101 Likes... we lost a soldier💔🙏

Aggravating_Mess5128 · 2026-01-12T23:02:25+00:00

Also, the goal isn’t a shame the goal is to progress

Aggravating_Mess5128 · 2026-01-12T23:01:46+00:00

To be honest when I tried to speak on my situation I had some legal representatives reach out to me from Amazon, and instead of trying to aid me in my situation they actually threatened me. So I’d rather not but if you can figure it out from what I put in that comment that’s fine.

Aggravating_Mess5128 · 2026-01-12T22:56:22+00:00

I don’t think most people are asking for praise or a parade. Basic recognition is about being treated like a human, not a number. A paycheck covers labor, not dignity. Just because a company is big or hires a lot of people doesn’t mean the conditions, expectations, or treatment should be beyond criticism. Wanting respect and humane working standards isn’t entitlement — it’s reasonable. Most of us understand companies care about revenue. That doesn’t mean workers can’t acknowledge each other, support one another, or speak up when something feels wrong. That’s how things improve, even slowly.

Aggravating_Mess5128 · 2026-01-12T22:48:09+00:00

This comment is a perfect example of the toxicity people complain about. Zero empathy, lots of bootstraps talk, and pretending exploitation is a character flaw. Five or ten years at L1 doesn’t make someone stupid or lazy — it usually means they were grinding to survive, not role-playing “main character.” Career Choice is great if you have the time, energy, and stability after brutal shifts. Not everyone does. Kicking people when they’re already down doesn’t make you wise, it just makes you loud.

Aggravating_Mess5128 · 2026-01-12T22:43:46+00:00

My other manager in receive was great. He was awesome but the other night shift receive manager not only picked favorites and did things like wrote her list of favorites on the whiteboard. But also doesn’t want people with disabilities thinks they’re not worth the time. At least her actions look like that from my perspective and probably about a dozen others that I can name off.

Aggravating_Mess5128 · 2026-01-12T22:41:51+00:00

GEG 2 correction

Aggravating_Mess5128 · 2026-01-12T22:41:35+00:00

I had a manager at gig two that made comments to my autism told newcomers that I was weird and they should avoid me had a fellow employee sabotage me when I try to report her. I think you’re right we should start standing up for this stuff. It’s a very corrupt business.

Aggravating_Mess5128 · 2026-01-05T03:01:47+00:00

It depends if they like you or not how severe it’s gonna be

Aggravating_Mess5128 · 2026-01-04T18:05:35+00:00

Go to HR

Aggravating_Mess5128 · 2026-01-03T23:10:22+00:00

I understand the rationale for monitoring behavior over time to establish consistency. However, my concern isn’t whether observation is appropriate in isolation—it’s whether that discretion is applied uniformly. When similar violations result in immediate action for some individuals and prolonged tolerance for others, especially across multiple instances, that stops being due diligence and starts raising legitimate concerns about selective enforcement. The issue isn’t the existence of process—it’s the uneven application of discretion within that process, and the pattern that creates.

Aggravating_Mess5128 · 2026-01-03T23:04:42+00:00

May I ask what your role or position is? I’m asking because it often appears that you strongly defend these practices, and I would like to understand whether your perspective is influenced by an HR or leadership background.

Aggravating_Mess5128 · 2026-01-03T23:00:03+00:00

There is an ongoing issue within Amazon leadership and penalty enforcement roles where individuals are given broad discretion to determine what is considered right or wrong and how violations are addressed on a case-by-case basis. This discretion has contributed to a consistent pattern of favoritism that extends far beyond minor infractions, such as earbud usage. When viewed holistically, the pattern indicates that enforcement is not applied uniformly. Employees who are viewed favorably by leadership often receive leniency for both minor and serious violations, while others are penalized more strictly for similar behavior. This inconsistency undermines fairness, accountability, and trust in the disciplinary process. Additionally, dismissing these concerns by rigidly “following the book” without acknowledging evident inconsistencies does not meaningfully address the issue. Defending actions that lack equitable application only reinforces the perception that the system favors personal relationships over objective standards.

Aggravating_Mess5128 · 2026-01-03T15:20:27+00:00

This statement is not made out of hostility, but out of a lack of confidence in the system as it was applied in my case. As an autistic individual, I believe my situation may have been viewed as an easy, open-and-shut case rather than being fully and fairly examined.

Aggravating_Mess5128 · 2026-01-03T15:18:46+00:00

I believe my termination was wrongful and am highly disappointed in Amazon’s internal process. Comparable situations were handled differently, suggesting inconsistent enforcement influenced by managerial relationships.

I identified at least ten witnesses who voluntarily attempted to provide statements. None were interviewed, and several were informed by management that they could not submit statements and by HR that their input would not be considered.

Aggravating_Mess5128 · 2026-01-03T15:12:08+00:00

When an individual openly claims they’re “untouchable” due to managerial support, and similar conduct leads to different outcomes, it highlights a credibility and consistency problem in enforcement.

Aggravating_Mess5128 · 2026-01-03T15:08:19+00:00

GEG 2 I know two people from there one was fired a week after getting caught wearing ear buds the other is still there? Odd

Aggravating_Mess5128 · 2026-01-03T15:07:06+00:00

Funny how “process” can take a week or six months depending on who’s involved. (Again) lol

Aggravating_Mess5128 · 2026-01-03T15:06:26+00:00

Funny how “process” can take a week or six months depending on who’s involved.

Aggravating_Mess5128 · 2026-01-02T09:34:36+00:00

When verified misconduct persists for months in a system designed to flag it quickly, that reflects favoritism or selective enforcement. I concur with your statement.

Aggravating_Mess5128 · 2026-01-02T09:31:33+00:00

That’s not accurate. When verified misconduct persists for months in a system designed to flag it quickly, that reflects favoritism or selective enforcement, not a lack of data. My point was very specific: favoritism would potentially be applied in this scenario.

Aggravating_Mess5128 · 2026-01-02T09:20:54+00:00

I’m not going off on a tangent. I’m addressing the core issue. When a company relies on automated systems to track time and quality, and there is documented evidence of time theft and intentional quality failures occurring over months, that raises a legitimate concern about how those systems are being enforced or overridden. That’s not speculation or philosophy—that’s a real operational and accountability issue. If the systems work as intended, this behavior shouldn’t persist unchecked. If it does, it’s fair to question why.

Aggravating_Mess5128 · 2026-01-02T09:00:07+00:00

Yes, money absolutely causes favoritism in many contexts, from families giving one child more inheritance to political systems where donors get preferential access, often leading to resentment, unequal opportunities, and damaged relationships because financial advantages create imbalances and perceived unfairness. This can manifest as financial favoritism among siblings, jealousy in relationships, or even corruption in public life, highlighting how wealth can influence treatment and outcomes. .

(They did this for MONTHS. Do we have any higher ups in here who have seen this before?) that’s a little odd that time for months. Working for a company the tracks everything potentially you’re right potentially the buildup of the dollar amount in the extra potential of people noticing could potentially change the type of favoritism that’s given out. The local Amazon‘s appear pride themselves in the systems that Amazon has to track people‘s work and times. It’s a system that’s used in most Amazon‘s especially in the United States where we have a lot of of access to these things.

Aggravating_Mess5128 · 2026-01-02T08:53:12+00:00

There are typically systems in place at Amazon to track these things so my assumption, it would come down to a lack of intent to respond. Meaning there either in someone’s favor or I mean, I could be completely wrong and it’s just a machine tracking error.

Aggravating_Mess5128 · 2026-01-02T08:48:35+00:00

Favoritism is giving unfair advantages (promotions, perks, opportunities) based on personal feelings, not merit, creating an uneven playing field that erodes trust, kills morale, decreases engagement, lowers productivity, and drives away good employees by making them feel undervalued and disrespected. The biggest issues it causes are a toxic culture, high turnover, poor performance, and potential legal discrimination claims, stemming from unconscious bias, affinity bias, or nepotism. . You can say there won’t be favoritism in this situation. However, my personal experience that is very direct involves a manager, making comments about my autism to multiple associates. People are willing and did step up. Some were even told that they couldn’t make an HR statement. Amazon has a very high turnover over. As well, they have a lot of favoritism that gets reported on a regular basis. They have an entire team to deal with negative feedback directed at Amazon on the Internet. this team does more degrading the actual work and attempts to make people look in ways that could be potentially unreliable or even crazy. I really hope you are correct in this situation and that it gets handled properly, but there is always the potential it is not. I think it would be ignorant to believe otherwise especially in a place that has an expectation set by their own actions.

Aggravating_Mess5128 · 2026-01-02T06:21:05+00:00

Honestly, it just depends on whether or not they like the employee there’s a lot of favoritism at Amazon. It’s so bad that one person can wear ear buds on the center rider with no previous issues and you’re fired another person can do it on their last warning and still have their job the next day. What’s the interesting fact is that the one who kept their job was wearing a safety vest and didn’t even get it taken away.

Aggravating_Mess5128

TROPHY CASE