- It’s a AECOM company so it will set a precedent for under paying DOD contractors.
- No relocation assistance on overseas assignments, no temporary lodging or transportation.
- Sign on bonus is given after first 30 days of employment.
- Sign on bonus is equal to one paycheck. After resigning your last check will be held to cover the sign on bonus if contract is not completed irregardless if 30 day resignation notice is given.
- Wages are the absolute lowest in the industry for skill set and experience required.
- Benefits are non-existent unless it’s a federal law.
- They lie. They have a safety toe shoe policy, policy is written vaguely. It’s a federal law that a company provide specialty safety toe shoes. Amentums policy calls safety toe shoes - Work Toe Boot - like steel or composite like slip or electrical shock proof. In the policy they require a ASTM 2413-18 OSHA rated toe which is missing the F designator. The actual rating is ASTM F2413-18. They require the safety shoe under threat of termination but do not provide the safety equipment or money to self purchase or reimbursement.
- The can not meet contract obligations on manning worksites, so they do not reprimand employees who do nothing but underperform, long time employees with no experience, dangerous employees.
- Promotions are based off of who is friends with management or to longtime employees with no experience they are just able to be there.
- Amentum has not tried even the slightest to change previous company polices.
- Management enforce unwritten unapproved policies under the threat of termination or not renewing end of the year contracts and withholding retention bonus.
- Bonuses are accumulated by lowering hourly wages and wage plus ups such as Post Hazard or Living Allowances. So your pay check is smaller but the give it to you as a sign on bonus and completion bonus. Nothing is prorated if you do not complete 1 year commitment under any condition.
- All management lower, middle and upper. Keep all HR issues in house as much as possible and ostracize or try to push out employees who bring light to legitimate issues.
- Constant knee jerk reactions and policies to cover for accidents and incidents to favored employees who damage customer equipment. Will terminate employees who are not favored for lesser infractions.
- Constantly hiring unmotivated, no drive, non experienced employees.
- Give favoritism to long time employees who under perform with open positions in management or quality.
- No substantial wage increases. In two years wage was increased .38 cents.
- The use the terms COLA and HOLA but they are not government rates they are much lower and do not fluctuate with dollar exchange rate.
- Constant harassment during slow periods of no maintenance, management will find work by assigning maintenance or inspections out of scheduled times, way past the 10% limit. Just to keep employees working.
- Do not like you setting down to work at work bench.
- Constant at keeping work place uncomfortable, takes chairs away from work area, place work books and computers out of the air conditioning a placed in work area in the elements.
- Keeps all doors open to all shops and offices except managements door is always shut.
- Keep generating policies to try to prevent mishap's, when they know it’s the quality of employee.
- They do not train all employees on the use of equipment, that is a “privilege” given to under performing employees as if being able to do your job correctly alone is an earned benefit.
- When sent on the road to work company only pays for airfare.
- When working on the road employee is expected to pay up front for lodging, meals and transportation. Reimbursements is payed after the first 2 week cycle, meals will be paid after first 2 week cycle then weekly.
- Will not let you chose own lodging or to max out alotted amount.
- Will not pay for Uber fares even if you are in a crime ridden city with no transportation
- Protects favored employees and will help push out new better performing employees, in 7 months I seen 11 new hires leave before 90 days.
- Will blame customer for the lack of support equipment even though it’s the same management managing support equipment at worksite for over 20 years and never requested proper support from customer per contract obligations
- Main goal is not quality production and pride.
- Main goal is not to cost company more money. So do not think or take initiative or learn to be more efficient and productive.
- Management has rat mentality
- Management and protected long time employees are deathly scared of new better performing employees, management and veteran employees constantly saying we get paid by the hour, clock in a clock out. They wish everyone to be as unproductive and unmotivated as themselves.
- Missing wages, constantly. Then wage correction on paycheck is not immediately corrected, employee with pay discrepancies has to submit for correction and wait till it is acknowledged then wait for it to come on nearest pay date but only after submission and acknowledgement.
- Time fraud, management and middle management and favored veteran employees are gone a lot, much more than time that is accrued. Non favored employees will be disciplined immediately for missing time, being late for any reason.
- Unless favored you will not be able to use your PTO with out submitting for it properly and also being ostracized for using PTO
- Pay checks are constantly incorrect
- Deployments are hap hazardly prepared, missing tools and support equipment, missing parts and expendables, missing chemicals for part removal and installation. They always act as every deployment is the very first time even though employees assigned on prepping deployment package are long time veteran employees with long military backgrounds and management experience but they have zero drive to make a proper deployment package.
- Removed all tow tongues or peddle hooks from stands and other support equipment so you are constantly having to hand push heavy equipment up and down flight line and over half the workforce can barely walk.
- No proper physical, most employees suffer from lack of mobility, extreme over weight issues, majority are aged and get exhausted easily, weight or mobility issues make it impossible for employee to perform daily task
- Able bodied employees will be used for all heavy lifting, pushing, hammering, pulling, prying and carrying
- Over weight employees can not perform most task on aircraft. They can not get on top of aircraft, can not fit inside cockpits or tail sections.
- Employees with limited movement can not climb aircraft, can not crawl in aircraft, can not climb stands or latters
- Most employees are aged can not safely use heavy equipment or special tools or break or set high torque hardware
- If you can walk properly you will always be used to wing walk tow aircraft long distances while aged limited mobility employees can not walk long distances
- Pay is extremely lower than national average at 19.38 an hour, with a required 5-7 years aircraft maintenance, must be deployable and past physical and DOD background check
- All money made is taxable after untaxble amount
- Time off is limited 120 hours PTO and 40 hours sick leave. Time is accrued and not given in lump sum. PTO has to be requested and approved, sick time cannot be attached to PTO, request for over 8 hours must be applied for in 2 week advance, any PTO used has to be applied for 3 days in advance.
- Only base pay is given when using PTO or sick time, you do not get your plus ups or HOLA and COLA, so you lose half your wages using PTO
- No upward growth, even favored long term employees can only go 2-3 positions up and to the side or finally a site supervisor
-AND MORE
