Progressive Insurance reviews

They denied my service animal on the property (I'm taking a screenshot of this in case it gets flagged again btw 1-25-2016) and they promote based off of favorites. They say they go by how well people answer questions, but not by tenure, knowledge, or contributions. I have had two reviews removed now, and I need people to know the truth. I have been with the company for 5 years, and I have won awards, recognition, and been given praise by customers and coworkers. I have been denied for 9 different positions within the company. I have been given ambiguous reasons for not receiving any promotion. I feel favorites are played here, or there is FMLA discrimination. It's not about what you know , but who you know. Pay is very low, new hires make more than tenured reps.

- Claims workload can be difficult to manage at peak times - Work-life balance is not what it should be - Split schedules REQUIRED for un-tenured adjusters - Even after becoming tenured, it is difficult to obtain a non-split schedule - The attendance policy needs reworking * * * * * * * * * * * * * * * * * The Centralized Claims Organization falls short in its promise of a work-life balance. While the workload can be difficult to manage at times, this is not really what I'm talking about (though as a newer rep, I had to consistently clock in overtime hours to keep up or get caught up). Split schedules are a requirement when you sign on as a call center adjuster with Progressive, but management makes it seem as though eventually, you will be able to request a more traditional schedule. I have not found this to be the case and I have worked in this organization for two years. In fact, one of my coworkers recently celebrated her five-year anniversary with Progressive and only JUST got weekends off, the great white whale of a CCU rep. Even applying to work one weekend day and one weekday off in a row (i.e. having Friday and Saturday off and working Sunday or Sunday and Monday off and working Saturday) is denied for some mysterious "business need" that is never elaborated on. Additionally, the attendance policy needs to be tweaked slightly. While now there is a sliding schedule that allows for tardiness to be made up for (as long as you are clocked in within 30 minutes of your shift start), a late arrival or early quit is equal to an unexpected absence. If you are sick, or if you have something suddenly come up and you are not pre-approved for time off well in advance (and time off is difficult to obtain on Mondays, Fridays and Saturdays), you can quickly find yourself barred from advancement opportunities until infractions begin dropping off ONE YEAR LATER. If you have a particularly rough go of it with illness or family issues or anything that has you unexpectedly late, leaving early, or being absent entirely, there is not much you can do but wait out the marks against your record. It's disheartening at best and crushing at worst, especially if you're a capable and high-performing candidate whose career aspirations are put on hold because of unforeseen circumstances.