Annual raises for salaried employees are minimal, often only 100–500 dollars per year, regardless of performance or inflation.
Salaried roles are consistently compensated below industry standards for comparable positions.
Management routinely solicits employee input and feedback, then consistently ignores it, making requests for opinions feel performative rather than genuine.
Excessive favoritism is openly displayed, accompanied by constant gossip, drama, and office politics that undermine professionalism and team cohesion.
Leadership culture normalizes poor treatment by implying that if everyone is miserable together, the situation is acceptable.
The company shows little concern for employee health and safety, pressuring staff to work in unsafe conditions because “it was done before.”
Employees who raise workplace health concerns or request alternate work arrangements for health reasons are consistently penalized rather than supported, effectively forcing them to choose between their health and their job.
The building was shot at, and management waited several hours to inform employees and refused to let anyone go home, demonstrating a disregard for basic safety and crisis response expectations.
Any non-vacation time off, including sick time, medical appointments, and other approved leave, can be held against employees and negatively affect promotions, raises, and recognition.
Promotions and raises are often denied based on incomplete or misleading assessments of performance, while significant individual contributions and permanent fixes to long-standing issues go unrecognized.
External or third-party training and professional development are not supported and, in some cases, are actively discouraged.
Execs are only concerned about profits and never employee well being, morale, or happiness.
