By Myo Thein - Sep 12, 2025
(Conduct of a supervisor with inconsistent workplace discipline, favoritism by the factory manager, lack of fairness, and management deficiencies)
#Letter
We are writing from New Plus Garment Factory to report issues of discrimination and favoritism within the workplace. In our factory, it is officially assigned which lines each technician should be responsible for. However, if a technician is unavailable, others who are free will usually help out as needed.
On the morning of September 11, while a technician was sitting in the technician’s room, the Line 4 Supervisor called him to come. He didn’t respond immediately and was waiting quietly as it wasn’t the technician’s assigned line. The supervisor then began verbally abusing him, shouting loudly across the factory.
“She’s just sitting there staring at her phone! I called and she didn’t come!” the supervisor yelled, using harsh and rude words. Afterward, she went to complain to U Aung in the office. Then, the factory manager made a loud announcement through the mic stating that no one in the factory is allowed to use phones, and anyone caught doing so would be deducted a day’s wage or lose bonuses.
Instead of shouting through a mic, the factory manager should have fairly investigated both sides of the incident by calling in both the technician and the supervisor separately for a proper discussion and resolution.
This isn’t the first time. This particular supervisor is known throughout the factory for shouting publicly. Everyone avoids her. And yet the factory doesn’t take any steps to address her behavior. It’s because of her that the factory often receives complaints. She pressures workers for high production targets just to boost her own image and gain rewards. She gets credit when targets are met, but the workers are the ones who suffer the verbal abuse. Is that kind of salary fair in exchange for being constantly scolded?
Our question is this: was the technician wrong for not following the call immediately? Or is it the supervisor who was at fault for shouting and then complaining? Is the factory manager afraid of her? Was the shouting over the mic an act of favoritism? And if there’s no proper resolution, how will issues ever improve?
Honestly, if the supervisor had just calmly asked the technician, they would have helped without issue.
But if the factory continues to take the side of those who verbally abuse, issue new rules based only on who made one-sided complaints first, then will all other workers need to verbally abuse and then report first to get attention? If rules are made solely based on such first complaints, where is the fairness? Are abusers being empowered instead?
We are asking this through Myanmar Labour News. Even when we put our concerns in suggestion boxes, they are ignored. We will continue to raise other issues, such as forced overtime.
Thank you.
