They profit from a great divide
You and I will never take it.
Twenty one Pilots, “Never Take it”
A Hastings, Michigan-based manufacturer, referred to here as The Company., is facing mounting allegations of corporate misconduct, labor violations, and unsafe practices. Once promoted as a family-oriented, values-driven company, a growing body of evidence paints a far different picture: one of hypocrisy, exploitation, and retaliation.
Drawing from employee accounts, legal filings, and investigative research, this feature explores a pattern of misconduct that stretches from the shop floor to the boardroom, and from local politics to federal contracts.
A Culture of Hypocrisy
The company has long branded itself as a faith-driven, family-run organization. Leadership frequently invokes religious values in communications, even sending scripture to employees.
Yet employees allege this public posture masks a culture defined by retaliation and intimidation.
Former employees describe receiving cease-and-desist letters from the company’s law firm for voicing frustrations online. Negative reviews have been scrubbed from the internet. In one instance, staff were warned that even questioning workplace practices was considered “unwelcome.”
Despite earning more than $150 million annually, the company’s leadership is accused of silencing critics rather than addressing concerns.
Labor Law Violations and Retaliation
One of the most consistent themes in employee accounts is the mishandling of workplace injuries and medical leave.
- Workers say legitimate workers’ compensation claims are routinely denied.
- Instead, employees are forced to use Family and Medical Leave Act (FMLA) protections, sometimes retroactively and without their knowledge.
- Once FMLA time is depleted, HR allegedly threatens termination, even when the injury stems directly from workplace conditions.
Sources point to active wrongful termination lawsuits and suggest many more could follow. Employees fear retaliation, particularly in Hastings, where the company is a dominant local employer with deep community ties, heading up the chain to the DeVos Family.
Unsafe Conditions and MIOSHA Inaction
Workplace safety remains a pressing concern. Reports include:
- An unresolved lathe hazard that caused a worker to lose a finger, still unfixed more than a year later.
- Inadequate training by team leads.
- A pattern of minimal compensation following severe injuries.
Employees say Michigan’s Occupational Safety and Health Administration (MIOSHA) has failed to intervene effectively, leaving hazards in place. Requests for oversight have been ignored, forcing injured employees to absorb losses on their own.
Union Interference and Wage Suppression
Employees allege the company has interfered with union activity. During contract negotiations, the company withheld health insurance from unionized workers, relenting only when a new agreement was signed.
Meanwhile, wage practices continue to stifle recruitment and retention. The company calculates compensation against the small labor market of Barry County, rather than the larger Grand Rapids region where many employees live.
As a result, turnover is high, and burnout is widespread.
Gender disparities are also evident. Men occupy the majority of leadership roles, and women face significant barriers to advancement.
Excessive Overtime and Human Cost
Reports of excessive overtime are rampant. Employees are pressured to work long hours, with little regard for health or family life.
In one tragic case, a young father working second shift allegedly fell asleep at the wheel driving home and lost his life. Colleagues were given time off to attend the funeral, but unlike in previous years, no collection was taken up to support the family.
Such stories illustrate what many describe as a culture where profit outweighs human well-being.
Political and Legal Connections
The company’s reach extends well beyond its factory walls. The founding family has long-standing connections to local politics and the legal system:
- A Board Member once served as a Barry County Circuit Court judge.
- Appointments to local politics have included individuals with ties to the company’s leadership.
- The family donated heavily to political campaigns, including Brian Calley, former lieutenant governor of Michigan.
During the COVID-19 pandemic, the company accepted nearly $7 million in Paycheck Protection Program (PPP) loans—all forgiven. At the same time, employees allege they were disciplined or fired for refusing to work amid high daily case counts.
Misuse of Company Resources
Sources describe repeated misuse of corporate funds for personal benefit by members of the founding family and senior leadership. Examples include:
- IT staff dispatched to install equipment in private residences, including luxury homes and family businesses.
- Resources redirected for unrelated ventures, such as a Pilates studio.
- Company-paid travel and services that blurred the line between professional and personal expenses.
Despite these questionable expenditures, employees report being denied raises and subjected to constant cost-cutting measures.
Nepotism, Harassment, and Discrimination
Insiders say advancement within the company has little to do with merit and everything to do with connections. Family ties, threats to resign, or personal relationships often dictate promotions.
Other troubling allegations include:
- Long-standing sexual harassment by senior HR officials.
- Domestic violence and family disputes quietly swept under the rug.
- Preferential treatment for long-time associates despite health or performance issues.
Meanwhile, factory-floor employees continue to face harsher discipline and greater vulnerability than their office counterparts.
Federal Contractor Concerns
The company also contracts with the U.S. Department of Defense, requiring compliance with strict cybersecurity and confidentiality standards under the Defense Federal Acquisition Regulation Supplement (DFARS).
Former IT staff allege that only one certified individual maintained compliance, raising questions about whether the company is meeting contractual obligations today. If not, these failures could expose the company to federal penalties.
A Culture of Fear
Across nearly every account, one theme emerges: fear.
Employees fear losing their jobs if they speak out. They fear legal retaliation if they share their stories. They fear unsafe conditions and unchecked overtime that push them to exhaustion.
The company’s dominance in Hastings—and its ownership of property, influence in media, and political ties—only intensifies that fear.
Why Media Silence?
Despite the scale of allegations, little independent reporting has surfaced. Local newspapers, reportedly tied to allies of the founding family, have shown little appetite for investigative coverage. The local radio station publishes only press releases. And while employees have appealed to unions, responses have been muted.
This information blackout reinforces the company’s control over its narrative.
A Call to Accountability
The allegations against this Michigan manufacturer paint a disturbing picture: unsafe conditions, retaliation against injured workers, union interference, wage suppression, nepotism, harassment, and political entanglements.
Yet employees and former staff continue to come forward, despite risks. Their accounts expose a company that publicly preaches values but privately operates with impunity.
Regulators and watchdogs must take notice. Employees are encouraged to report violations to:
- MIOSHA for workplace safety hazards.
- U.S. Department of Justice for ADA violations.
No corporation with global reach, extensive political influence, and millions in revenue should be allowed to operate above the law. The stories told here are not isolated—they represent a systemic pattern demanding accountability.
