HR & Policy

Anything about HR practices, safety violations, write-ups, compliance issues, or rights.

HR & Policy

The Promotion Game: It’s Not About Performance

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Posted in: Exposing the TruthEstimated Read Time: 4–5 minutes They say if you work hard, stay loyal, and keep your head down, you’ll move up. But if you’ve worked in manufacturing for any amount of time, you already know — that’s not how it works. Promotions aren’t about performance.They’re about proximity. Popularity. Politics. And it’s time we start calling that out. When You Realize It’s Not a Meritocracy You can hit your numbers.Cover other people’s shifts.Train new hires.Stay late. Come in early.And still watch someone else — less experienced, less reliable — get the promotion. Why? Because they: Know the right people. Laugh at the supervisor’s jokes. Take smoke breaks at just the right time. Know how to play the game. Performance isn’t the currency of promotion.Connection is. The Damage Favoritism Does This isn’t just about hurt feelings — it’s about the health of the workplace. Favoritism: Kills morale. Good workers stop trying when effort doesn’t matter. Creates division. Teams turn on each other to stay in good standing. Breeds fear. Speaking up risks falling out of favor — or worse, becoming a target. It sends the message: “It doesn’t matter how well you do your job — it matters who’s watching.” And once people realize that, things fall apart. The “Backroom Promotion” Most workers never even know a role opened up until it’s filled. There’s no posting. No interview. No transparency. Just an announcement: “Please welcome your new team lead.” And that person? Wasn’t the most qualified. Didn’t have the best attendance. Didn’t even want leadership — until someone whispered it was “already theirs.” These decisions aren’t just unethical — they’re demoralizing. They reinforce the message that performance is for suckers. What We Deserve Instead We’re not asking for special treatment. We’re asking for: Clear paths to promotion. Open applications for leadership roles. Objective criteria based on work — not personality. Real feedback when someone is passed over. Because when promotions are fair, everyone wins. Workers feel valued.Teams are stronger.And leaders actually know what they’re doing — because they earned it. Have You Been Passed Over for a Promotion You Earned? If you’ve experienced this — or watched someone else get promoted for all the wrong reasons — you’re not alone. Tell your story anonymously and help expose how the system really works behind the scenes. Click here Let’s stop pretending this is about performance — and start telling the truth.

HR & Policy

The Write-Up Weapon: How It’s Misused

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Posted in: Management TacticsEstimated Read Time: 4–5 minutes Write-ups were never meant to be weapons. In theory, they’re supposed to help correct behavior, communicate expectations, and give employees a fair chance to improve. But in too many manufacturing plants, that’s not what happens. Instead, write-ups have become a form of silent control — a way to intimidate, retaliate, and push people out without ever saying a word. How It Should Work A proper write-up should: Explain clearly what behavior or issue occurred. Offer context and a chance to respond. Be part of a documented pattern, not a one-time mistake. Provide a path forward, not a trapdoor. But when misused, write-ups become something else entirely: a threat in writing. How It’s Really Used in Toxic Environments In the hands of a toxic manager, the write-up becomes a tool of fear: You speak up about a safety issue — and suddenly you’re “not following procedures.” You ask about fairness in job assignments — and you’re written up for “insubordination.” You call out favoritism — and out comes the write-up for “poor attitude.” And just like that, you’ve got a target on your back… with a paper trail to justify whatever comes next. Why Write-Ups Work So Well as a Weapon Because they’re official.Because they go in “the file.”Because when a manager writes you up, it’s their word vs. yours — and HR usually backs the manager. Even if it’s not justified, the damage is done.You’re flagged. You’re watched. You’re one more write-up away from termination — and everyone knows it. Most workers don’t even contest write-ups because they’re afraid it’ll only make things worse.So the write-up stays. Quiet. Damaging. Unchecked. I’ve Seen It Happen Too Many Times I’ve watched great employees — hard workers — get written up over nonsense: One minute late because of a shift change. Speaking calmly to a supervisor about a concern. Taking a sick day after 10 straight days on the line. Write-ups are handed out selectively. Not equally.And that’s what makes them dangerous. What Can Be Done? To stop the abuse of write-ups, companies need: Transparent documentation — with both sides allowed to respond. Anonymous reporting for retaliation. Regular audits of manager write-up patterns. Consequences for write-ups proven to be retaliatory. And most of all — a culture where honest dialogue is valued over silent punishment. Have You Been Targeted by a Write-Up? You’re not the only one.And you’re not powerless. If you’ve been written up unfairly — or watched it happen to someone else — you can share your story here.No name. No risk. Just truth The only way we fix this system is by speaking up — together.

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