Mixed review - Quality Analyst Preservation Solutions Employee Review

Not too stressful, fairly lax environment

Work can become boring as it is manufacturing

There are a handle of people who are actually good people but unfortunately are victims of this company. Majority of QA are good people and try to fight the people upstairs to prevent any unethical actions but the big people always win.

Urgent Warning: Serious Regulatory, Safety, and Ethical Lapses at Preservation Solutions Inc. I strongly advise against working for or using products from this company. The sheer volume and severity of the issues I witnessed—especially for a company regulated by the FDA—create an immediate and ongoing risk to both employees and consumers. Regulatory and Testing Fraud Internal Testing Loophole: The company owns the very testing lab responsible for qualifying its products, creating a serious conflict of interest. All product testing results and funds remain internal, making independent, objective oversight impossible. This internal lab is where they conduct required testing on rabbits, ensuring they control the results and reporting for all animal welfare and product safety data. Failed Clean Room Certification: Management repeatedly attempted to use an un-certified clean room to produce fluid intended for use inside human bodies (i.e., surgical/transplant solutions). Compromising Sterility Protocols: A production team member consistently failed sterility testing (count plates). Instead of removing this employee from the clean room, management illegally changed the internal protocol by increasing the allowable microbial count limit just so he could remain qualified. I also want to mention that this individual has made threats to whistle blow against this company on numerous occasions. Safety and Ethical Violations Management Acknowledging Product Risk: Multiple managers openly expressed that they would "pray they never get a transplant" because they would never trust the company's own solution to be put into their bodies. Forced and Illegal Documentation: I was repeatedly pressured by management to illegally sign false documents stating I had performed critical steps (like pouring chemicals) that I did not witness or execute, specifically for solutions intended for human use. Delayed Medical Attention: An employee who sustained a chemical splash injury to the eye was forced to wait 30 minutes before being sent to the hospital, demonstrating a reckless disregard for employee safety. Hostile and Abusive Work Environment Aggressive Management: Management consistently engaged in aggressive and threatening behavior, including the throwing and slamming of objects, alongside the frequent use of highly profane and explicit language in the workplace, including racial slurs. This conduct created a hostile and unsafe work environment. Furthermore, this behavior escalated into psychological harassment when managers were explicitly made aware that their actions triggered symptoms of Post-Traumatic Stress Disorder (PTSD) in staff, yet they willfully continued and, in some cases, specifically directed, these aggressive actions. Most critically, the aggressive acts were tied to an instance of admitted, direct retaliation. A manager confirmed during a one-on-one conversation that they were retaliating against me due to being personally offended by a prior, unintentional action I had taken. Abusive HR Practices: The HR department, which consisted of one lady named Jackie, used a mother's death and an employee's need to grieve as leverage against them. Creating a hostile environment coercing me to leave the company. After they created a document and forced me to sign saying I quit. The HR Manager demonstrated a severe lapse in professional judgment and undermined company policy by openly stating that a past employee who was terminated for inappropriate workplace conduct (specifically, viewing pornography) should not have been fired. This public commentary indicates a fundamental inconsistency in policy enforcement and a lack of respect for established disciplinary standards The HR representative demonstrated a profound lack of professionalism and judgment. She routinely engaged in inappropriate conversations, using derogatory and sexually charged language regarding other women and minors, which created an extremely uncomfortable and personally hostile environment for employees. Retaliatory Employment Tactics: The company and manager Bogdan Bruce, promised schedule changes (e.g., part-time hours after a $3 raise) and raises, only to revoke them. They then intentionally fostered a hostile work environment to force employees to quit, and subsequently denied their unemployment claims. Ignoring Health Risks: HR refused to file an accident report for an employee who had to quit because the company refused to remove Glade plug-ins (an inappropriate irritant in a lab environment) that were causing severe allergic reactions. They only enforced incident reporting after the employee was forced to leave. These are only minor examples of what is happening behind closed doors in this company. Each statement towards this company can be backed up with evidence. (i.e texts, documents, etc.)