Energy Solutions reviews

-In March of 2024, a policy was introduced that "encouraged" team members to work 2040 hours a year with "4 weeks" of PTO. The 4 weeks included sick time, PTO and federal holidays and staff were told that to maintain 2040 hours + 4 weeks of PTO they should work 8.5 hours a day. This was said to not be a hard policy but when pressed on what would happen if staff did not meet this number, they were told it would be considered for pay increases and promotions. Members of leadership brought concerns to the director and C-suite level about retention and hiring but were gaslit and told that staff would not quit because they believe in the mission. As it stands now, staff have been leaving in droves and many more are searching for a way out. There are dozens of job postings on their website and the lack of staff has made it impossible for those that are left to maintain work/life balance. Employees that are left are stretched incredibly thin on extremely challenging projects with little to know support or consideration from director+ levels apart from being told that "it's good for the mission". -Upper management struggled prior to this 2040 policy implementation to meet DEI goals due to the elitist and out of touch people in charge. -Often times teams are encouraged to voice their opinions or concerns but these concerns will typically go unheard as Sam and Chris have no intention of driving change for the betterment of their staff if it goes against their archaic view of what it means to be an employer.

Immature leadership with unrealistic expectations including no recognized federal holidays in the PTO plan, and excessive work requirements that don't recognize the sacrifices people make to work for the company and the mission. Leadership does not communicate well, and is disconnected from the impact of their decisions and poor communication on employees. ES claims "non-accrual PTO" but publishes calculators and guidelines that are accrual based, so that it's clear that "non-accrual" is just a way to avoid compensating people for their work. Uncompetitive compensation and PTO packages. Misrepresents terms of employment. Does not deliver on commitments but expects employees to find ways to make them successful at a very high personal cost. Annual employment contracts set the terms for bonuses, but contracts are not delivered until the employment term is over (in December 2023 for the employment year), much too late to act on, so revealed as a ploy to avoid paying bonuses. I wanted to love working here. Work is never all fun, and leadership must always do things that aren't fully understood by employees on the ground. But the leadership team is amateurish, apparently incapable of maturing, does not listen to feedback, does not reward contribution, and appears to be less interested in the mission than in finding ways to avoid compensating their employees.