Allied Universal has no paid vacation and health benefits cost to much. Management team has their favorites - Security Officer - Site Supervisor Allied Universal Employee Review

3.0
21 Sept 2017
Recommend
CEO approval
Business outlook

Pros

They will work with your schedule if you go to school and they will understand if you take public transportation

Cons

Allied Universal management has to many favoritism’s with in the office. They won’t give outstanding guard who has not never been late, called off and also never had complaints from clients. They will keep Guards that are lazy and do drugs in the work place. They won’t pay some guard correct and guard will miss hours on their check. Lot of the location they send guard to work pay very little and dangerous areas without proper safety equipment. Management lacks on communication with guards. Sometimes they will send Guards without getting trained properly at on site locations. Lot of guard who have work with Allied Barton before the merger they haven’t gotten the new company policy or the employee handbook.

Explore other reviews about Allied Universal

5.0
20 May 2026
Recommend
CEO approval
Business outlook

Pros

works with my schedule great breaks

Cons

None so far no con

3.0
25 June 2026
Recommend
CEO approval
Business outlook

Pros

The role provides subsistence-level wages, offering little financial security.

Cons

Management arbitrarily downgraded my position from full-time to part-time, yet still demanded overtime. I grew overwhelmed and complained that overtime was impeding my health. After that I was told then don't do overtime like it wouldn't negatively affect me. After moving me from a solid post to a flex post, they expected me to show up with only an hour's notice. They then used an "available quota" as an excuse to terminate me after creating a schedule that made it impossible to succeed.The company's adaptive workflow seamlessly absorbs last-minute modifications with zero friction. Advice to Management: Treat your employees' time with respect instead of setting them up to fail with unrealistic scheduling and quotas. I advise management to invest more heavily in employee development and modernizing our core tools. Providing clearer pathways for advancement and better operational resources would significantly boost morale and retention.

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