Go down the drain - Anonymous employee Jensen Hughes Employee Review

Since the recent acquisitions I would have to say the dynamic of the organization has change significantly. Let’s start by the constant smoke screens that are but up as they chip away benefits. We went from 10% (at their discretion) match to 5%. When they did that transition they opted to not compensate their employees for the last year of the 10% match; nothing was given. The claim was that profit margins weren’t where they wanted it to be as a company. I believe that the organization is trying to grow to big too soon just to appease their share holders. It’s no longer about loyalty there. It’s about the bottom dollar. The career opportunities is really about who you know and what person you have crossed paths with. Junior engineers aren’t exposed to new material unless it’s an imperative need for help. Most of the senior engineer will focus on their own utilization and net gain rather than invest in someone who can later be an asset. In a particular office that is known to me, it’s a popularity contest. If the head man likes you it’s an in, if he doesn’t agree with you it’s slim pickings. There is a lack of uniformity on how certain procedures are done. HR has made general items uniform in the last few years but internally, with each office there should be a standard on design, layout, and project appearance. As a company it is unknown if they utilize the right off for travel expenses. If they do, they are certainly not compensating the employee who does travel outside of their normal operational travel. I have witnessed junior engineers only be compensated for the actual bus, train, or mileage. Not the actual time you are spending I arrive at th outside destination; it can be designated to overhead or they eat the time. Meaning, when it’s assigned to overhead I’m willing to believe that the company can take that as a deduction. Money goes in the pocket and the junior employee stays quiet.