• High turn-over rate.
• Required to be chained to a company email that requires you to be on call 24/7 in order to resolve and dissolve issues.
• Many of the most successful people were handed their biggest clients before PLS’ ongoing addition of stricter regulations/ many of the same individual’s clientele can no longer be signed up because they have been stereo pegged as companies that “over all” struggle to pay bills. (Example: recycling and food companies)
• PLS does not hesitate to turn down “MASSIVE” opportunities if the company would be required to take on too much personal liability. For instance, when working for PLS I was in direct communications with some of the largest cheese and meat manufactures in the United States but was prevented to service because PLS chose to avoid accountability.
• PLS makes it clear that the “ideal” employee needs to be willing start at 7am and work until 5pm. All in addition to late nights and rotating Saturday shifts. All in all PLS would like all employees to have a MINIMUM 50 hour work week, and any kind of failure to comply results in a browbeating scolding about how your individual commitment is not up to par.
• While I have nothing but praise for the direct leadership, I cannot but question the ethics and personal morality of the higher ups and their overall decision making. For instance, after meeting 2 bench marks ahead of schedule I was on track begin growing a book of business, that is until a huge road block was thrown my way to what felt like a reactionary whim by all the PLS decision makers. One of my fastest growing customers was involved in shipping meat and poultry products. After, a contracted PLS driver who was running a meat shipment for entirely different customer stole $50,000 worth of product PLS’ decision makers decided to punish all meat customers by preventing all employees from moving any customer’s comparable products. The choice was obviously a knee jerk reaction that involved no retention plan and only resulted in sabotaging numerous employ-customer working relationships. PLS is a company that starts out their employees with a small starter salary until the employee can sustain themselves to work only off of commission. Luckily, I was able to recognize these signs when I was still on salary because if I would’ve made a career out of PLS after rolling over to commission my family’s entire livelihood could have gone up in spokes. As a husband and father, I cannot fundamentally support a company that indulges in these type of operations.
