Project Angel Fouls Part 8

I may only have a Bachelor's Degree studying non-profit management, fundraising, Philosophy, psychology, and Community Development, 

as well as, served most of my life in non-profits,

 but I still have more to learn! However, what I have witnessed at Project Angel Food has been unprofessional, unethical, and at times illegal from what I have learned. 

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." 

-a manager responding with, "Are you autistic?" when I asked if I could organize papers.

-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.

Project Angel Fouls Part 3

     The key to successful relationships is communication. This is no exception in the workforce. To many employers, however, Managers jokingly call themselves "the parent" which translates to: "My way or the highway," "Might is Right," and "Discipline is the greatest teacher." As a person who has gotten an education in psychology and nonprofit management, I have seen how Project Angel Food falls short in regard to having a successful relationship with its employees. Even without a degree, it doesn't take long for someone to see the breakdown of communication which influences our high turnover.   

Years ago my class studied successful businesses. At the time one of the happiest places to work was Southwest Airlines. Shouldn't a nonprofit whose mission is to help save lives through healthy food echo this? Instead, I hear more and more people applying to other jobs. I repeat what I have said from the beginning- I LOVE MY JOB. In fact, it is the ONLY job that I've ever said this about. But when leadership would rather make a profit than create a lasting, stable community no matter how important the mission, the workers will become extinct. A house divided can not stand. 

Break down in communication at Project Angel Food looks like: employees getting yelled at for doing/not doing something but never being informed about the change, last-minute meeting announcements, shouting matches between staff, not honoring past agreements, and divided management. Direct examples range from arguing about where exactly on the floor the kitchen starts and dispatch ends to when our shift ends on a holiday (literally three different answers were given today). I am not saying as employees we are perfect (no one is) and I don't expect management to be either. What I am saying is as much as training is harped upon employees (in any business) to do better, the same should be required from leadership. A whole staff meeting or biweekly meetings are not going to solve all the issues if the management is not healthy. 

Many today and before me have advocated for a union. Unfortunately, with the scare tactics and stress-inducing leadership, many employees have shrunk away from continuing to fight for our rights. Signs have been put up in break rooms, in hallways, and TV screens about how great this organization is to its workers. This then creates the image that all this fighting is in vain and worse those who continue to push against this system are the "true enemy." Unions are the reasons we have breaks, vacations, sick leave, raises, etc. Unions restore the healthy balance between people. It's no longer, "I'm the parent, you are the child. I give the command, you follow." Unions allow all of our voices to be heard and actually get past the meeting's notepad. Yes, PAF has gradually worked on getting everyone's input. They even established an Employee Committee...that you have to be asked to join by management first. Unions give the workers the same legal authority to say no and yes to procedures. There are no surprise last-minute decisions leaving half the staff boiling; instead, we all come together as the team we signed up to be. Unions do not say we hate our company. It acknowledges that we are the company.

In my opinion, PAF could be one the happiest places to work just like Southwest. They have the backing and power of many influential people. For a place that gets so much air time, it should be a place its employees won't shut up about for good reasons. The power we have in the community should be backed by an even stronger team. Some solutions to this, especially as we move forward in expanding, I believe should come in the form of:

• leadership training not just in policies but in group dynamics

• One of the best nonprofits I've served with was the Royal Family Kids camp. We were given training through the Empowered to Connect Conference that I found so influential not only for children in foster care, but all of us (since many of us are just big children) that I introduced this material/concept to the work field. The key isn't having someone in charge telling the other what to do. It's to challenge that very mindset which then allows procedures to follow naturally rather than forced. We are in a partnership and each person is a gift. Management should promote, encourage, and equip its staff with safety, freedom of individuality, and mutual respect. Practically this looks like leadership taking courses that address psychology giving them the tools on how to work with many types of people. Refreshment courses as such are required of other professionals; why should we be any different?       

• Team building activities 

• For five years I was a part of a nonprofit that implemented team-building activities frequently. Team building activities can be simple and fun, challenging and impactful. They can be quick and take place around a table, but again pulling from child psychology, it is always better to do something physical (physical movement also helps the brain function better). I would recommend an outside or event space away from the office. These shouldn't be just going around the room saying your favorite movie, these should require a significant amount of time. It should bring the body together in a way that highlights everyone's abilities. Then afterward a reflection should bring about a new fund appreciation for each other. 

• Meetings with hands-on training/reminders/walk-throughs

• It is said that if you love what you do, you never "work" a day in your life. This is why I would suggest this particular order in restructuring the work culture at PAF. Business meetings come after management is healthy and employees are well supported. It is proven that rows separate more than unite; thus, I would suggest encircled meetings. Every meeting should be recorded in some form, include a brief summary of the last meeting, strengths, weaknesses, and areas of opportunity. Meetings should not just be all sitting down. When operations or systems change, a physical demonstration should always be carried out to accommodate those with different learning styles. For example instead of having everyone arguing about where the kitchen begins, take the staff on a walk-through so everyone gets the same message at the same time.     

• Agreed upon clear signage w/ directions  

• Instead of spending money on signage about how many benefits we get, we should have more signage (colorful and clear) with precise directions on how to carry out certain functions. It wasn't until earlier this year that (with the recommendation from one staff member) was a sign about the correct order of putting on kitchen equipment posted to eliminate the sore throats of the Volunteer Coordinators. This should also be done in dispatch; signs echo what should have been already physically demonstrated. All staff should know how to carry out all their duties in their department. Management likes to put the responsibility on the staff to show other staff how to do things. Although a good manager delegates, they must first make sure everyone is on the same page. It should not be the responsibility/duty of a staff member to ask how to do something after months of working there. Everything should labeled and have its designated location and everyone should be shown this. 

Project Angel Food has a motto that says: “For Life, For Love, For as long as it takes.” Greatness begins from the inside, so if we are to accomplish this mission we must do some inner work. We must walk the talk not just talk the talk.