I experienced retaliation for speaking up about management's failure to follow corporate policies. While the company claims to value integrity in its job postings, the North America branch only upholds integrity when it benefits the company financially or positively impacts District and Regional Management KPIs. However, when it comes to employee rights, concerns are ignored and swept under the rug.
For example, employees were instructed to clock out for breaks before the 3.5-hour mark—not to actually take their break, but to prevent negative KPI impacts on district management. In reality, employees were expected to continue working or delay their break, even if they were actively driving or assisting customers in-store. This practice not only violates labor laws but also creates serious risks. If an employee were to get into an accident while "on break" or suffer an injury in-store while clocked out, they could be denied worker's compensation. When these concerns were escalated to management and HR, they were ignored.
Additionally, the company promotes its strong training program, yet I was assigned a trainer who was neither qualified nor trained according to company standards. This individual lacked management experience, knowledge of labor laws, and proper training credentials. There were even past complaints about their failure to show up for scheduled training sessions.
Overall, my experience revealed a pattern of unethical practices, lack of accountability, and a disregard for employee well-being. If integrity truly mattered to this company, it would apply across all aspects of operations—not just when it’s convenient for leadership.
