors beeping nonstop, wipers not working, blinkers not working, gas cover missing, front plates missing) and health problems (heat exhaustion due to broken AC, tendonitis do to not knowing how to close broken door properly).
-HR trying to implement a point penalty system where even if there are public transit issues, you would be punished
-HR having me fill out papers for their lawyers about my long-term disability application that I had already been having deducted from my check and not informing me that I could get declined. I was declined and not reimbursed.
-HR ignoring several attempts of me reaching out about applying my short-term disability benefits, leading me to think everything was taken care of, only to find out on the day I would have gotten a check that I had paperwork to do outside of the company to get paid. HR literally said, "I can't be expected to answer every email." and on the day I finally got the information said, "Well, I'm helping you now."
-HR telling me that since there was a glitch in the computer that allowed a third floating holiday, that I only get one this year despite this revoking the Cesar Chavez Holiday benefit.
-HR denying to pay out or transfer the enormous acquired sick/vacation time one coworker had from our previous pay app
-HR finally rewarding me 8 hours (equivalent to one Floating Holiday) but giving me 90 days to use it
-HR telling an employee who was injured in a work accident that their doctor's note for days off included the employee's already scheduled days off (i.e the weekend)
-not having a HIPAA IT training and acknowledgment before giving employees use of company cell phones with client information
-not having locks on employee company cell phones which have access to client information
-went thirty years without having employees sign for the release of or know that their full name, picture, and job position were posted on the company website
-a CEO residing also as the head of the Board
-CEOs dating employees
-a CEO screaming and accusing an employee of failure, embarrassing them during a team meeting
-a manager verbally assaulted (yelling & accusing) a staff member, using vulgar language (like fuck) and made this coworker feel too intimated to report them
-a manager who said, "Dance for me and I'll give you a dollar." Three dollars are actually still taped to a wall from when a staff member shook her breasts for that manager
-a manager giving elaborate gifts and having personal/sexual conversations with two staff members
-delaying the termination of a manager who was having intimate relations with two staff members
-giving severance pay to the sexual abuser when they were fired
-not reporting the physically abusive threats and severe harassment conducted by the sexual abuser upon two staff members, only because the perpetrator was just fired
-not reporting the sexual assault of a minor
I propose an operations shutdown so PAF can focus on leadership and team restructuring. I think the building project should be put on hold until our house is in order and funds are secure. Until HR is held responsible for their actions and PAF brings justice to its workers, I'm afraid this is sayonara for me.
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