Andronico's Community Markets

Having been employed by Andronico’s Community Market for 8 years, I wanted to share with you my story and give a voice to the voiceless; employees who have dedicated years of their life to this company, and consequently, they need to be heard and you need to hear their story.

Andronico’s Community Markets had been struggling mightily for the last few years, given poor management and leadership from the very top, the overextending and building of new stores that ended up being closed (and sold for pennies on the dollar), the recession in the early part of this decade and the competition from Whole Foods, Berkeley Bowl, Monterey Market and Trader Joe’s. Additionally, Andronico’s has never wanted to address its pricing structure and as a result, has consistently been undercut by the competition.

In the summer of 2010, Bill Andronico brought in a so-called “top-notch” team (most were high in management at Whole Foods) to help turn the franchise around. Given my discussions with this leadership team, they said that they would give it a year. They didn’t say what would happen in a year if they could not turn it around. But that’s where the next part of this story takes place.

In early September 2011, a majority of employees (I worked at the Solano Store) were gathered in the employee lunchroom and informed by our Operations Manager, Sean Thomas, that Andronico's Community Markets had officially filed for bankruptcy that morning. We were all assured at that time that we all still had jobs, and as events unfolded, we would be kept in the loop and our status would be updated accordingly.

When we were updated about a week later we were told the following: that we were all going to be terminated and then officially rehired by the new company, with a 30-day probationary period, a 5% pay cut, and a mandatory drug test. After the 30-day period, we would be notified if we passed probation and were to be retained as employees.

In the week of October 9th – October 15th, all employees were "reinterviewed." This process was chaotic, to say the least. All 300+ employees were reinterviewed in the course of 3-4 days, with 3 members of the HR Department and one store director conducting 15 minute interviews, one right after another. The questions were straightforward, questions that normally would be asked in an interview. But then a question was asked that immediately raised a red flag for me. That question was: “Have you had any disciplinary procedures brought against you within the past 6 months?” Given the sequence of questions that had been asked in the interview process, I felt that question was incongruent. I felt that question was being inserted to have an additional criteria/reason to terminate an employee, but still be within the bounds of legality (more on that in future blogs).

During that same week (October 9th-15th) and the following week (October 16th-October 22nd), ALL of the Andronico’s Market stores were interviewing for new employees. Numerous employees in other stores informed me that the interviews were nonstop, from 9am in the morning to 5 or 6pm in the afternoon. Given this development, employees questioned: Why would they be interviewing so many people if they assured us that we were going to be employed through the official “change of ownership” transition? Since I, like most employees, could not answer that question, we just let it go and trusted that the bankruptcy proceedings and Bill Andronico had our best interests in mind.

The official change in ownership happened on Thursday October 27, 2011. Andronico’s was officially sold to Renovo Capital (an equity company out of Reno, Nevada). At 4:47pm in the afternoon, my cell phone rings and it's my store director and assistant store director on speakerphone. I am told: "The new company is changing hands as of midnight tonight and they are not offering you a position at this time."

I will say here that I was one of the fortunate ones. At least I got a phone call and was spoken to directly. There were employees that reported to me that a message was left on their answering machine. Two employees in particular told me that they were asked to work late because of a shift shortage, then told 7 minutes after the store closed that they were no longer employed as of midnight.

I want to keep this story in the news because of the labor issues involved and also the deplorable ethical standards used by Bill Andronico and Renovo Capital to decide what employees to retain and which employees to let go. Basically, employees were mislead, or to put it bluntly, lied to. They knew all along that they were going to lay off close to 25% of the work force, and most of that 25% being journeymen, meaning the top of the labor pay scale. Why else would they be interviewing employee’s non-stop for 2-3 days? These new employees would be brought in and paid entry-level wage. So, from a strictly economic standpoint, their thinking is to get rid of as many journeymen as possible, employ entry level wage employees, and close as many stores as need be to make the franchise profitable.

And here’s another question. What will be the criteria used to decide what employees to retain in 30 days, when the “probationary” period has expired (and the 30 days is fast approaching)? Will that be the same criteria used in the first round of layoffs? Will most of the employees laid off be journeyman again? Right now, you have employees who are scared, insecure and definitely not working up to their potential because they are just trying to keep under the radar, hoping that in 30 days they still have a job. There are also employees that have been fired in the last 30 days for no reason other than the fact that they are on 30-day probation. Hopefully, the union will be able to address their issues promptly and fairly. But the union is in a delicate position because they have an ongoing relationship with the new company that they have to honor and protect.

What has happened to Andronico employees is not unique. It is happening all over the country right now. But what does make this situation unique is that a most of the employees that were laid off were dedicated employees, some of them having worked their whole employed life at Andronico’s. And the bottom line was that they should have been treated better. They should not have been informed 5-6 hours before midnight that they did not have a job. And the employees that had more than 10 years with the company (some employees having 20+ years) should have been given some sort of severance package (the excuse used of course was that they are bankrupt). Ironically (and sadly) Bill Andronico has consistently stated over the years, both publicly and privately, how we Andronico’s employees are “family.” Is this the way you treat family? If so, maybe the employees that are still employed by Andronico’s should file for adoption.

Is There Any One Way To Be Black?

No, of course not. There is no one way to be black. We have pundits that try to pigeon-hole it, to make people (and of course) society feel that there is just one way out there. Also, let's not forget the role of stereotypes. Stereotypes have been consistent and successful in institutionalizing that one-way view. And, of course, the paradox about stereotypes is that there is a part of them that is true.
When I was six years old, I remember hearing two words on the radio quite often. Those words were guerrilla and Negro. I had been to the Bronx Zoo with my family a few times, so I thought I knew what a guerrilla was. Much to my surprise, after asking my father, I found out it wasn't the kind of animal I had in mind.

"Well then, what is a guerrilla?" I asked.

"The guerrilla they were talking about on the radio is a liberation fighter. As I explained to you before, there are all kinds of wars going on around the world, and this "guerrilla" wages war differently than what you see on television or have been taught in school."

"OK. And what is a Negro?" I asked.

"Look in the mirror," my father said tersely.

The curtness of his answer both surprised and shocked me. But being that I had politically active parents, I came to realize that something was terribly wrong with a society that puts distinctions on individuals or groups based solely on color. I was also grateful that my parents encouraged me as a youth to work with my peers to design “rap” sessions and workshops that seriously addressed the questions of the day. As the next few years of my life unfolded, through these rap sessions and informal workshops with my peers, I realized that as a "Negro," in order to be considered equal to white people, I would have to spend much of my time de-emphasizing the distinction of color. This realization was very painful for me because I had also been taught to appreciate the distinction of color as it related to cultural achievement and pride.

These experiences brought me full circle insofar as developing, as a teenager, working models for social change. But interestingly, within that context, I started to see that there was not one way to be black. There were so many ways black folk were expressing "themselves." Some were productive, some were mysterious and lost, some were profound, some were negative, and some were just too real.

Funny. I had a choice of "blackness" to pick from. And I have chosen all of them in my life. Some were safe. Some were familiar. Some I just hung on to (and still hang on to to this day) because I was and am too scared to venture out on my own and define it for myself. It is safer sometimes to let dominant culture define it for me. That way, I don't have to discover my path or the truth. But within this context WAS how I looked at change. Was I comfortable in my black skin? At that age, yes, but no too. I admit that I was working the stereotypes; the good ones to help define my blackness, the negatives one internalizing. As a teenager, I knew or had a more intellectual understanding of change. I knew that if change is inevitable, I needed to direct the change instead of just watching it pass on by. I also knew that there was a relationship between consciousness and action, and that it was important to always remember that, even in times of great fear and trepidation.

So yes, I take these lessons forward to this day. And I feel there is positive movement in my quest to define my blackness, but where I still feel diminished/stuck is outside of my inner self, my heart, and in what I allow the larger society to define for me. And I think that I have internalized the subtle values of my white friends/relationships and dominant culture in terms of them shaping my identity instead of shaping it on my own.

I have to understand that my level of understanding attained is the beginning of the change and not the end result of change. I have to be vigilant about what I do once I reach certain levels of political consciousness, and not become complacent because I feel that the work is over and there is no more left to accomplish. Or, that what is left to accomplish is either too hard (internalizing the feeling of being diminished) or too easy (succumbing to white guilt and using it as a negotiating tool with my white friends and my blended family).
In conclusion, I feel that I must take responsibility to develop frameworks that translate historical lessons into a language I can not not only understand, but can mobilize and educate people as well. That would be the best way to define myself as a black person, one with a healthy identity that can't be taken away from me.