BWL has also spent significant funds on assessing employee satisfaction by hiring Gallup to gather employee engagement information over the last 3-4 years. I highly suggest submitting a FOIA request to obtain the results of these Gallup surveys, as they will provide insight into departmental issues and offer more proof that BWL is not addressing the internal problems and low morale that contribute to the need for rate increases. Depending on which manager you work for, you might get paid very well for minimal effort or work your tail off and receive no recognition at all. No two departments are managing their employees the same, despite efforts and significant money spent on training managers. The poor management decisions and operations start at the top, and BWL does not hold directors, managers, or supervisors accountable for their bad decisions. This lack of accountability trickles down into every aspect of the business operations, including rate increases. Another concerning issue is the continued practice of allowing employees and contractors to work from home, including some who are out of state. I've heard that the management of these remote employees is subpar and that many are not working the hours for which they are being paid. Yet, because their managers permit it, these employees continue to take advantage of the system and this lack of accountability is affecting all aspects of business operations.