Pros
**Stable work with predictable hours and work schedule. If you are trying to do nothing but work and save money and get your life together, this place will help you do it. **FT workers get health benefits (BCBS health, plus dental and vision) **401k with (small) company match (30% match on contributions of up to 6% of your income) **Overtime available (if you want to work it) **A gym and medical clinic inside the plant are available to all employees, both PT and FT
Cons
Where to start... **FT workers switch days to nights every 4 months **LONG HOURS. If you are a production employee you will work 12 hour shifts. This wouldn't be so bad if you only had to work the 3-on-4-off or 4-on-3-off schedule they claim, but with the mandatory OT... Get ready to become an energy-drink/coke/meth addict. **During your 12-hour shift, you will only get two 20-min breaks. They get away with this labor violation by claiming that you are allowed to eat out on the floor and the machines, which you are. But whether or not you are actually ABLE is completely dependent on which job your machine happens to be running. **The turnover rate is INSANE (like over 60%) so, if you stick around for any significant period of time, you will be asked to train people (without any extra compensation), the majority of which will quit within months. **Because the turnover rate is so high, you will be assigned mandatory overtime. So kiss your personal life good-bye. After five 12-hour days in a row, your first day off you will usually do nothing but sleep, so you will essentially have 1 day off where you can actually enjoy yourself. **The department I work in (Finishing) is mostly a "Good Ol' Boys club". For the most part, if the right supervisor/manager doesn't like you (for whatever reason) you will never grow beyond the Operator level, no matter how good you are at your job. Favortism is RAMPANT. People get promoted into leadership positions who have practically ZERO LEADERSHIP SKILLS. They place little to no value on "soft skills" such as organizational abilities, communication skills, collaborative abilities, coaching/mentoring ability, etc. **Raises are a joke. I know people who have 20+ years experience and haven't missed a day of work in 5 years, who didn't get ANY raise at all this year because they were told they had to give the money to the younger/newer operators. I get they are trying to raise the baseline on entry-level operator pay in order to reduce turnover, but these vets are your strongest links. The fact that corporate doesn't allot enough money to take care of both the new and experienced is crap. **They practice a Promotion-Without-Pay policy, whereby they offer you a promotion, then ask you to work in that new position, with all the additional responsibilities that come with it, for MONTHS before they give you the raise that goes with that job. I know several people who got promoted to the Technical Area Lead level and worked for aprx 6 MONTHS before they got their raise. One waited nearly 9 months. **They seem to promote a division, almost on the class-warfare level, between Managers/Admin employees and Production employees. Managers get decent salaries, regular daytime schedules, better breaks, etc, but will be the first to tell their under-paid, blue-collar employees to "suck it up and sacrifice for the company." **They recruit and hire people who are in more "desperate" life positions, i.e. people on probation/parole, people who are in debt, felons, etc. They recruit people from these groups (which included myself when I first started) because they know that these people are more likely to accept lower wages, poor working conditions, and ill-treatment at work because they need to keep the job. **They publish no pay scales. Pay rates are largely left up to management's discretion. This results in two people with the same job title and same time-in-service being paid very different wages, sometimes up to $1.50/hr difference. A person's livelihood can be totally dependent upon the luck of which shift they get assigned to. **They ABSOLUTELY value Production over People. Google the circumstances surrounding Robert Farley's on-the-job death and the OKC plant, and you'll see what I mean. This list could go on...