My most toxic work relationship - Operator North American Lighting Employee Review

Supervisors and team leads and HR play favoritism. Hr is not for the employee they support management first and foremost. Any complaints made by an employee are dismissed if about upper management. The excuse that is made is “we have 6hr members and 1800 employees” meanwhile HR won’t answer phone calls because they screen them (this I have witnessed) and they sit in the office with the lights off pretending not to be there or on a conference call. NAL would be better off with a union. Management has no clue what they are doing. Troy van fleet makes excuses for who is hired into management saying “I can only hire who applies for the job” when it is pointed out to him that management is clueless. But anyone in management that is hired, that attempts to make a difference for the positive is shut down or fired soon after. The vicious cycle has become hiring the exact same type of person that was deemed the problem, so that upper management can fire them in 6 month to a year. I have watched the same department hire and fire three supervisors in a year for the exact same thing, on the same shift. And watched several department supervisors bully team leads into stepping down because the supervisor didn’t like the team lead. As well as experienced being bullied by supervisors or team leads. HR refuses to investigate when a singular claim is made no matter how much evidence is handed to them, it requires multiple claims from multiple employees and the findings never lead to punishment of the management whom was accused(or actually in the wrong). I have witnessed departments with three shifts work in such a manner that all of the production falls on third shift so they start and finish the week, typically; but third shift is blamed for doing the least because management is able to make it appear as if large quantities of product has been produced while presses are down.(I have witnessed this in the computers.) Meanwhile you could walk the floors at almost any given time on first and second shift and typically see up to 5 presses down for up to 4 hours or even more, but walk the floor during third shift and typically find every press running unless it is at the start of the shift, because second will not start a press at 11pm, though it is there responsibility; unless a third shift supervisor is covering second shift. Assembly controls the flow of the work environment. If assembly does not feel like working at an appropriate rate they will slow themselves down so they will gain overtime either by extending the shift or forcing the line to work the weekend. Moral is low in the whole factory. For many employees before they are through orientation and even trained a bad reputation is given to them, this is a prime example of NAL’s use of discrimination and favoritism. This causes a high turnover rate also. There are enough people wandering around that work at or previously worked at NAL to form class action discrimination/favoritism or supervisor retaliation on employee lawsuits. Proper training is not given to each employee, and until recently there were very little trainers employed by the company. Many that have knowledge refuse to share it because they think it makes them irreplaceable. NO COMMUNICATION! Lessor employees fly blindly as the status quo is “need to know basis- if I didn’t tell you then you don’t need to know.” Even things as simple as holiday shutdowns, product changeover, materials to be used, staffing, and manning are information refused to be passed on to the lower lever employees. But then the lower level employees are expected to pick up the slack of lack of employees at the drop of a hat. Possibilities for advancement are based on favoritism, quid pro quo, or brown nosing; rather than ability to do the job, work ethic, and seniority. (Overtime in certain departments is even handed out in this manner, as well.) On the subject of overtime in departments that have three shifts, favored employees are allowed to just show up early or stay over late rather than being scheduled, and the supervisor will send a current shift employee home and allow the overtime employee to stay. This action causing the shifted employees the inability to earn 40hours in the pay period as well as causing the company to pay more for labor by paying for overtime labor rather than straight time labor. There is absolutely no work/life balance with expectations of an employee being available to work 16 hours of a 24 hour period. An employee is expected to be available to the company from 4hours before their scheduled shift to 4 hours after their scheduled shift, daily, with absolutely no adjustment time between possibilities of overtime worked. Overtime also is not monitored in the sense that the same employee can volunteer to work over and come in early for the same shift causing them to be on the clock for a straight 16 hours which federally is illegal: As no employee shall work more than a 12 hour period at any given time and said employee is required to be off the clock a minimum of 8 hours between shifts per federal mandated law. The focus at NAL is always on the “8 hours off the clock between shifts” rather than the fact that someone has been on the clock from 11am to 3am, 7pm to 11am, or 3am to 7pm, etc. NAL runs off of fear tactics. Anything they can use to instill fear in the employees they will use; NAL treats the employee as if they are uneducated, if they do not have a college degree; or as a threat of the employee shows they have enough common sense or knowledge to be deemed as a problem in a fear mongering environment. Lastly insurance here will scam you and make you pay more than your deductible on in-network doctors.