Fort Worth plant - Anonymous employee AGRANA Employee Review

3.0
3 Oct 2018
Anonymous employee
Recommend
CEO approval
Business outlook

Pros

My comments apply to the Fort Worth, TX plant. Health insurance is cheap, pretty good 401k with immediate vesting. Pay is fair with regular raises. Employees are treated equally. Lots of overtime (both a pro and a con). You get overtime pay when you go past 8 hours in a day. They have a good culture for safety, they do actually put safety first. Job security is excellent, I worked there 3 years and the only reason anyone got fired in that time was for lack of attendance. If you show up you have a job as long as you want it, but you will probably burn out and quit at some point (see cons).

Cons

There are 2 major issues at the Fort Worth plant. One, is that the job is very demanding. You will work your rear off every day and still be criticized. Everybody works mandatory overtime every week. You will work Saturdays. You will be 30 min from the end of your shift then find out you have to stay 4 more hours because something broke or someone called in. No amount of work is ever good enough. 2nd major issue is that Fort Worth plant management yells and curses at each other and sometimes at employees. If you work on 1st shift you will hear people get screamed at and/or cursed out and it may happen to you depending on your job and manager. Not for the faint of heart. Besides these 2 issues, there are very few days off for newer employees. Your first 2 years you get 8 days off a year--that's vacation and sick/personal put together. Considering everyone works overtime every week, it's disappointing that so little time off is offered, and you still have to work overtime to cover the employees who have 5 weeks off because they've been at the company for 15+ years.

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5.0
21 May 2023
Recommend
CEO approval
Business outlook

Pros

Good coworkers and friendly atmosphere. Good pay and benefits.

Cons

I can’t think of any cons

2.0
30 Apr 2026
Recommend
CEO approval
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Pros

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Cons

Ever changing executive leadership. Pay for performance is not strong.

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