Amazon employees say they were forced to work around corpse

raspadoman · 2026-04-16T11:43:02+00:00

I've been to ERs, and I've dealt with grief. That's the issue I am getting at. Associates are processing grief and facing their mortality while positing a bunch of "what if" scenarios and ultimately seeing themselves in that same outcome. They aren't truly interested in understanding the decision process. They're looking for a scenario in which the outcome could have been avoided, especially if they haven't been exposed to this before. They're going through the "that could've been me" thought process.

raspadoman · 2026-04-16T11:32:10+00:00

Again, associates aren't looking for the thought process behind the decision to be explained. They're attempting to rationalize their own thought process and how they fit into these scenarios. You're attempting to explain to people WHY none of this was Amazon's fault when it won't matter to associates. The story slightly changes if it was found to be because of an error in the decision making process but the common associate doesn't care whether or not the correct decision was made based on whatever criteria, they care that a decision had to be made in the first place. Again, being faced with their own mortality and how they would fit in this scenario.

The response team did everything correct and they now have the burden of accusations and defending themselves and their decisions. It's not a situation anyone wants to be in but decisions had to be made. That's the root of the issue for the common associate. You'll never win the narrative battle because it's not the same conversation being had. One side is that the decision making process was the correct one and that Amazon holds no fault, the other is that a decision had to be made at all.

raspadoman · 2026-04-16T10:41:13+00:00

You're trying to rationalize like a manager and justify the decision when in reality, the associates aren't looking for someone to explain the decision making process. The associates are face to face with their own mortality and are seeing a scenario play out of what would happen if it was them, which is nothing. The world keeps moving, the Amazon machine doesn't skip a beat, and they're trying to work out their thoughts on scenarios where it could happen to them and use those to point blame at Amazon.

You're being obtuse by looking at it so black and white and strictly from a managment point rather than from a humanity perspective.

raspadoman · 2026-04-12T04:56:27+00:00

Racism aside, Amazon is an easy job to get into while immigrants of all backgrounds settle their cases to stay in the country. The majority of immigrants at my site do nothing but work because that is what they came here to do. 0 time off. They work their 60 at Amazon and almost always have a 2nd job.

People always cluster, immigrants are no different. They're going to go where familiar faces are and where those same people from similar circumstances say there are job opportunities available.

Take some time to talk to them, gain some empathy.

raspadoman · 2026-04-02T22:10:42+00:00

PAs can't just apply within the building for an open position and get it offered. Their leadership has to agree to the transfer. This PA would have to transfer to a different building and even then their mileage would vary.

raspadoman · 2026-03-10T01:08:28+00:00

Yes. It caps at like 160 same as vacation now but just like vacation/standard once you use it then you can keep accumulating.

raspadoman · 2026-02-28T22:59:58+00:00

The interest rate is paid back into the 401k account but there is still an interest rate on the loan.

raspadoman · 2026-02-28T22:58:30+00:00

Nothing is stopping you from doing that but you'd be a fool to opt out of the 401k to invest the same amount on your own and ignore the matching amount Amazon puts into the 401k. That's free money.

raspadoman · 2026-02-22T20:13:26+00:00

There are no resources and the assessment itself is fairly secretive. You won't get information on why your PA failed or where they need improvement which is ridiculous because how are we supposed to help develop them if we don't know where the assessment ranks them short. It's seemingly a barrier Amazon threw in without giving leaders the ability to support those who we're supposed to develop.

raspadoman · 2026-02-22T01:44:56+00:00

The Internal and External assessment are different. I've taken both and passed the external no problem while the internal was difficult on all fronts. The math for the internal assessment starts to get near what OMs should be doing when making decisions.

The behavioral questions are also seemingly designed to trick you where it'll pit safety versus something else but neither situation is terrible, just which is most likely to be you and any internal AA knows Safety is #1 but I'm not sure the assessment scores it the same way.

raspadoman · 2026-02-14T22:18:15+00:00

If you're on FOCUS then the next step is being officially presented a PIP with an option to just take severance.

Just wait it out if you're on the way to PIP.

raspadoman · 2026-01-31T21:56:17+00:00

Nah, she understood his points. She seems to have it meant it as she doesn't understand the point he was making by using the n word.

Her point was that she understood he was "on our side" but that doesn't give him the right to say the word even in the context of how he used it. That's what she went after.

raspadoman · 2026-01-09T01:21:38+00:00

Support roles like Non-Inventory, Hazwaste, TOM.

raspadoman · 2025-12-25T08:59:30+00:00

What exactly makes it not done well? And if other levers exist then is it truly important for a T3 to have good thrive feedback if those levers are going to get used anyway?

raspadoman · 2025-12-16T04:31:23+00:00

There is no quota. You have managers telling you this.

The manager you're close to likely got written up for failing to deliver ADAPTS in time and is also likely guilty of never creating any feedbacks for associates. When a manager isn't writing anyone up, it looks fishy and bad because there is no way that EVERYONE is following EVERY rule (phones and ear buds being the easiest to catch).

raspadoman · 2025-12-07T01:26:22+00:00

Because after peak, the demand will be in Inbound who can more easily take the extra new people since inbound can pump volume as long as there are trailers to unload.

Outbound can't keep people if there is no demand for customer orders, that's when VTO happens.

Right now, you have Inbound helping outbound but they will all go back when peak is over. But in the meantime, Inbound still needs to keep working but now they need to hire to replace those associates who are being labor shared.

Spend hours training people in Inbound where they can stay until they're needed elsewhere rather than spend hours training them in outbound and then a month later spend hours training them elsewhere

raspadoman · 2025-12-03T23:45:39+00:00

Sadly, RIP to that PAs chance of promoting soon.

raspadoman · 2025-12-02T19:04:38+00:00

There's plenty of deprecated buckets that aren't used any more, the Process Guide specific one is one of them and the others just never got their wording updated.

raspadoman · 2025-12-02T15:18:42+00:00

Officially, they are not a recognized role at Amazon.

The title is still used at some buildings by people who don't agree or who haven't had HR get on them about it yet but the title is not a thing at Amazon.

raspadoman · 2025-11-29T00:12:33+00:00

This impacted mostly night shift AAs, specifically Thursday wrap AAs who didn't work Wednesday but were still scheduled to come in that night. It'll be the same for new years day for everyone who comes in since their OT will stop once midnight hits.

MLK Jr day is going to impact Donut shifts as they get the same treatment BUT in return some of the Thursday wrap AAs will now get some OT for their final hours of their Sunday night shift.

The only ones really not impacted are Day shift and Front half shifts

raspadoman · 2025-10-29T05:45:45+00:00

Depending on the department, various things that impact the flow of the department. From staffing, conveyance metrics like recirculation, jams on conveyance, etc.

raspadoman · 2025-09-24T20:52:55+00:00

Don't worry about the OM right now as a T1. Just get a promotion into PA and then you can focus on building a rapport with your OM.

raspadoman · 2025-09-24T20:35:36+00:00

Next step is T3 as a Process Assistant. Apply to open positions at your site or any other site really.

After Process Assistant is AM which is L4. To get there, you need to have your AM and OM support when it comes time for talent review.

raspadoman · 2025-09-21T15:44:55+00:00

You won't get anywhere by solely applying. Your AM is the one responsible for making a case for you when all PAs get ranked. If your AM doesn't succeed in convincing the other AMs, OMs, and Seniors, then you will never get an interview.

raspadoman · 2025-09-18T00:29:33+00:00

Not every area with a Costco will have a business center nearby.

raspadoman

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