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 2

Within my first year of working for Project Angel Food a coworker at my level proposed a new position where they would majorly be beneficial to the nonprofit. They had the resources, skill, and experience. I was so proud of them when their idea was accepted. Then so confused as to why not even two weeks into that new position they said they wished they never said anything.

Like this case PAF has proven many times that they are quick to jump on to great sounding ideas, especially if it comes cheaply (i.e not properly compensating the individuals).

One major donor wanted their logo seen on the products we deliver. The great sounding idea was to iron on hundreds of these patches onto the insulated bags we store the frozen meals in for delivery. The problem was that this material with a patch in the freezers for hours doesn't mix. Not only where there burnt marks on some of the totes from the volunteers doing this project but no where today can these patches be found.

I once dismissed PAFs fumbles saying, "Oh they're a young nonprofit... nonprofits are always like this... we have to be flexible." Truth is PAF has existed since 1989 when it was founded by author and spiritual leader Marianne Williamson. The podcast Maintenance Phase has already done enough background work on this past CEO that I'll kindly share the link here. What most people don't know is the article Scott Harris wrote on July 26, 1992 in the LA Times titled "Project Angel Food Rocked by Feuds" concerning her departure. Here's a hint to the current day employees-last year wasn't the first time PAF has tried to Unionize. Sick and tired of the management style, the previous employees agreed to not unionize if Marianne stepped down. My question is, when will we do this with Richard and Francisco?

Things are not what they seem on the surface. Behind those pictures and videos of employees working hard are very heartbroken individuals. 

Every meeting the same concerns seem to be raised; who's listening? 

I regret not recording meetings before (only recently have we installed a recording meeting room). I could have proven all the times we weren't heard... and lied to.

Don't take my word for it, research it yourself. The website alone will show you errors that you would think a high revenue place could do better on. For example the History timeline-the odd wording for year '97, the garden initiative that doesn't exist anymore, the mention of a past CEO (who stole money from them), the mention of Richard twice, the lack of mention of employee burst. This timeline is nothing compared to the fact that many employee's names and photos are used/posted/published for fundraising without their written consent.

PAF is not listed or rated (as of this date) on the BBB, Charity Watch, or GiveWell. Their last report on Charity Navigator and GuideStar was '21. Still proud of their two year old four stars, a Charity Navigator badge is posted on their website and fundraising booklets. One of our "competitors" Project Open Hand  still accurately holds their four stars, brought in $3,000 more with twenty more employees than us. (However, according to Indeed PAF definitely pays their employees more, the salary of both Richard Ayoub and Paul Hepfer are still sickening.) 

PAF needs more employees, better equipped and trained management; as well as safer equipment and a larger space. Ironically, for a place with high assets I don't feel they really count the costs. Upon my hire I was heavily warned about burnout since employees walk in and out like Amazon. To prevent this turnaround PAF promised to keep deliveries to 40 max per driver, an every 6 months peer review, frequent meetings, and better communication. I know drivers with over 50+ stops, I got my first review last month, most times workers are informed of meetings the day of, and then there's the problem with "too many cooks in the kitchen" (not literally). There has been at least a total of three times where police have been called to defuse (the jokes never stop here) employee retaliation. Of course the volunteers see an unruly individual, but as "insiders" we know the true story. Management doesn't know how to manage. Instead of giving warnings, they give final write ups. Instead of having conversations, they suspend you. Instead of firing you in the beginning of the day, they choose the middle. Instead of showing fairness, they show partiality. (I am not exempt from either sides of that coin.)

Does it make sense to you that a new manager be hired for a position they can't come in on time for because they live too far away?

Does it make sense to you that an employee who got fired for sexually assaulting an underage volunteer and other staff members got a severance pay?

Does it make sense to you that Richard is not only the CEO but sits as a head of the Board?

How about that fact that my purse was taken out a locker so that a volunteer could have it instead or that I drove a van several times now with no gas cover and no front licenses plate?

Or how about the fact that I was told I can't take a nap during my lunch break sitting on the corner of the only couch in the building? Or that after finding a fly in my food (that's served indoors) to just get another piece?

What about the fact that I had to ask three people for the copy of the Bylaws and was first told by an HR employee that they had never seen them? 

I encourage...no challenge you to look deeper. Look past the smoke and mirrors. And when you do you'll maybe understand why a union vote must pass next time! 

Project Angel Fouls Part 1

I have worked with Project Angel Food for the last couple of years. In the beginning, I had no idea what I was getting into; I had never heard of them! This is ironic for someone who has a non-profit background and the fact that this is a very well-publicized organization. Right from the start I was thrown off by how unorganized and unprofessional they were. Hired in September of '21, the height of the pandemic and PAF's exponential growth of employers, I was told a start date that fell on either a holiday or weekend which meant the offices were closed. Then I was told a different date, which fell on a Sunday. I arrived expecting to get behind the wheel along with the other recent new hires. The manager asks if I've done any paperwork, for example filling out their insurance forms. "No, this is my first day." Only dispatch is open on Sundays, so I had to come back the next day. This didn't bother me but immediately communicated a poor lack of attention to detail. This manager told me to arrive in the morning but not right away since the other manager I needed to speak to might come in a little later. Again I arrived, but this time met with hostility: 'Weren't we supposed to meet at such and such time?' 

Within the first month, I and other employees discovered that one employee was very immature...unprofessional... inappropriate....and intolerable. I personally heard this employee comment on the underwear of another's and what was worse it was a homophobic joke-something they did not shy away from! This employee still works for PAF today. 

I've driven and still drive vans that are falling apart (just like Amazon's). One employee finally quit after being miles away from base with a van whose sliding door wouldn't stay shut. I had to go rescue this person. This same vehicle I later had to drive and was not informed how to "properly close it " due to its damage. I ended up hurting my wrist from slamming it all day.

Today after being told since January about raises and having them pushed back twice we received them. $1. Of course, everyone is going to jump on it because we live in Southern California and need every cent, but $1? After taxes that's not even going to buy a McDonald's cheeseburger! This "raise" was a major slap in to face to employees who for months been "helping managers" with their duties and not being compensated for it. I was told however that last year's raise was more due to inflation...how every year it's going to fluctuate because we're a nonprofit and won't always bring in the income. Yet, just a couple weekends ago we held a very well-to-do ceremony where we award generous donors...

I love how when it comes to a matter of pay those in charge are quick to remind you we are a nonprofit, but when it comes to enforcing their new policies it's always, "Nonprofits are run just like businesses."

Who's going to fight for us? The CEO, Richard Ayoub, who makes $230,000+? The same person I've heard say to my manager, "Look at me when I am talking to you!" (Right...right...and this coming from a white man to a black man is even more distasteful). The same person who shoos people out of his office and brings in a majorly expensive Union Buster. The same person who's allowed to park (with their 'new' tesla) in our small parking lot but not the rest of the 90+ employees.

Or

The Human Resources Supervisor, Francisco Perez, who told me personally that he "can't be responsible for answering every email" after I had emailed him a total of four times concerning applying my Short Term Disability benefits. The same person who months ago was trying to implement a points system to control time theft and said that "even if public transit were the cause of you being late you would still get a point." The same person who entered his same contest for a holiday celebration we had which involved financial prizes.      

I am not the only person who has experienced hurt and seen violations at PAF. In the coming weeks with these individuals' permission and respecting confidentiality, I will be sharing their stories. Why? In hopes that someone hears us and can bring justice, reconstruction, and create a different work culture. Project Angel Food may be all glitz and glamour on news stations, but behind the scenes, we have managers who slept with coworkers, police called on angry employees, sexual assault cases, and served chicken with feathers.  

May it be known that I am a whistleblower and I love my job. I love its mission. 

We deserve to be heard because we deserve better.