Christianity Can Be Cultish Part 2

"You know how much harm you have to cause to heal someone." -Forrest, The Atheist Experience 

Cults like to draw people in by appealing to their deepest desires-belonging, peace, confidence, love and so on. They offer a solution that has 'never been thought of before.' This is why no matter who you are, anyone can be fooled by a cult. A cult is defined not only by its beliefs being seperate from the current popular or large ones, but also by its isolation and new ways of thinking/living. It provides answers to our forever questions that can't be backed scientifically or logically. The purpose is to perpetuate the leader(s) ideology regardless of outside sources. 

This is in high contrast to science. Those who practice science are not the same as those who practice a religion-of which cults can sometimes fall under. Science involves multiple testing, peer review work, and is always open to criticisms and adjustments. Science is a continuation of learning, whereas, cults have a tendency to shut that down. Because of the culture cults create are so intertwined with an individual's identity it can seem like Plato's Allegory of the Cave is being performed before our very eyes. Science can alter lives for sure, both in negative (i.e bombs) and positive (i.e vaccines) ways. Science never claims to hold the meaning to life, but our knowledge in the fields of philosophy, psychology, and sociology can help us achieve a healthier future. 

Like in other tight knit groups, individuals in cults build deep bonds with the leader(s) and whom the leader(s) cherish. Emotional intimacy and in some cases, physical intimacy is established. The leader(s) is/are the  source of the group's joy and stability. The leader(s) know what say, when to say it, and how to say it (in some cases, their silence may speak for them). Followers are convinced to place boundaries against those whom they perhaps once trusted (i.e family and friends). This gives the leader(s) full access to control what their followers say, wear, and even act. The manipulation has brought the impressible brain to one of its lowest points in my opinion, and that is to forsake or be trained to hate one's individualism/humanity.

It's important to note that religions are not cults, but in extreme cases they can become one. Extremism in anything can have higher consequences than benefits. To the outside world religious fanatics are just that-extreme. But to those on the inside, it can feel like you're the only one who's found the lifeboat in this sinking ocean called life. When I was a Christian, I was taught:

1 Corinthians 1:18 (NIV)

"For the message of the cross is foolishness to those who are perishing, but to us who are being saved it is the power of God." 

And

Hebrew 6:4

"It is impossible for those who have once been enlightened, who have tasted the heavenly gift, who have shared in the Holy Spirit, who have tasted the goodness of the word of God and the powers of the coming age and who have fallen away, to be brought back to repentance. To their loss they are crucifying the Son of God all over again and subjecting him to public disgrace." 

In addition to:

Matthew 4:7

"Jesus answered him (the devil), “It is also written: ‘Do not put the Lord your God to the test." 

John 20:29b

"...blessed are those who have not seen and yet have believed.”

And last but not last, 

Hebrews 11:1

"Now faith is confidence in what we hope for and assurance about what we do not see." 

God-forbid (joke) someone read these verses out of context and apply them to their modern day doctrine.

Did you catch the language being used here? Do you see the conclusions that someone could draw?= Only we (the insiders) are wise/have the truth, only those who are/were truly "saved" remain faithful, and believe no matter what.

Cults teach the same thing. If you are more afraid of the consequences for asking questions and/or ever leaving your "faith," then that this a red flag. It's also a sign of an abusive relationship. 

In the extreme branch of Christianity I was in, with my own spin on the religion, and mixed with influencal people, I can now see how it taught me to stay in an unhealthy relationship. Not only are some Christian churches in the wrong for denying divorce and worse, blaming the victim and normalizing domestic violence/sexual assault situations, but their sermons, music, and studies can exhibit signs of emotionally abuse. Many Christians try but are unsuccessful in answering, "Why, if there is a god(s) does he/they allow bad things to happen." Shall we be reminded of Epicurus' quote? If the god I was taught exists, then as The Atheist Experience show likes to say, "He's an asshole." Even if somehow this "god" is stripped of their supernatural powers and still wanted to be my BFF (best friend forever), I'd be cautious. Instead the Christian god is all-powerful, all-knowing, all-present and we still have children with cancer. "But God loves you! Jesus died for you! He resurrected for you!" Is it wrong for me to ask prove it? 

Rather than just being a moral booster and mythological stories with lessons mixed with history, my (cultish) religion became my whole life. I literally went to an all girls retreat as a teenager called The Revolve Tour where we were challenged with: are our lives truly revolving around God?! Instead of honing in on math or science, which I enjoyed, I believed there was no greater job I could do than to tell others about Jesus. Jesus is the way, the truth, the life, the great Shepard, the wonderful counsel, the King of kings, the Lord of lords, my Savior, Lover, Best Friend, Husband, brother, teacher, mentor, idol... If I disobey, I recrucify him and cause the Holy Spirit to grieve. What kind of person am I to hurt the one person who did the impossible for me? This shame of wounding him that loved me so much to bear the horrors of the cross led me to self-harm, depression, and suicidal tendencies. I thought since I would never be rid of my sinful nature, it was better to just be with the Lord. Thankfully, like with Job & Jonah, I felt/believed God challenged me to stay alive. I had a mission after all! This is how we/I pleased Him-not by dying physically, but emotionally-and not just once but daily! "He must become greater and greater and I must become less and less." -John 3:30 was our goal, our mission, our identity and essentially our downfall. 

Picking up the pieces after shattering the religious identity is a process. Remember those days of old when you first embarked on the journey that led you into that cult. Your questions about the meaning of life and its value still exist; how are you going to respond to them? Remember how much time it took to be convinced that this cult was worth investing into? It's probably going to take double that amount of time to deprogram it all. Be gracious and patient with yourself. If you need help and community, here are some rad sources below:

Leaving Religion Org & Their Resources

The Atheist Experience

Some other sources based on topics mentioned: 

Handout

Anyone can be in cult

Cult psychology

History about cults

cult leader personalities

cults and religion

the book I'll be reading...

Signs of Emotional abuse

science and religion

science different from faith

example of Christian propaganda

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 7

 As a student of both psychology and philosophy, I pay a lot of attention to the whys. Working at Project Angel Food, a well-known Los Angeles nonprofit, has made me realize they operate from a “the end justifies the means” point of view. You may have heard this phrase before, but what does it mean? In my Philosophy classes, I learned this is a logical fallacy (invalid, flawed, error-filled) found in political Consequentialism. Linguistically, Affirmating the Consequences assumes the ending or result of something while also ignoring interferences. In syllagim form it looks like this: if A then B, it’s B therefore A.

For example: recently PAF is having a conflict with my Cesar Chavez Holiday benefit. Our Employee committee voted to have an extra Floating Holiday (8 hrs of basically vacation) on top of our already given one for the year. Thus, every employee would have 16 Floating Holiday hours. However, despite working on the Federal Holiday (my regularly scheduled day) I was informed that I only have 8 hrs of Floating hours because last year there was a glitch that didn’t put a cap on my Floating Holidays resulting in a -8 hrs this year. Despite this being their error and the fact that on my end it shows no request for this third Floating Holiday, they replied “At least you got paid” and “Legally businesses don’t have to give you Holiday benefits.” If (A) you got paid, then (B) you got your holiday benefit. It's (B) therefore (A). 

They are ignoring the fact that the pay app constantly has errors and that a holiday benefit is yearly. This can lead to a circular argument.

If (A) you used three Floating Holidays last year and you're only allowed two a yr, then (B) you only get 8 hours this year. It’s (B) therefore (A).

Again they're ignoring Federal Holiday "rules" to pay me less.

Another example: In our last Dispatch meeting our Supervisor addressed the ever-present problem of staff conflicts. She called it pride since we weren’t working as a team and to “just help.” She said we shouldn’t ask if it’s within our parameters/scope/department/wants; “we’re here to work so work.” If (A) the staff are not getting along, then (B) it’s their primary fault. It’s (B) therefore (A).

This assumes the problem is one-sided and easy to fix.

 If (A) staff just work as a team then (B) there will be less complaints. It's (B), therefore (A)!

This assumes that if staff just do this one thing, everything will get better. As well as ignoring that our complaints aren't about team members. Work culture is created top down.

It makes sense that a business would operate in such a way that they are not to blame. It makes sense that a business would justify their ways if it meant making (or keeping) their status (money and power). However, as stated above (and in previous posts), this is a nonprofit. We are for the people, made by the people. PAF time and time again seems to battle this ethical question: who’s important- the clientele, the volunteers, or the staff? When the answer is everyone; however, if the net is weak how will it be a good support? Yes, we serve a very ill clientele. Yes, we need to stay open because hunger never ends. But this does not diminish, rather demands the rights of workers. We need to be constantly reminded of our value just as much as being reminded of our mission.

The logical argument against our flawed one is dennying the consequence: A, then B. It's not B, therefore not A (Modus Tollens) Simply put, it is a logical argument based on deduction and noting the conditionals in either one or both premises. It uses the rule of Inferences. Remember correlation does not mean causation! 

If we run this through our two examples without first filter of benefiting profit over people we would change the argument possibly like this:

1. If (A)all Federal holidays are honored by PAF, there (B) is a benefit for Caser Chavez of +8 Floating holiday hrs by PAF. If there's no (B) benefit given for Cesar Chavez; therefore, not (A).
   

I am the only I have found having this problem so far. But others has expressed lost vacation and sick hours which runs in the same system.

2. If (A) the staff are properly equipped and supported with their conflicts, there would be less meetings about not working as a team. If there's no (B) decline in meetings about working as a team; therefore, not (A).

Just telling someone to do something doesn't imply they know how to do it. Although we would want to hire healthy employees, we can't be sure of people's coping mechanisms until the moment arrives. As leaders, will we model the teamwork we expect?

I have studied Principles in Nonprofits, Multicultural Issues in Human Services, Research Methods for Human Services, History of Modern Philosophy, Community Change in Human Services, Multicultural Psychology, and Philosophy of Social Work. I know some things I fear they should have known. We all need to continue to learn and grow. I’ve learned that I can’t trust management at my job. I’ve learned that for PAF, “as long it takes” translates to “by whatever means it takes.” This might seem great, but it’s full of brokenness like the internal fallacies they’ve given sway to. So long story short, I’ve decided to go back to school in hopes of one day taking over my HR’s job…Do you think they’ll cover some of my cost? (It’s in the handbook.)

*For information on this logical fallacy here are some resources to better explain

Affirming the Consequences Video

Critical Thinker

Logical Thinking

Validity and Soundness

Project Angel Fouls Part 6

 Happy A(ngel) Fools!

As a tribute to this joke-filled day known as April Fools, I thought we could bring to light all the times Project Angel Food has brought tears to our eyes.

Let’s start with the relatively recent investigation conducted by attorney Drew L. Alexis. Mr. Alexis was hired by PAF’s Board of Directors after I wrote an email about concerns with Human Resources and the CEO. The concerns addressed but not limited to were-

• HR not assisting employees in understanding insurances/benefits

• HR implementing new policies or changes without properly informing all staff

• Using photos (for years) without people’s written consent

• Using employee’s first and last name (for years) on their website without employee knowledge

• HR delaying for half a year in giving two employees proper compensation for doing management duties i.e. Inventory, merchant purchasing, conducting discipline (one of which is still not getting paid)

• HR allowing severance pay to a fired employee who had sexual interactions with a minor volunteer-this same employee also threatened a staff member through texting which was never taken seriously (none of this was taken to the police)

• HR delaying the termination of a manager who was having inappropriate relations with two employees, verbally abused someone, and sexually harassed another by offering a dollar if they “danced for him.” 

• HR lacking the tools to de-escalate situations which lead to police being called several times to escort employees

• HR not informing department managers about the termination of their own employees

• HR showing favoritism by firing one person but suspending another for similar issues 

• A CEO who bluntly disrespects their workers 

• And a CEO who makes more financially than what is reasonable

It should come to no one’s surprise that only some of these were found to be “substantiated,” but all of “those facts did not give rise to a policy or legal violation.” I may not know all the laws, but I’m pretty sure the consent thing is a big one. Interviews were only done with some employees and of course Mr. Alexis never interviewed the two people who had physical proof of wrongdoing. It was all dubiously carried out in my opinion. The interviews were sometimes conducted while staff were under management’s eye. I had a coworker directly tell me that they were afraid of what to say since they knew their boss could hear. 

Let’s continue being humored, shall we:

• PAF continues to have errors in their computer systems causing there to be lost benefit hours and pay. Perhaps their auditor since 2017, Windes, could give them a helping hand…or even the new tech-savvy manager they hired in dispatch who seems to be adding more duties to their job description than originally stated (the other joke is that their job didn't come with a written out duty list)

• PAF continues to use vans whose doors have been so busted that sensors beep unceasingly while you drive or just fling open if you don't close them "right;" thus, causing fruit and meals to spill out.

• Our Dispatch Supervisor had assumed that all we needed was Clorox wipes for our vans, but after months of working there she finally entered a van to see the grotesque interior. She immediately hired a professional cleaning crew. 

• It was announced at our recent meeting that PAF offers tremendous discounts through a program giving us deals in electronics, movies, gyms, therapy, etc. This has been around much longer than anyone knew, but this was the first time HR was forced…I mean asked… to send us the information

• A recent coworker got into a very bad accident while on duty on a Friday and was told to come back to work from HR that following Monday. HR even argued with the employee’s doctor note that said they needed at the very least three days off. HR told the employee that those days included their weekend.

• That same coworker had major surgery last year and was relentlessly asked to work sooner than later. When the employee confronted HR about being more relaxed with a previous employee’s injury recovery time, HR stated, ‘That was then. This is now.’  

• A whole day was recently dedicated to reorganize, label, and count items in the freezer. Our Supervisor’s idea of attaching wood pegs to each cart to hold colored flags signaling FIFO (first in, first out) was immediately met with struggles that could have been avoided if better prepared. First, the peg attachment was too high for most of the staff to stick the flags in. Second, the peg holes were too small/tight for the stick flags. Third, none of this labeling system was discussed in detail with the kitchen staff leaving them very confused.

• Our driver phones that have clientele information accessible when logged into our app still do not have a lock on them despite this being a HIPAA violation and one of the cell phones already being stolen

• I had to tell this organization (that's a huge LGBTQIA supporter) that it was inconsiderate to write on birthday bags a person's gender, especially noting if the person was trans.

• It was such a big deal that PAF transitioned from using Styrofoam bins to blue insulated bags to transport meals in, but more and more drivers find it a lot more convenient to just put everything in boxes so that they don’t slide while in the van

• Numerous times I have heard coworkers know more about the operations of things than my direct managers. 

• I seem to be missing the punchline for why we’re required to wear hairnets and gloves while packing fruit when they’re already dirty from the previous people and packaging. It would make more sense if we cleaned the fruit for the client; thus, making the gloves necessary. But we don't.  

• I recently had to take two sick days, but with the amount of sick time I had it wasn’t enough to cover two full days. When I met with my manager about it, my accumulated hours were less than when I last checked. He called HR so he could understand how it was correct. HR then tried to explain all of this to me but stopped in the middle of it and said, “Ohh, wait..no, you are right. Something is off here.” After we agreed I would have both days fully covered I saw my check received only two hours for one of them. Again I reached out to HR who now undermined our last conversation and said there was a misunderstanding. Funny right? Simply hilarious that someone who lives paycheck to paycheck should only get two hours for a sick day when there was vacation time HR could have applied…

• And the best for last, even new hires are being told "There's this blog about us..."

I hope to have more gut-busting foolery as the year continues.

Until then, I'm hoping Attorney General Rob Bonta catches wind.

Share your stories today!

File a Complaint  

Project Angel Fouls Part 5

 Before I continue listing what is wrong at Project Angel Food, I want to acknowledge what they are doing right:

• Increasing their clientele (currently 2,500 pr day*)

• Expanding their meal plans to include other critical illnesses (currently 13 tailored meals*) 

• Continuing to reach large audiences & have large connections

• Implementing safety precautions like enforcing food handler training for all staff

• Continuing to have thousands of volunteers per year and retaining those same volunteers

• Creating an employee committee to address employee concerns

• Increasing technology to better handle routes and clients 

*Stats from Projects Angel Food

With any progress comes transitions, bumps, and curveballs. These issues are nothing new. The problem lies in how they are being addressed-which is either not at all or a little too late. With increasing numbers comes increased work. As mentioned in previous posts, PAF has practically tripled their employee count since before COVID hit. This has helped with the influx of clients that happened during the same time. I recently spoke with a Client Services worker who noted that there used to be only four staff members in their department compared to the current seven. We estimated that each client services worker has about one hundred+ clients. I asked, “Is this doable?” They responded, “We’re doing it.” 

As someone on the frontlines (so to speak), there is a major difference between “doable” and “doing it.” In a classroom setting it’s a good practice to have ten kids per teacher. In case management, the max is about fifty but more reasonable thirty. Having over a hundred clients per staff member means things fall through the cracks. On numerous occasions, I and other drivers have experienced unresponsiveness from CS when needing to reach a client due to an issue. Notes from drivers regarding gate codes, parking, or cancellations that CS is in charge of get delayed sometimes for weeks or worse never added. There have even unfortunately been clients who have moved or deceased and are still on our routes. CS does what it can, but what we need is more staff to meet the mark we’re missing. Doable means logical. Doing it means pushing past our limits.

The increase in meal plans has packed our freezers to the brim so much so that we’ve had to permanently install a trailer freezer in the parking lot which limits the already small number of parking spots. Our expansion/building project has already had its “groundbreaking ceremony” but we probably won’t see actual groundbreaking until summer 2024 or so. This will mean taking over the buildings/businesses next door (the same place that just redid their parking lot a month ago). I had suggested we look into the vacant building a few blocks up Vine which already had the building and parking space we needed, but I’m not sure as to why that was declined or if it was even researched. 

Increased meals also have meant more products that we now depend on-like cottage cheese, almond milk, and greek yogurt. Just like the problems we already had with the fruit, sometimes the items shipped aren’t up to our standards and have to be returned or simply arrive late. I understand this is a supplier issue, not ours. However, just like the problems we have with our vans-we CAN NOT depend on one source. We need multiple sources for when the first is unavailable. In the long list of funders we have and the powerful members supporting us, I would suggest partnering with grocery stores and mechanics. Continuous changes and substitutions in our food supply more often than not cause confusion among coworkers. Never has there been an all-staff meeting in Dispatch to show how to pack our special breakfast bags. Instead, we rely on sheets of paper with multiple and continuous edits. Soon only one or two staff members only know how these things are supposed to go while the rest of us are in the dark and then they get angry when others aren’t helping. Managers expect coworkers to teach others along with the volunteers, but the issue is that not everyone is a good teacher and even if they are, arguments arise on who is right-her way or his way? In addition to these directed meetings from managers, I suggest a large whiteboard with the lists and labels on shelves.  

Working with vulnerable clientele means we must have work conditions that are higher than most businesses/organizations. Our new Dispatch manager has incorporated that in addition to the face masks we continue to wear in the kitchen, Dispatch should also mimic their dress code of hair nets and gloves. This seems like a wise choice; safety is better than sorry, correct? Food Safety requires these items when working with open or ready-to-eat food. The difference between the kitchen and Dispatch is just that-we work with frozen meals and packaged items, placing them into bags to go back into the freezers for the next day’s delivery. Does it really make sense for someone working in a freezer all day to have to wear a hair/beard net and gloves? It seems more like a waste of our resources than being cautious. There are even talks of a uniform which shouldn’t surprise anyone in the workforce. Personally, I take the stand I did when my high school had the same debate. Uniforms take away individuality and are not economical. If the reason for a uniform is to easily identify who is a staff member versus a volunteer, I have suggested that we have name tags with our pronouns. Earlier this year name tags with our pictures were given, but only to a few people and then it stopped. Again, not sure why?

Technology has significantly gotten better since I began but is still behind. It’s been a year now since we’ve implemented driver cellphones (yes, before we used our personal cell phones) with a client delivery app. This (in addition to the phone holders we finally received with them) has helped in many ways. Our hope is to keep lessening our paper usage, which is wonderful. The complaints from many drivers have been that the app is too clouded with information we don’t need, in a format that doesn’t make sense, and has problems with GPS-leading to an approximate location as opposed to a direct one. I and several drivers have transitioned from Amazon and admit that their delivery app is the one thing they do excellently-it’s sleek, simple, and to the point with the information needed for drivers. Our app has cost a lot of money according to higher-ups. My question is must we stay with it? What was the research that went into what apps are out there? Why couldn’t we again partner with a tech company? PAF doesn’t even have a tech department. It wasn’t until a Dispatch meeting that one coworker spoke up saying they loved working with technology and were willing to help with this app/routing. This was of course after two staff members had quit from the frustrations. 

I was invited to join the Committee Staff from HR. They said, “You have great ideas. We need people like you who will bring these things to our attention and bring changes. Now it’s not to make your job easier but to benefit everybody.” 

This is why I write. To benefit the body that is called PAF.