My Experience Working at Downtown Flwr (Jersey City, NJ)
I began working at Downtown Flwr in November 2025. I was initially hired under the understanding that I would be working full-time hours, which at this company typically meant around 30-35 hours per week. At first, that expectation was met. However, after additional staff were hired, my hours gradually decreased to about 20-25 hours per week, which is more consistent with part-time work.
For context, I maintained my primary job at a restaurant throughout my time at the dispensary, so while the reduction in hours was frustrating, it did not leave me without income.
Around January 15, 2026, a manager (who has since left the company) submitted a resignation email that was shared with both staff and upper management. In that message, he cited concerns about workplace conditions, including lack of hot water, insufficient heating, questionable electrical practices, and broader concerns around safety, scheduling, and operational management.
While some changes followed that email, others--particularly those affecting employee morale--did not meaningfully improve. As of April 2026, certain concerns such as inconsistent heating, lack of hot water, and scheduling practices still appeared to persist.
I want to be clear about something: my concerns are not directed at every member of upper management. My experience was primarily shaped by interactions with the general manager. I do not have personal animosity toward her, and I recognize that leadership roles come with pressure. That said, accountability is important in any workplace.
A recurring concern among staff was the management style--decisions often felt inflexible, and communication could come across as passive-aggressive rather than solution-oriented. There were also instances where employees felt that reasonable documentation for absences (such as medical notes or court-related obligations) was not accepted due to very specific or unclear requirements, resulting in disciplinary action. Situations like these contributed to a sense of inconsistency and frustration among staff.
Another broader issue that affected workplace morale involved public controversy connected to ownership. Customers began asking questions in-store, and there was visible discussion on social media. Many employees felt that some form of public communication or acknowledgment from leadership would have helped provide clarity. However, no official statement was made during that time, which left staff to navigate those conversations on their own.
I'll close with my personal experience that ultimately led to my departure. Schedules at the dispensary were released on Mondays, while my primary job's schedule came out on Fridays. On March 30, 2026, I received my schedule for the week, which included a closing shift on April 7. I confirmed that schedule with my other job.
On the day of that shift, I woke up to a message stating I had missed a morning opening shift. When I checked the scheduling app, I saw that my shift had been changed from a closing to an opening shift without my knowledge. I reached out respectfully to clarify and later went in to work what I believed was my original shift. Upon arrival, I received notice that I had been terminated for a no-call/no-show.
I was told the schedule had not changed, but I had documentation showing what I was originally scheduled for and what I had communicated to my other employer. Based on the timeline, this situation did not feel properly acknowledged or resolved.
To be clear, I hold no ill will toward anyone at the company. I'm sharing this simply to provide transparency for those considering employment here or those who want a better understanding of the work environment from an employee's perspective.
Every workplace has its challenges, and every experience is different. This was mine.
Don't work here, and don't support people who think doing business with pedos is something that doesn't need to be addressed and clarified with the public. read more