software engineer

senior software engineer

senior analyst

senior manager

associate

Wayfair

PAY
The pay is honestly amazing for the amount of work you are actually doing. As long as you are competent and efficient in your calls, you can have a good income. As example, I am only a part-timer that probably averages about 25-28 hours/week, but if I were to continue throughout the year, I'm on pace to make around $38,000. So if I were a full-timer, I'd probably be looking at north of $50,000. Not bad for a job in Bryan, TX.

However, one thing that greatly annoys me is how other agents from other locations will obviously game the system into making their metrics higher, making it harder for those who follow all of the policies put in place by management to get the bonuses and kickers for higher metrics. This brings me to my next point.

MANAGEMENT
In my and many other sales agents' opinions, the worst aspect of Wayfair. Your direct manager is usually nice and will help you out. However, there are so many managers who seem so incompetent and don't realize what foul play their agents are doing that are affecting others' bonus compensation. They are lazy, hardly helping you when you need assistance with a customer. They just say "call Help Desk" while they chat about nothing to the only other managers present. 

Above those managers, L3's and so on, are just as bad for other reasons. They can hardly ever just give you an answer straight when they change policies almost every week - either on how to handle certain calls, or how your compensation will change. They continue to change the compensation/bonus set-up so that agents continually make less. So while the pay is good now, it used to be great. Although it's good now, I wouldn't be surprised if it gets worse. So I definitely see this as more of a temporary job. Most others do too, hence the high turnover rate with sales agents. It's rare to see someone stay longer than a year.

CULTURE
I'm mostly to myself besides my immediate team so I really don't have too much praise or complaint. The culture is definitely laid back in the regards that you can casually chit-chat with your coworkers when calls are slow and the dress code is very lax. While there are some managers that just seem hyper-sensitive to any form of criticism or just come off as they are better then you (i.e. they talk to you as if your an elementary student), there are also those that are super relaxed, open, and just the friendliest, most down to earth guys you have ever met. These guys will go out of their way to say goodbye to each and every agent when they head out. Truly stand up guys that are great examples of what the rest of Wayfair management should strive to be.

THE JOB
Lastly and probably most important to you reading, the job. It's easy. Once you've worked for a while you will kind of have a routine and immediately know how to handle the hand full of times where the customer is calling in for something other than to just place an order or ask a bazillion questions about an item that they're looking at. It may get tiring quick for those who really take things personal or get riled up easy because there will be quite a few times where customers who don't understand e-commerce could be escalated due to a recent price change and take it out on you. Luckily, you only have to deal with them long enough to get them to a different department or your manager, since you are just in sales. 

Depending on when you work, the day could be slow or back to back. Typically, early morning (7am-maybe 9am), lunchtime (11am-1pm), and evenings (5pm-10pm) will be calls back to back unless they hire a lot more people in the near future. Every other time is usually slow with maybe like 10 minutes between each call, unless there is a crazy sale on the website. 

Speaking of crazy sales, during "Wayday" and Black Friday they will have you work forced overtime. You will likely be miserable since calls will be back-to-back and you could potentially have hours in the middle of the night. It is only two weekends out of the year. You can probably do it! Just be aware of that so that when you get hired, you don't immediately use all of your sick-time (since they don't care how you use that unplanned time), but actually save it for those days just in case you feel like you need a break.

In summary:
- Pay is good, but changes could make that just average
- Management needs a lot of help
- Culture is okay
- The job is very easy except for two weekends out of the year.

I worked at Wayfair for approximately three weeks. Going into the job, I was excited for the opportunity and willing to learn. The work itself was not overly difficult, and I genuinely tried my best to understand the processes, follow instructions, and contribute to the team. However, my overall experience was impacted by several issues that made it difficult to succeed as a new employee.

One of the first things I noticed was that employees often came to work sick because they were worried about missing work or potentially losing their jobs. There seemed to be a culture where people felt pressured to show up regardless of how they were feeling. Unfortunately, after being around several sick coworkers, I became ill myself and eventually had to seek treatment at urgent care due to a stomach bug.

When I informed management that I needed medical attention and would not be able to come to work that day, I was told by one supervisor that everything would be fine as long as I provided a doctor’s note. I followed those instructions and obtained documentation from urgent care. Despite doing what I was told and providing medical proof of my illness, another supervisor later made the decision to terminate my employment. As a new employee who was genuinely sick and had medical documentation to support my absence, this felt unfair and disappointing.

I also believe there may have been other factors that contributed to the decision. Prior to being terminated, I had an incident where I attempted to use a vending machine because I was dehydrated and needed something to drink. I was informed by a supervisor that I could receive a final warning for doing so. While I understand that every workplace has rules and policies, I was still a new employee and had not been fully informed of all workplace expectations. Had those rules been clearly explained during training, I would have been more than willing to follow them.

One of the biggest challenges I faced was the lack of consistent communication from management. Throughout my short time there, I often received different answers depending on which supervisor I spoke with. For example, one supervisor might explain a task one way, while another supervisor would provide completely different instructions for the same task. This created confusion and made it difficult to know which process was correct. As someone who genuinely wanted to learn and perform well, it was frustrating to receive conflicting information from the people responsible for training and supervising employees.

The training process itself could also be improved. There were many situations where I learned more from experienced coworkers than I did from management. My coworkers were often willing to answer questions, explain procedures, and provide guidance when I needed help. Without their assistance, it would have been much harder to understand certain aspects of the job. In my experience, the coworkers were one of the strongest parts of the workplace because they were approachable, patient, and willing to help new employees succeed.

Although my experience with management was challenging, I do not believe every aspect of the workplace was negative. The actual work was manageable, and there were employees who genuinely cared about helping others. However, better communication, more thorough training, and greater consistency among supervisors would significantly improve the experience for new hires. New employees should not have to rely primarily on coworkers to learn important policies, procedures, and expectations.

Overall, if someone is considering working at Wayfair, my advice would be to ask as many questions as possible, keep records of important conversations, and seek clarification whenever instructions seem unclear. Be proactive about learning the job, and don’t be afraid to ask coworkers for guidance if management is unavailable. While there are positive aspects to the workplace, my experience highlighted several areas where improvements could be made, particularly regarding communication, training, and the treatment of employees who experience legitimate medical issues

The best thing I can say about this company is that you do build a kind of a family units amongst your team. I have several ex-coworkers there that I am still very fond of.  However, the amount of effort they put into the employee dropped over the 3.5 years I was there. Mostly because they were more concerned over their overall revenue than employee experience.
I started at Wayfair before they became really big. They were a wonderful company to start off with and were always very supportive and professional. But the larger they got the more pressure they slammed on to all the people down the line. 
The management started becoming very cliquey and closed off with people that weren't meeting their numbers. Giving little to no help on how to do better with difficult situations. They started to get very impersonal with the way they taught new policies or working new tools, while using their motto "expect constant change" to just get everyone to go with the program.
On numerous occasions I felt forced to put my job before my family. During the pandemic, we were all deployed home but were slammed with these huge complications that people were demanding supervisors for and the CARE team was given little to no support to manage or correct them.
Because everyone was home, we had to learn new ways of balancing child care and working at home. Due to my babysitter getting Corona, I had to balance the day between working and tending to my 4 children - all under 10. 
My numbers did start to drop and I was told to just "throw some crackers on the floor for them to fight over and focus more on my job".
On a few occasions, I witnessed management openly mocking people who have had to use their system of leave of absence because of mental health. A few times before the pandemic was even a factor.
The life and work balance was held to a high standard in 2017 but by 2020 they were picking off anyone who had big mental health issues, anyone keeping the "Old Wayfair Mindsets" and anyone that just didn't fit the gotta be the best mentality.
I cannot say if it was just that direct managers I have worked around but from what I have gathered, other people have had the same experience with other managers as well. Additionally, to the hire ups. I had one manager tell me "The management meeting they had to attend were an absolute blood bath" People were constantly getting yelled at in front of other management. To the point that the people that were training to be leaders were no longer allowed at the meetings after one instance.
On the flip side, the customer experience began to drop because of the changes and complications we went through during the pandemic. For instance, the call handletimes. In 2017, they were nonexistant. But by 2020, they were completely enforced and the quality of service dropped completely. 
There were other complications that came with long haul transports or supplier shipments that made the job a lot harder but we got little to no help from our own teams to manage this. I had several other customers coming directly to my line instead of using front line service simply because "They just didn't care about the customer anymore".
When addressing this to management, I was told that I needed to stop letting the customer come directly to me and tell them they needed to go to the front line agents.
To their credit, Wayfair did have an large mass of customers who did try to take advantage of policies to get more out of the company. They did build a team to fix this but they absolutely went overboard when it came to the way they trained the employees to care about customer.

On another note, the pay started off great! But as you go higher they have more work you have to do and the pay is most definitely not worth the luggage.
I don't know if there is a difference in the last year and a half since I have worked there but Wayfair is the place that you should "Expect constant change". I just don't know if the changes they made have been done to improve the employee experience.

Remote “Design Services” designers for Wayfair and affiliates (Joss & Main, AllModern, Birch Lane, & Perigold) offer free design services for customers on the website. A single designer can receive anywhere from 5-16+ leads per DAY resulting in an obscene amount of customers to consult, offer recommendations, and persuade to purchase each week with zero guarantees of customer purchases. 
          The bulk of client leads should be redirected to the CS team (they need someone to agree that a single item is a good purchase)  or they need someone to place a sample order for them (samples are offered with products on the website for convenient purchase). The hardest part of the position is creating quality designs for the customers who have champagne taste on a Natural Light beer budget and do not understand what the program entails. There is no “minimum” budget requirement; which forces each designer to explain that a multi-room home project can not be completed for $5,000 or a single-room project for $1,500 even with Wayfair pricing when they need every detail designed. 
         Designers are forced to use basic software (equivalent to Photoshop) to create visuals for presentations and rely on website stock images to create uninspired storyboards to sell products and re-source alternative pieces when the customer wants to see something else (typically due to misalignment in clients own style knowledge and preferences or low-budget indecisiveness). 
          Designers are expected to complete projects within a week to two-week time frame and meet a monthly quota and each designer is expected to meet at least 80% of their quota per month to avoid verbal and/or written warnings. 
            Designers are held accountable for all administrative daily tasks (logging all communications (email, phone call, zoom meetings), following up unresponsive inquiries, timing projects and duties, organizing meetings and weekly scheduling (internal and client facing)  along with researching products, design sourcing, presentation creations, and updating each client's files with the latest progress. But wait there is more…each designer is also responsible for internal Slack communications and is expected to respond within 15 minutes when slacked directly. All of these tasks are expected to be completed within a 40-hour workweek with an hourly pay rate that is equivalent to a fast food employee's wage. 
          The high management turnover rate has created a toxic environment in which the team is held responsible for. Such as a lack of training, position clarity, and set process guidelines since training consists mostly of customer service phone sales and very little design-focused training. 
             The current management head is lacking in leadership experience and self-esteem; so manages with “my way or the highway mentally” including sarcastic backhanded comments and bullying to show superiority. Creating an atmosphere similar to a 1950s corporate office setting where leadership has full control. There is zero job security or leadership trust. The team has seen multiple high-end sales designers let go without a parting comment as to why. Management is not held to the same “core value” system and “people principles” as expected from employees.   
             As for the most enjoyable part of the job, that would be the environment and loyalty created by the designers themselves. The magnitude of job duties and changes forced on the team has created a tight-knit comradery and work-family mentality. 
             In conclusion, if you are looking for a design position within this company it would be best to make it a pit stop on the way to a better position and company and be prepared to be overwhelmingly overworked. 

I'd been working for Wayfair for years, happily too.  Was paid well hourly, got raises every quarter based on performance, in addition to the yearly raise. Benefits were great (health insurance, perks, discount, and investment options). 

However, 2020 changed everything.  We got incredibly busy (Black Friday volume EVERY DAY) and Wayfair stopped caring about their employees and their mental health. Corporate knew we were understaffed to handle the volume but were captivated by the exponential increase in profit. Customers were hostile due to the call wait times and delayed shipping. Wayfair didn't have a script and disconnect process for abusive customers; we were just meant to take it.  The managers just tell you not to take it personally.  While that's true, when it's the 150th call of the day and the 50th where you're being personally threatened or accosted, not taking it personally is hard to do. We even had a rep call the Suicide Hotline on shift after a call, that should indicate to you the level of support frontline got.  Once corporate saw their profit margins jump after the summer of 2020, literally everything changed.  They brought in new corporate level managers who changed SOP even more. Bonuses went down, performance raises became nearly impossible to get, you were pressured to take OT, and any new hires were getting paid more than tenured employees.  I switched departments and my pay was cut to less than I got hired for 2 years prior!  Internal hires don't get an offer letter with job info to review, so I didn't see my pay change until the first check in that department. When I asked about it, I was told that since the new dept got me off the phones, that I should be thankful.  

Tools were taken away from reps to help the customers, and in order to attempt to make a small bonus you were left with no viable options to assist in escalations, so customers were perpetually angry and then you got in trouble because your customer rating was low.  Managers at Wayfair specialize in gaslighting and passing the buck, they say they want you to talk to them about what you're going through.  All they do is turn what you've said into something else completely indicating it's due to your behavior and set it right back in your lap, and then ask, "Sounds good?". Positive/constructive feedback became a thing of the past - it was fix this or it'll be a written and possibly a final. Threatening to fire people doesn't really go well with being desperately understaffed in my opinion, but it was easier to get new employees in who won't question them.  They were purposely pushing out tenured employees. I stayed for 2 more years hoping it would change, and then finally left.  

Bottom line the pay is no longer competitive, the workload for the pay is astronomical, you do not get support from your managers (nor they from theirs), you're expected to deliver a good experience to customers with little to no tools, the managers border on bullying behavior while gaslighting you, corporate doesn't care about anything other than the new company profits, and employees are treated like management is just waiting for them to take advantage of anything.  Also, if you need help from HR with anything like ADA or FMLA don't expect anything but resistance and argument, or just expect to be ignored. My doctor was astounded at how hard it was for me to get assistance when I needed it.

4 years ago, if anyone asked me, I'd tell people that I'd retire from Wayfair I loved it so much. Would I recommend Wayfair to anyone now?  Absolutely not. I've never felt more disregarded or taken advantage of.  My mental health went to a scary place and work/life balance became nonexistent.  So, I'd say to stay away, despite what they say, they really couldn't care less about their employees under the corporate level.

Potential employees beware. Do yourself a favor, and don't go to this interview you are about to have. Don't bother ever calling anyone back, answering another email, or wasting your time on this garbage company. You will be fed line after line of complete and utter lies. They will tell you how great it is to work there. They will tell you about their snack walls, ping pong tables, and serenity rooms. It is all a lie. 

Let me tell you what you are really in for with a job at Wayfair. You will start in a class room. The training staff at Wayfair is very good at making everything seem like you really are getting into a great gig. They will give you free shirts, cups, bag, and all the praise in the world over your first few weeks. Then, they will move you into what is called nesting. Here, you will actually be on the phones but still training. They will tell you how great you are and how far you will go. The will fill your head with ideas that you will be running the building in no time, that you are special. Then, once training is over, things go a little down hill. You will be on the phones and email systems dealing with irrational customers and problems created by the company's inefficiencies. It will be okay though, because the first level of employee is so over staffed that you wont be working that hard. It wont be great, but you keep telling yourself you can deal with it because you will be running the place in no time. Then they move you up to a skill level 2. That's when the curtains are pulled back and you see Wayfair for what it really is. All those snack walls, games, and serenity rooms cannot save you when you are answering back to back calls every minute of every day. The work force planning is so inefficient, that if you aren't taking calls back to back, they will move over half the call team off of calls to make sure that you are. The half that is moved off of calls always happens to be the skill 1 employees, because the number of skill 2 employees is abysmal. Most skill 2 employees don't last more than a few months. The few that do get moved up to the the 3rd skill, which becomes even worse. Not only are you on the verge of peeing yourself daily because you cant get a break, but when you do finally take a break your metrics are so damaged by it that they begin the very quick process of firing you. 

The management is entirely incompetent. They also love to create focus groups that constantly ask what your manager can do to help make you better, and the answer is always nothing. Management takes that as that they are doing so well that there is no room for improvement, but the truth is that your managers cant actually do anything. Many of the managers are diversity hires that know less about the job than the lowliest of phone agents, and that's when they are actually around. They spend most of their days in private meetings. They don't know anything about how to actually do the job, and when you do have a question they just refer you to the internal database that is horribly outdated. You will deal with their incompetence daily, and when one of their jobs finally opens up, you wont get it because you don't meet the exact race or gender they want. The position will be filled by a clone of whoever had it before so that they may stay diverse.

If you do take the job, don't bother giving a two weeks notice when you decide to leave. They will just "adjust" your metrics and fire your for poor performance.

This is a company that stresses throughout its recruitment and training period its commitment to customer service. This is an outstanding philosophy that they have failed to actualize. Queues for the inbound telephone customer service calls are regularly above 500, correlating with wait times for over 45 minutes. Imagine how you would feel if, upon receiving an item that requires you to talk to a customer service representative (known as a Sales and Service Consultants at this company), you then had to wait for 45 minutes (or more) just to speak to one. The metrics used to assess the SSC's performance were developed when there was no queue for inbound customer service, so you can imagine the futility of trying to achieve those standards today, when the first time you have an opportunity to speak to a customer, they've been fuming on hold for 45 minutes or more. Further, this company consistently fails to answer or address inbound email requests for customer service for a week, or more, even though they set the expectation for a 48 hour turn around to the customer. At the time I was working there, they actually cut the Chat medium of customer service communication, due to inability to employ enough SSCs to effectively address that, email, and telephone communication concurrently. 
Managers refuse to pick up the phone and help SSCs dig out of the queue. They hold meetings, and otherwise consistently find reasons to be unavailable - pretty much do whatever they need to do to look busy enough so that they don't have to do much of anything. Do the math with me really quick - 10 managers are on at a given time, and there is a queue of 500 calls, leading to an average wait time for a customer of 45 minutes. If each of those managers answered 7 phone calls per hour (70 more calls being answered per hour), the queue would be squashed before the end of an 8 hour shift (8x70 = 560). 
No one, upon being hired receives two tandem days off in a row - even though the schedule currently employed has done nothing to improve the level of customer service that this company can provide. That's not only ineffective, it's just mean. 
One more math problem - this company estimates that rough 3/4 orders never need to contact customer service. That means one quarter of all orders do have to contact customer service. And if that means that they will have to wait for 45+ minutes to speak to a representative, or not have their email returned for 7+ days, you can kiss that customer good-bye. Even the biggest proponent of Wayfair.com is, statistically speaking, only 3 more orders away from never ordering from this company again. If you are going here to make a career, this is information you will want to consider, regarding the stability this company has to offer. 
I wouldn't work here again. I wouldn't recommend it to any friends or family. And, given what I know about its true philosophy and commitment to customer service, I wouldn't even recommend anyone shop from Wayfair.com.

It's decent if this is where you want to start to get your foot in the door or simply want a work from home position. 

Healthcare is fine for my needs. Having the flexibility to decide when I want off is nice - except during peak season, which is understandable. Definitely my two favorite aspects of working here, and truthfully, the only ones, aside from a good "team atmosphere" with your direct manager and team.

Pay isn't great - the amount of time we spend as frontline getting yelled at (by customers), deserves better compensation. Not to mention, the ever-changing metrics, which require adaptability that the pay they give, simply doesn't cover. More on metrics further down.

I'll agree that direct management and team are phenomenal. We laugh and have so much fun. 

Anything above that, I don't know, as we are sometimes given the opportunity to speak to them (higher-ups) in group settings, but we don't actually get to know them per say. They have constant site meetings and talk about raising pay but the pay isn't enough still, especially when compared to other companies. 

Customers are going to do what customers do, so be prepared to have angry people in your ear or via chat/email. All of my managers, now and in the past, have done their best to support the team but support only goes so far when pay doesn't make it worthwhile.

Metrics are "weird". Sure, managers do their best to give you clear expectations, but they (metrics/expectations) change all the time. A good portion of those metrics don't make sense if you want to give adequate customer service. You'll get dinged for things you shouldn't and then be told "it's fine, you can make up for it" or "we set metrics up in a way where, although we know this other metric isn't fair, this other one will help you". That, to me, isn't cool. Managers should be given more ability to review our metrics and toss out any that are, very clearly, not fairly scored, etc.. "Making up for it" can sometimes take a very long time and that mentality only affects us negatively, as we then start to overcompensate in some areas, while other areas suffer. Get "good enough" and you'll get okay looking metrics but there's no real way to maintain your metrics looking great all the time. 

Moving up is easy at first. Depending on where you start, you'll go up a couple of "skills" or positions fairly quickly. Once you want to move in to another department, things can get a little foggy as some require in person attendance (in a limited number of states), while others require degrees or experience that a normal frontline agent won't have.

Overall, it's a good place to start and help you figure out if you truly like customer service or if you enjoy working from home. But be aware that it may not work for you long term and be prepared to have "off" days. 

In my personal opinion, I had decent workforce experience before joining Wayfair, therefore the frontline position didn't pan out how I had hoped since it wasn't a stepping stone in the right direction (within Wayfair). Finding a place to do that or go a whole different route career-wise is the best move for me but, again, Wayfair may be a smart move for others, depending on where they see themselves in a couple of years.

I thoroughly enjoyed the job that I do. I certainly enjoy getting to deal with the public on a regular basis. One of my favorite things is to build a rapport with Wayfair clients and actually have them enjoy my presence there and feel safe and at ease and know that their job is getting handled correctly. The service pro support staff is more than accommodating at times but is always there when I need them unless it is after hours. It would be nice if there was always somebody on the other end because at times it's past those hours that I need help because a job may have ran like in the evening. There are scheduling and logistic issues that certainly need to be addressed through a research and project team at the very least. I have went to the same location two days in a row to assemble two different items that could have all been done in one visit. It would have saved me on overhead just for travel expense amongst others but not only that it keeps me from being able to be somewhere else to get more accomplished. I love my flexibility in the scheduling and my ability to communicate with the clients as needed to accommodate my daily schedule that tends to fluctuate. I'd wish we were able to see the customers contact info and actual real life location at the time we accept the assignment. There have been times I was not able to make it to the client's location at the scheduled time because the transportation I am utilizing did not get me there but only close enough that I can never be there on time walking. I was just taking this time to point out a few of the flaws that can easily be remedied with a little effort and recognition of the problems. The good things I have to say are a lot longer and more flattering. As I've said before, the support staff for me is very accommodating and understanding. I have been thrilled and impressed each time I have contacted them. Their problem resolution capability is astounding! Anytime I've had a problem or issue with the item at hand they have been able to fulfill the satisfaction needs of both myself and the clients. This is unwavering. Every single time they have managed to do this. I love the ability to pick and choose when I want to accept an assignment rather than being told here is your assignment. The ability to have a fluid structure to my day fives more satisfaction than a conventional employment position ever has. The pay scale is appropriate for the most part with the exception of a few items being miscalculated for pay. But they will work with you and come to an agreement on what your pay should be. I don't get as much feedback from Wayfair as I would like to get but everything I have got has been constructively critical. Haven't said that, I like not hearing from office much but would like to have maybe a newsletter or monthly update on what's going on and how we're doing as a team. 

First off, When they have a sale it's mandatory to work 6 days a week. Many warehouses are like that especially in Retail. They should rotate the  Supervisors schedule to be more family friendly. Then a new OM was hired and a few weeks later he accuses me of not telling him the truth about a conversation we had on Thursday. To top it off he confronts me about this conversation 4 days later which was Tuesday morning. I told how how am I suppose to remember a conversation 4 days ago.  He stated in his record of discussion" in my Workday that Honesty and Integrity are "Paramount". So then one of my Static workers gets hurt and receives First Aid (Ice Packet) who was suppose to be going to Army boot camp in a few weeks and I do the accident report. He (Operations Manager) doesn't turn it in or report it because he was afraid that would prevent him to join the Army. His very words were "It's one thing to get hurt when you are in the Army". They will take care of him. If you are broken before you go in then they don't want you. So he (An Operations Manager) deliberately doesn't report this accident. So much for this OM's Honesty and Integrity policy? It's to his convenience. This worker that got hurt missed approx 3 to 4 days due to shoulder pain and calls into the call off line and states "I am real sore from the accident".
So this worries me because I wrote up the accident report and he is not turning this in. Would if upper management blames me for not reporting it? Then they may fire me. Heck no. I reported it to the Regional Safety Manager at that time and they told this OM to report it. This was about 10 days later!!
I then was interviewed by the HR Manager and the CA-3 Site Director in regards to this scenario. The CA-3 site director asked me why I didn't put this accident report in their system. I explained to him that the OM's in CA-1 were the ones at that time that process it systemically. They also asked me why did I not report this accident to Upper Management in Perris. I told them because they are all part of the swamp. It's a country club that begins from Supervisors to the Site Director at CA-1. This CA-3 site director that was asking me questions didn't like me because I sent emails to the L6, L7 Managers that oversee our site. Too bad M.M.
Since this day my OM who didn't report this accident didn't talk to me. He didn't look at me. It was if I wasn't there!!
I complained and it got a little better but what kind of a person says one thing one week and then does the opposite the next week. Hypocrite!!
Lastly,
How do you continue to have a job when you deliberately hide an accident report?
In closing, The HR department whether local or scouts didn't care about their employees. If you send an email to Corporate you will be lucky to get a response. They wonder why they are losing 1/4 Billion dollars each quarter. They need to get back to basics and listen and take care of their employees!

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