Start at the bottom, stay at the bottom! - Recensione dipendente - Full Time PC presso Scholastic

2,0
2 ott 2015
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Benefits, summers off. You'll need those summer's to recoup mentally and physically.

Svantaggi

Horrible pay for the amount of work they pile on you. Favoritism at it's best. Pay is based on personality and how much the bosses like you. Work ethic, job performance, attendance mean nothing when it comes down to raise time. It's all about how well they like you. They like tattle tales, nerdy, happy, talkers, (as long as it's them your talking to). It's a do as I say not as I do kind of place. Bosses have no respect for employees, have no clue the very physical aspects of the job the rush you through. They give the best workers more work but not the pay to match it, and yes I was told I was given more because I'm fast, although I know for a fact others are paid way more because of their "attitude". Hard to have a good attitude when you're treated like crap. Part time is when we need you we'll call you. Can't give a part timer a schedule, expect them to sit home by the phone and wait. Some have worked one day a week. Part timer is asked to work, they come in and if work is done early they're sent home. This place will suck the life right out of you. I have had my share of torture. I've been job searching for a year now. Need day shift, with benefits and I'm outta there. Worse place I have ever worked for.

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

Vantaggi

positive working environment, good people

Svantaggi

great company to work for; no complaints

2,0
11 giu 2026
Dipendente anonimo
Consiglia
Gradimento del CEO
Pronostico commerciale

Vantaggi

Remote work and the clients are very nice to work with.

Svantaggi

In my experience, the company's compensation practices lacked transparency and accountability. When employees asked questions about how their earnings, bonuses, or compensation were calculated, clear answers were often difficult to obtain. Decisions affecting employee pay were made without adequate explanation, and requests for clarification frequently went unresolved. What I found particularly concerning was the apparent disconnect between employee compensation outcomes and management compensation. Employees regularly experienced reduced bonuses or earnings, while management and executive leadership appeared largely unaffected by the same business decisions. This created the perception that the financial impact of those decisions was being borne primarily by employees rather than those making them. After repeatedly seeking explanations and receiving few meaningful answers, I lost confidence in the fairness and transparency of the compensation process.

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