• Clocking-In

    A handful of us were standing around the clock waiting to clock-in for the start of our shift. We were waiting around INSIDE the building because Amazon forbids clocking-in anytime prior to 5 minutes of the shift starting time. In essence, if there were a fire or a person waving a gun around 6 minutes before start of shift then Amazon believes they’re not legally responsible for its employees well-being. Heck if a tornado were about to hit your workplace, Amazon prohibits clocking-in any earlier than 5 minutes.

    There we were waiting to clock-in. 5,4,3,2,1…blast off! We exchanged our final pleasantries, scanned our badges and watched for the box to reveal a green checkmark.

    An hour later, while standing at each of our workstations, we each received a message from HR.

    We noticed you’re not clocked-in. Please check your A to Z app to confirm. 🙂

    I checked my A to Z app and surprisingly it showed I hadn’t clocked-in. I selected “missed punch” and indicated what time I had originally clocked-in.

    Obviously, felonious Amazon knew I was there but once again used their breach of authority to confuse my prior clock-in action. In a sense, Amazon was gaslighting us.

  • CNBC

    Is the media as corrupt as Amazon or has Amazon once again spread lies?

    Beginning on October 2, 2022; it’s the new effective date for Amazon’s pay increase.

    CNBC reveals an average starting wage of more than $19/hr bumped from $18/hr. However, during the company wide meeting both the slide show and the HR (PXT) presenter confirmed current starting wage is $15.50/hr and new starting current wage is $16.00/hr and once 6 month tenure is reached the hourly pay is $16.40/hr.

    Not only do I have inside information regarding pay; I’ve been given inside information from several different whistleblowers around the country. In the posts to come, we will follow incidences of bullying, violence and harassment.

    Good luck attracting and retaining employees in a historically tight labor market.

    Oh, yeah, I almost forgot. The ‘Anytime Pay’ feature has been in use for a minimum of 6 months. Don’t believe anything Amazon tells you.

  • Digital Thermometer

    A digital thermometer was used to record, exactly, how warm is the Amazon warehouse.


    I spoke with an associate, who didn’t wish to be named, working in a trailer.

    Me: “Do you feel safe?”

    Trailer Associate: “Sometimes”.

    Me: “How hot does it get in here?”

    TA: “I’ve seen it as hot as 132 degrees. They use to place thermometers inside but they broke so now operation managers will walk inside with a handheld thermometer. The 132 was registered by the handheld thermometer”.

    Within my possession, I have photographs showing a digital thermometer registering 80.1 degrees with 32% humidity on 8/31/22 @ 2:54pm. On 9/1/22 @ 3:35pm; the thermometer showed 81.0 degrees with 33% humidity. On 9/9/22 @ 4:53pm; the thermometer showed 80.1 degrees with 34% humidity.

    The thermometer was located on a workstation in the warehouse.

    A young lady had passed out and fell to the ground. Fortunately, a few were around to help her to AmCare.

  • Nada Surf


    I’m head of the department.
    I’m popular.
    I’m an operations manager.
    I’m popular.

    My site manager says I’m a catch.
    I’m popular.
    I’m the lead manager’s sidekick.
    I got their back.

    Another of Amazon’s unspoken, highest, priorities is popularity. Being liked, by all, is the most proficient way for a promotion. You have to be two-faced (ego and self). Practice double-standards.

    Make sure you repeat the same cliché slogan everyday. 
    At least twice, everyday.
    Suck up to your managers.
    Tell them they’re the best.
    Tell them you’ve never felt more safe.

    Safety and security are nice words.

    I’m a manager of safety.
    I’m popular.
    I’m a resigned Phoenix school teacher.
    I’m a first counselor at Maryvale LDS.
    I’m popular.

    I’ll never get caught.
    I’m popular.
    I was featured on the news.
    I was arrested & charged for assault of two minors.

    If you will just listen to my plan, the Adult guide to popularity at Amazon.

    I’m head of the department.
    I’m popular.
    I’m an operations manager.
    I’m popular.

    My site manager says I’m a catch.
    I’m popular.
    I’m the lead manager’s sidekick.
    I got their back.
  • Background Noise

    Few are aware that the human brain learns more efficiently when there is a constant unfamiliar low vibrational noise playing in the background. It’s why I wear earplugs in the Amazon warehouse. I can still hear what’s going on around me, at a lower volume, but the key to hacking into your brain’s subconscious is when the constant background electromagnetic vibrations have a slight variance. This causes the brain to seek new information and in the process releases dopamine.

    It might be why, intuitively, I know what’s going to happen in an Amazon warehouse before the majority find out about it.

    I guarantee Amazon isn’t going to waste Time off Task in order to conduct brain scans on every single associate.

    I do have a different agenda for working at Amazon. I learn secrets.

  • Toxicity

    Indigenous Peoples’ Day (Columbus Day for those in my generation) will mark 3 years I’ve been working at Amazon as a flex worker. I’ve met many hardworking individuals and I’ve met many non-hardworking individuals. However, what each worker has had in common is the presence of a leader.

    Leader is such a loose, ambiguous word. Most often, the “leader” is the person in authority. Yet, an authoritarian person most of the time leads by creating fear. Eventually, the minority will rise up against an oppressive regime.

    Speaking of minority, it’s equivalent to small. Chris Smalls comes to mind. He witnessed injustice and unequal rights to his fellow associates. Ironically, he used 1 of Amazon’s leadership principles, ownership, in order to facilitate positive change.

    I’m unsure, if I’m positively for a Union; but I’m positively against toxic Amazon leadership.

    I’m especially against those leaders who act one way around certain members of leadership but then behave unprofessionally around the lower class of workers who don’t believe they have a voice.

    I’m watching and observing. Keep it up…and I will ensure your toxic behavior is reported to an entity who actually gives a damn!

  • The Sting

    A few of us ‘beautiful’ minds banded together to give management a taste of their own medicine.

    I’m going to back up for a moment…I’ve been working a flex schedule for quite some time and I’ve crossed paths with many different people. Fortunately, there are a pocket of ‘us’ who have recognized the ‘players’ aka ‘scam artists’ who work at Amazon. Sometimes, it’s difficult to determine who is more of a ‘scam artist’; the associate or the manager or perhaps they’re working together. We found a solution. A solution of confusion.

    Traditionally, when a box is scanned the computer indicates the contents of the box including how many objects are in the box.

    Rate is everything to Amazon. Rate is more important than safety. Rate should define who is Amazon. Rate will make you cheat your fellow mankind. Rate brings out the worst and making rate creates injuries. At all costs, no exceptions, rate is Amazon’s master!

    Since a few of us ‘beautiful’ minds knew rate is THE top priority; it was easy to implement reverse psychology.

    While management was busy chasing down the associates who wander off for 30 minutes or more at a time or try to figure out the daily maintenance issues; we selected a few associates to monitor several workstations.

    There were about a dozen of us. Half of us would scan the boxes to determine its contents and counts. We’d then remove the box’s label and transfix it unto another box, which had been previously opened. Meanwhile, the other half of us would scan boxes and open boxes at the dozen workstations so that management wouldn’t notice someone not being productive.

    We completed over 100 boxes. Every box now had a different label than its original. The purpose was to confuse the ‘scam artists’, the cherry-pickers, and those who cheat the system. We strategically placed these boxes in groups where the ‘scam artists’ worked. They began scanning and opening these boxes with high item counts only to find far fewer objects inside of each. It created confusion and frustration. It gave them a taste of their own medicine.

    Meanwhile, when management went around with their laptops showing everyone their rates; the ‘scam artists’ were required to explain why their rate was so low. It was interesting watching the looks on the managers faces. They couldn’t give an expert opinion as to why the label said 500 but its contents only had 53.

  • Wages

    Amazon Leadership Principle #17

    It was my first day in the new department and the ambassador (prestigious name for a cross-training associate without additional compensation) provided some valuable insight.

    Ambassador: “Don’t overwork yourself. After awhile, you might want to be the top item scanner but everyone gets paid the same regardless of energy exerted.”

    Me: “What do you mean?”

    Ambassador: “The department goal is 450 items scanned per day. Many ‘cherry pick’ the high item boxes so they can wander off or talk in groups with their friends while the other associates are scanning low item boxes.”

    Me: “What’s the cause for alarm of not meeting 450 items/day?”

    Ambassador: “You may get written up due to low productivity.”

    I’ve since come to discover some of the information provided by the Ambassador was true and some was fear-based.

    1. Everyone gets paid the same wage regardless of rate scanned per day.

    2. Although ‘cherry picking’ is frowned upon by the operation managers, the act is still a widely practiced behavior.

    3. I’ve yet to see or hear of anyone being written up for low productivity, too much Time Off Task and several in the younger generation cause mass distraction for the other hard workers.

    Management doesn’t reward hard work. Management treats everyone the same. The key to overcoming Amazon’s socialistic management system is knowing all the rules from all involved parties and then consistently playing a balanced approach.


    UNICEF works in over 190 countries and territories to save children’s lives, to defend their rights, and to help them fulfil their potential, from early childhood through adolescence. And we never give up.


    If I Only Had A Brain…

    Amazon conducted a 2022 Global Community Engagement survey. $229,515 was donated to UNICEF ($5 for every completed survey).

    $229,515 / $5 = 45,903

    1,608,000 full and part-time employees of Amazon in 2021.

    1,608,000 / 45,903 = 2.8%

    A. Did Amazon communicate, clearly, to every employee about answering the survey?

    B. Was each Amazon survey participant aware of the UNICEF incentive?

    C. How did Amazon communicate the UNICEF survey with each Amazonian?

    D. Was Amazon intentionally limiting the survey participation in order to limit the total amount of the donation?

    E. How effective is an engagement if only 2.8% of the total population is involved?

    F. Were Amazonians’ compensated for their time (or given an incentive) to complete the survey?

    G. Was UNICEF aware of Amazon’s attempt to raise global awareness before or after the survey was completed?

  • Break-Time!

    In the standup meeting prior to the beginning of the production floor work shift, we stand around listening to the operation’s manager’s shift message. Usually, it’s the same repeated, monotonous message. (Our necks ache from arching our gaze up toward their high-seated soapbox. In theory, everyone could file a worker’s compensation injury claim).

    Operation’s Manager: “Don’t forget Time Off Task is limited to 15 minutes. I found some of you off task for 20 minutes, 30 minutes and even 1.5 hours.”

    1.5 hours! What the heck was the operation’s manager doing or where the heck was the operations manager located?

    It was 15 minutes before the scheduled break-time. An associate next to me continually allowed one after another box to pass their workstation. I was the beneficiary, although, the objects in each box weren’t benefiting me because they were small counts. It took longer to open the box than to count the items inside. (Amazon doesn’t reward how many boxes are opened; they reward ‘robots’ who count objects.)

    I follow the rule of numbers. If I were to allow 10 boxes to pass by; I would miss out on potentially 100 items and I’d have Time Off Task. (10-15% of the time, the objects in the box are greater than 50).

    Me: “Have you considered opening a couple small boxes and maybe you will get lucky with a high object count?”

    Associate: “It’s break-time in 5 minutes. I don’t want to waste my time.”

    Me: “Ok” (I’m thinking it’s break-time in 15 minutes but the younger generation must know something I missed).

    Five minutes later, the associate leaves the workstation and returns from break 34 minutes later. Break is supposed to be 15 minutes but the majority stretch it out to 20 minutes.

    Amazon allegedly states they hire and develop the best. Again, it’s only empty words. The behavior of the associate proves it and the behavior of the operation’s manager proves it and the behavior of the site manager proves it.

    Simply put, leadership at Amazon is unequivocally, questionable. Leadership should begin at the top. Alas, for the minority, at the bottom of hierarchy, we know clowns from circus leaders.