Sloomoo Institute reviews

After the original General Manager left the company offered myself and two other managers a bonus if we did not leave before September of that year. In order to convince us that they wouldn't just fire us before September, they added that if they decided to part with us before then, without cause, they would pay out half of that bonus. Less than 2 months after signing that bonus document, corporate invented three pieces of "cause" to fire me so they could not pay out that bonus. They had, in their own policies, a progressive discipline structure, which they ignored. Instead of the three pieces of evidence they used, two of them were from a couple weeks prior to my termination. One was an email I had written to a member of corporate who had disabled a tool that would have made a corporate mandated monthly project easier, questioning why we couldn't use said tool when they had continuously promised such a tool would be developed. The other was the new GM emailing the VP of Ops talking about a private conversation between him and myself where I expressed my frustrations over the lack of support from corporate around this project and how, if they weren't going to let us use the tools we should have access to, then I would be forced to use significantly more labor to do the project which they would also not like. The third piece of evidence was from right after the original GM left, during our busiest time of the year, when the head of marketing was visiting us and asked how she could help because we were scrambling to keep up (also because my requests for increased labor leading up to the busy time was denied so we were not able to finish all the preparations I planned). When I told her she could help our packers pack our products she thought I was being dismissive to her. It's worth noting, the next week when the VP of Ops was there and asked the same thing, and he got the same answer, that interaction was not marked in my made up record because he wasn't yet planning on fabricating evidence to fire me at the time, and he knew that answer was the honest answer of what he could do at the time to support us. Ultimately, corporate didn't follow their own policies to terminate my employment because it would have taken too long and they would have been forced to pay me my bonus. So they invented a reason and fired me on the spot "for cause", thus allowing them to avoid paying any of the bonus to me. The reality is they didn't want my position any longer. They would never hire that position again, and 6 months later they would announce they were moving most of our production needs to Houston and laid off a number of my former staff. At the same time they would fire all of the remaining management staff that started the Chicago location and reduce their team down to the new GM who likes to hide in closets to avoid having to actually help his staff, and a couple shift leads. This company does not reward hard work, innovation, or good ideas. Stay away. Last second addition I forgot to include. They also compensate people horribly in promotions. I did not start as Production Manager but was promoted into that role. I received a $4000 raise to move up to production manager, making $67,500 a year in that role only to discover the person who had the job before me started at $80,000. I was far and away the lowest paid production manager in the company, and when I raised that (shortly before they fired me), they said they'd look into it and then fired me.