Horrible, nerve wracking job for minimal pay. not even the benefits are worth the emotional stress - Recensione dipendente - Customer Service Representative presso Duke Energy

1,0
21 nov 2014
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

At the time I worked here, the benefits were the best part about this job, but looking back now that I have a decent job that doesnt leave me in tears every night I will gladly pay for my own insurrance

Svantaggi

everything.. it counted against your "attendance" to use your EARNED paid sick time.. constant harassment and verbal abuse from customers, minimal notice of mandatory overtime, sometimes 14-16 hour work days.. learning you have to stay 2-4 extra hours about 5 minutes before you were scheduled to get off because of bad weather/storms, ridiculous rules like not being able to talk on your cell phone while walking even in the parking lot, unfair schedule bids and vacation bids that allowed seniority to choose first.. actually having to bid to see if you could get Christmas and like holidays off that should be standard.. i could go on, but finally, putting up with all this nonsense while making a pitiful $12 per hour.

Esplora altre recensioni su Duke Energy

5,0
25 giu 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Good work environment, with everyone willing to help you learn.

Svantaggi

Many departments are understaffed which leads to increased time pressure.

3,0
15 mag 2026
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Strong job stability in a regulated utility environment, along with competitive pay and solid benefits package. My immediate team is genuinely supportive and collaborative — we work well together and have each other's backs. The work itself offers a sense of purpose given the essential nature of the industry.

Svantaggi

Upper management operates with limited transparency and decisions flow strictly top-down, with little visibility into the reasoning behind strategic choices. The compensation structure does not differentiate for high performers — annual raises tend to land at or below inflation. Work groups across the department are heavily siloed, which limits cross-functional collaboration and slows knowledge sharing and adds frustration.

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