- Report: #1306330
Complaint Review: Aarrow Advertising Seattle - Kent Washington
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Author Confirmed
Why?
Aarrow Advertising Seattle
1315 Central Ave S, # J Kent, 98032 Washington, USA
Phone:
(360) 981-1106
Web:
aarrowsignspinners.com
Categories:
Business Rating:
(0)
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Aarrow Advertising Seattle ,Richard Thesenga, Ben, Katie, Aarrow Sign Spinners SeattleCreative Ads Sign Spinners Kent & Seattle Washington
For those people looking for a job as a sign spinner DO NOT apply with AArrow Ads Seattle. They made me go there, hired me on the spot and made me sign a 5 year NDA to not work as a sign spinner for any other company. THEN they made me do training for 5 hours 1 day and then another 5 hours another day. a total of 10 hours that they said I needed to complete before I could be put on a shift.. come to find out they are breaking labor laws becasue if training is mandatory, I should have been paid for it. Then after all the training, they didnt give me any shifts for a few weeks. I finally had enough and told them I wanted to be released from the NDA becasue they were not giving me any shifts. I sat around at one of their "training" sessions for 2 hours while the manger Katie ignored me. I felt as if I wasted so much time of my life with this unorganized company and I highly reccomend other people dont make the same mistake. Richard Thesenga is the owner and he doesnt seem to have an organize business or managment team.
Dont waste your time with these jokers who break labor laws and play games with people's time.
The Department of Labor (“DOL”) classifies training as “voluntary” if (1) the employer does not require the employee to attend the training; and (2) the employee is not led to believe that her employment would be adversely affected if she does not attend the training. If an employer takes an adverse action against the employee as a result of her failure to attend the training, attendance clearly is not voluntary and the employee must be compensated.
Therefore, an employer should explicitly convey to its employees that any unpaid training is not required and ensure that its supervisors and managers do not give any indication that non-attendance will result in an adverse employment action against the non-attending employee.
