• During the interview process, all six employees hired were told the position was hybrid/remote and that weekend work would be shared equitably. Within the first week, we were informed by the Regional Manager that the role was never hybrid, contradicting what was stated during hiring.
• Scheduling is inconsistent and inequitable. One employee has been given every weekend off for approximately four months, while the rest of the team is required to work every weekend. The Operations Manager has stated that having either Saturday or Sunday off “counts as a weekend,” and that writing a fair schedule would be “too difficult.”
• Employees were not informed during hiring that the job would be performed in a warehouse environment with no heat, active operations throughout the day, and significant noise, which makes hearing callers difficult and impacts job performance.
• There are no standardized operating procedures, and employees often receive different answers to the same question depending on who is asked, creating inconsistency.
• The ADA accommodation process is extremely slow, often taking months to receive a response, and employees are questioned about whether accommodations are truly necessary rather than supported through a clear, respectful process.
