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Having worked in various fields, I have found the non-profit industry to be the least rewarding. I worked for a large non-profit organization as a Sales Supervisor for several months. Their proceeds go directly to employing handicapped persons. You were expected to perform the exact same duties as the Store Manager and Assistant Manager at a rate of pay that was equal to the rate of pay for a warehouse worker who had been employed for one year. The warehouse worker normally had one task that they performed. The difference in salary would range between $2.00 and $5.00 an hour.

Security cameras were installed in 16 locations, but you were unable to approach a shop lifter unless you never took your eye off of them. We could make them feel uncomfortable, but that was it. The cameras were used to monitor the employees. 75% of the cameras were directed at the receiving locations, the offices and the cash registers. Items that were not sold in 30 days were taken to the dumpster and crushed. They were not allowed to be given away, or donated to another cause. Sales were not allowed because customer's might figure out the day that the sales would happen and this would reduce their profit.

As an employee for a non-profit organization that focused on the disabled, you were considered a minority if you were not disabled. Many disabled employees dictated their schedules down to the very hours they worked. They were allowed to be abusive to other employees and customers due to their disabilities. One employee would flat out refuse to do what you told her. She is still employed at this organization. When you have a staff of 18 people and 10 are disabled, the work that cannot be done has to be picked up by the non-disabled employees at the same rate of pay and if you complained, you were considered prejudiced or incapable of working with the handicapped.

Standard procedure was that if you received three write ups, you were terminated. Some actions would allow for immediate termination. The disabled employees did not fall under this criteria. We were told as management, that we could not fire a handicapped person unless they were blatantly stealing from the store. This, of course, was not written. Not performing up to the standards, absenteeism, employee relations had no bearing on their job performance.

The non-handicapped person was expected to be on time, take breaks when assigned, work whatever hours they were assigned, work multiple positions, greet customers with a smile

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