This 

copy is for your personal, noncommercial use only. You can order presentation­ready copies for distribution
to your colleagues, clients or customers, please click here or use the "Reprints" tool that appears next to any
article. Visit www.nytreprints.com for samples and additional information. Order a reprint of this article now. »

November 26, 2006

EMPLOYMENT; Bakery's 'Open Hiring' Offers
Anyone a Chance
By JULI STEADMAN CHARKES

TYRONE EMERY works on the factory floor of the Greyston Bakery in Yonkers, mixing batter,
positioning pans and packing boxes. Seventeen months ago he was serving a federal prison
sentence for dealing heroin. Dieulane Philogene worked her way up from Greyston's factory to
an accounting job in the front office. A single mother, she had lost a previous job and was facing
eviction from her apartment when Greyston offered her work in 2000.

There are more employees like Mr. Emery and Ms. Philogene at Greyston. In fact, most of the
workers there have a ''history.'' Some have served time for theft or drug dealing, and some have
been homeless. But the bakery didn't know any of that when it hired those workers. Executives
made it a point not to ask.

''We don't check references, we don't require a work history; it's strictly done by whoever's next
on the list,'' said Joan Cotter, director of accounting and human resources, referring to the
apprentice list.

It's called ''open hiring.'' And it has been part of the bakery's mission ever since its founder,
Bernard Tetsugen Glassman, an astrophysicist turned Zen Buddhist monk, first started turning
out cakes and brownies in 1982.

''Everyone deserves an opportunity,'' said Julius Walls Jr. of Yonkers, the president and chief
executive, who grew up in the projects of Brooklyn.

The factory runs day and night and, according to the company, supplies $5 million of brownies
and cookies to wholesale customers like Ben and Jerry's and local restaurants.

Greyston will take a chance on anyone, but employees must adhere to the company's rules.
Potential hires are put on a two-week apprentice program. If they are absent even once during
that period, they're out; if late more than once, they're asked to leave. They are also evaluated
on attitude and productivity. The pay is $6.75 an hour, raised to $7 if they make it through the
program. It's a tough-love approach that Mr. Walls called self-selection.

''We provide training, structure and encouragement,'' he said. ''But it's up to the individual to
decide whether they are ready to commit.''

Most are not. Of the 129 people who were chosen to participate in Greyston's apprentice
program in 2005, only 29 successfully completed the training and were hired as permanent
workers. For those who succeed, Greyston is a caring employer, helping with housing, health
insurance, child care and counseling services. And Mr. Walls pointed out that of his 45 workers,
40 started as open hires.

Ms. Cotter said about four out of five workers don't last through the first year.

''I would say that most people don't even last a month,'' she said. ''They may come and stay only
long enough to collect their first paycheck. Many of them simply do not think beyond that first
paycheck to stick around for the long run.''

Angelo R. Martinelli, chairman of the Yonkers Chamber of Commerce, said the program was
''fantastic.''

''These are people that are forgotten by everyone else and they gave them an opportunity,'' he
said.

Mr. Emery found Greyston just in time. As part of his parole requirement, he had to find a job.
If he didn't, he would be sent back to prison. Just days away from his deadline, he received an
offer from Greyston. Sixteen months later, he is still grateful.

''I know guys like me,'' he said. ''And I knew what was coming next.''

Photo: JOB TRAINING -- Tyrone Emery, an ex-convict, at work at Greyston Bakery. (Photo by
George M. Gutierrez for The New York Times)

Copyright 2016 The New York Times Company Home Privacy Policy Search Corrections XML Help Contact

Us Back to Top