Complaint Review: Joe Conley - Columbus Ohio

Nick was hired with our company on 08/22/2018.  During our hiring process (phone interviews, formal interviews, and initial job offer extension) employees are made aware of the pay offered, as well as the State fees and uniform fees associated with the job.  All of this information is disclosed multiple times prior to an offer being extended.  This is also standard industry practice across the Security field.  The hours offered to an employee are dependent upon their availability.  Again this is discussed prior to hire and therefore is the complete decision of the employee whether they would like to accept it.  As for driving around town and not getting paid, once again this is a false accusation.  Anytime we have a client that requires an employee to patrol around, they are in our company issued vehicles and are given a gas card to pay for all gas used.  We have never had an employee drive their own vehicle to patrol any clients sites.  If on the other hand he is referring to driving to his work site, then yes he would use his vehicle and gas to drive to work just like most people in America.  All shifts are in the Columbus City and surrounding areas and therefore no one would be placed at a site beyond the city limits.  Lastly once again, employees are offered to work these sites and therefore can decline if they felt the drive was too distant for them.  The schedule is not put into place without the employees agreement and consent.

As for the comment about what we charge clients, that is completely off base and inaccurate.  First of all Nick would not know what clients are charged because that information is not disclosed to employees.  Secondly, we have to be competitive against other companies and therefore would not be in business if we charged $30-$40 an hour. 

Our company policy does ask for a 2 week notice (not 30 days) if the employee plans to terminate.  The company does let the employees know upfront that if a 2 week notice is not worked out then any monies owed will be dropped to minimum wage because we will be forced to put other employees into overtime to cover shifts in which that employee had agreed to work.  Once again, this is not kept a secret.  All employees are made aware of this during their initial acceptance of employment with the company.  We have never held anyone's pay.  We follow state labor laws and pay bi-weekly on Fridays regardless if a person is a current employee or recently terminated.  Once again this was a false accusation.

We always try to treat employees the same way we would want to be treated.  We create a team atmosphere and build great rapports with our employees.  Unfortunately in this employee's case, he did not pay attention to all of the initial conversations, policies, and procedures, and also did not read the policies and procedures which he signed off to.  This has now led him to being disgruntled and untruthful.  He also failed to mention that we granted him a $300.00 cash advance even though he was a brand new employee because he told us he had fallen behind on bills prior to being hired.  Again, this shows you that we treat our employees like family but unfortunately a bad egg got into the pot with this one.