assembler

maintenance technician

injection mold operator

manufacturing associate

operator

Stanley Electric

They could start by having compassion for the people doing the hard work, the ones that work on their feet for 10-12 hours a day 6 times a week. They could improve HR by having people that will actually try to help their employees when certain circumstances arise. My father is an older man who has a lot of trouble with physical pain, bad hearing and eyesight. He started out as a temp worked those long hard hours for over a year before being hired on as a full time employee. Shortly after he had a couple bouts of sickness he couldn't control. When he missed work one day and showed up with hospital paperwork he was told they di not except that as an excuse! (So apparently your not allowed to get sick or you risk your job!) Afterwards there was I believe twice over the next couple months he forced himself to show up deathly sick to the point the team leader sent him home. No matter what condition he was in he worked hard for this company even when they had no compassion for him as a human being. Roll around to nearly 2 years he goes on holiday shutdown like everyone else. That week he finally got his insurance cards in the mail for vision and dental. We were ready to start making appointments to hopefully help his hearing and eyesight. He returns to work on 1-7 work his full shift.  While there that night he asked about why he hadn't recieved pay first Christmas day like he thought he was supposed to, he becomes aware he heard the date wrong he was supposed to return to work 1-2. Thar explained the reason he didn't receive his holiday pay. He missed work without realizing. After work that day HR call to immediately terminate his employment. He tries to explain it was an honest mistake, that when they said second he heard seventh and that made sense to him as the seventh was a Monday. He obviously didn't realize he heard the information wrong. HR was not helpful whatsoever and told him to file an appeal, which he did immediately. They have still yet to respond and he was told they would get back with him within the week. Its apparent they dont care about the hard working backbone if their company. Thet even have the failed hearing test results from when he was hired on. What good is HR if they  cant help the humans there that need it????????????????????

I'm not overly bitter even though it may sound this way, this is just what I experienced plain and simple.  I am grateful for some of the skills I picked up working there, they actually helped me land a much better position with a better company.  So thank you. 

Since they instituted the 48 months to top out, pay and increases have gone down.  The last cost of living increase was a dime.  They also did things like pay bonuses to temp staff for reaching X number of hours, but this was denied temp staff that had been there nearly a year or more was instead offered to new temp staff just starting out.  Would it not have made more sense to give it to the ones who have already proven they want to be there, to say to the new ones, this is what you can have if you are dedicated?  My personal opinion and just one example of how management works.

The HR manager when I was there treated people like her personal enemies and carried a grudge if you crossed her or weren't part of the gang.  Managers there seem to be only out for themselves and  make irrational decisions that are not based on logic, common sense or with the considerations of the worker in mind.  In the culture that has developed there it is typical to see managers who don't know how to lead excel either through their connections or on the backs of their workers. 

They were constantly having internal economic struggles, that they always blamed on the mother company in Japan.  Often trying to get vendors paid and supplies bought would met with delays.  At the time I left a director's sign off was needed for any purchase over $10.00.  

The work was easy enough, no heavy lifting, no back breaking labor, yet they always had a high turnover rate.  You should ask yourself why when considering this employer.

Always and forever 
The Common Associate

The job is incredibly monotonous. They don't let you do anything but pretty much put a part in a machine and push a button. If the screws get clogged, you're not even allowed to clear the clog. That puts your line down and lowers your production. Then they get irritated with low production. That catch-22 pretty much describes every last thing you do in the building.

It's not actually possible for the management to care any less about anything other than production, yet at the same time, are completely frozen when it comes to making decisions. 

They make you start on third shift. It worked perfectly for me, but if you can't, then there is no other option. There's about a year wait-list to move to first shift. 

The pay is decent. Especially starting out. But even walking through the doors if the building drains you. Both literally and emotionally. The parking lot is a good 400 yards, probably more, from the building. Then just knowing you're going to be pushed and borderline harassed to go faster and faster, but don't make a mistake, drains any type of decent mood you could have possibly been in before work. 

Some team leaders and coordinators are buddy's. So if you're not buddy's with the team leaders, it will be even worse. 

It's even difficult to get a team leader to cover you for 5 mins to use the restroom. Then the whining about it afterwards is childish and fantastically annoying. 

They have a cafeteria on site that's opens first and third shift, so that's really nice. 

Your schedule is pretty set. Occasionally you may have to come in 2 hours early and, even more rarely, may have to work s Saturday. 

A typical day at work would begin with a shift meeting assigning associates and technicians to their production lines for the day. Meetings would involve discussion of quality issues (if any) and specific instructions for a particular day. Associates and technicians would run production lines independently as team leaders and coordinators would check in on their respective production lines periodically. Associates were openly encouraged to speak to team leaders, coordinators, or management about any quality concerns or concerns about any time of harassment. During an 8-hour shift, breaks were scheduled roughly 1/4 and 3/4 of the way through a shift with lunch occurring roughly 1/2 way through a shift. 

I learned how quality electrical power boards were made, especially as they related to automotive lighting. The hardest part was dealing with some difficult people at times and occasional variation between different leadership personnel about how various jobs were to be performed. 

The most enjoyable part of the job to me was learning how the different production and function test machines worked to ensure the production of quality automotive lighting and heating control unit products for Honda. I learn a lot about how why machines work the way they work and developed some basic mechanical skills during my time at Stanley.

Characteristic production environment, where daily goals must be met. You have 90 days to come up to speed or else be removed or reassigned. The employees text each other in the same room right in front you.  Your career depends on what they think and  then they have a meeting with the rest of  your co-workers, but not you, to see if they think you can do the job or not. Do not get caught telling one employee about how another employee abused you on the job. I came in with a disability. You will find yourself suddenly getting glared at across the machines, because they are listening and constantly communicating via text right in front you. They are preparing you for success not failure they say. Still if they like you, they show it by the support they give everyday. This is a true team environment if you can cut it. You will really never be alone, because they are mission oriented and truly have your back. The Stanley motto: "Don't buy a bad part. Don't make a bad part. Don't pass a bad part." On my way out, I resized my image of the company, because I realized I was the bad part, thought the training could have been modernized, instead the afternoon you get watching computer slides and getting quizzed about the process, before the OJT. Oh and yes the three  day company orientation was great overall, however and my autistic disability and awareness never let me learn in a timely manner, and in the end, I just ran out of time getting in touch with the process. This was not the fault of Stanley, but mine. From those experiences I learned my limitations. 

A typical day started at 7am — you get to your line, run your masters through the machines to make sure everything is good, and then get to work. I was an inspector, so most of my job was checking the quality of everyone else’s work. Honestly, it was super easy and I liked it a lot. The only downside was standing the whole shift, which could get boring sometimes, and the occasional mandatory overtime when the line was slow.

I learned how important teamwork is in a production setting, and how to stay focused and consistent throughout the shift. Management was good, supportive, and fair. The culture overall was positive — people were easy to get along with and willing to help.

The hardest part of the job was definitely the long standing hours. But the most enjoyable part was how stress-free the actual work was and how good the people were. Overall, Stanley Electric is a really solid place to work if you want stability, easy training, and a good environment.

The day begins with a shift contact meeting with all shift reporting employees from 1st and 3rd shift reviewing the nights safety, quality and schedules. The Japanese style of manufacturing was a change for me. Learning the Japanese “SNAP” program gave me a better understanding of how production should flow through the company. The culture between Japan and American management is very good and I enjoy working with the advisors. Working to improve quality and man power issues create the toughest challenge for me. Seventy two molding machines with multiple car models running daily can create chaos at times. The undertrained floor leaders are typically the cause of this. They were very good employees but little training is given to make the a leader. The most enjoyable part of job has been the last twenty years or so. Having the ability to grow younger, sometimes inexperienced processors, is gratifying.

Seriously just don’t work here, especially if you’re a temporary. This company cares nothing for you. The management cares about numbers and that’s it. They will use any excuse to not give you raises, hire you in, or just straight up use you to their benefit. They have lied to me and kept me at the lowest paid position possible and refuse to even consider any transfers I’ve put in. They use excuses like “not in the budget” and “lack experience” while they sit on their butts. Meanwhile they protect and give rewards for their favorites. They’ll even go as far to ignore you for weeks in the hope you’ll give up. Trying to talk to senior management is a joke. The HR department is useless. I’ve waisted time hoping to be moved up and now like most people there were done and trying to move on. My coordinator and fellow technicians are amazing though. Really the only reason I’ve stayed so long is because of how well the coordinator has treated me. 

Seriously just unless your a family member or buddies with some sort of upper management don’t expect to go anywhere. 

What is the best part of working at the company?
Walking out after turning in my badge was the best part of that job.

What is the most stressful part about working at the company?
HR and AR lying to your face about company policies, lack of communication from team lead up, blatant disrespect and name calling to employees with disabilities.

What is the work environment and culture like at the company?
The assemblers get blamed for ALL problems, the department responsible for keeping parts stocked but not doing that are never held accountable, the companies inability to provide totes for the finished product obviously have no fault placed on them because the Assemblers just need to try harder and care and the totes and materials would magically appear before us, duh.

What is a typical day like for you at the company?
Show up, get called names by my team lead because my disabilities make me childish, look busy while we wait for line supply to find inner lense 2 because it appears we have none.

Working at Stanley tends to be a stressful experience, the employee turnover rate is the highest I have experienced at any company thus far. New employees tend not to last longer then two weeks and I attribute this to the fact that the breaks are too short, there is zero leniency when it comes to mistakes or protocols.

The culture among management is one of encouraging the Shift Leads and Coordinators to turn against each other depending on which shift they are working for. They often pay more attention to employees not directly under their control so they can run to management about their behavior rather than to the Shift Leads or Coordinators they work for.

I have worked for Stanley for over a year now and in that time I am the only Manufacturing Associate who has lasted that long, everyone else has quit or been fired.

Top Job Titles	Average Salary
Assembler 4 salaries reported	$16.70 per hour
Maintenance technician 8 salaries reported	$30.88 per hour
Injection mold operator 1 salary reported	$35.27 per hour
Manufacturing associate 13 salaries reported	$18.31 per hour
Operator 1 salary reported	$20.55 per hour

Working at Stanley Electric: Company Overview and Reviews

Stanley Electric

Stanley Electric Ratings

Popular jobs at Stanley Electric

Salary Satisfaction

Job Seeker Tools

Employer Tools

Browse

Stay Connected