25 Mar 2016
Digital Reception Services Response
10yThank you for your feedback. While it is unfortunate you had a bad experience working for DRS, we would like the opportunity to address all of the information in your review since there seems to be several misunderstandings about how we conduct our business. We’ll address them individually.
PROS:
DRS work vans – Each van provided by our company is on a regular maintenance program to include an oil change for every 5,000 miles driven along with a transmission inspection at 30,000 miles. It is our company’s prerogative to maintain an extremely professional appearance of our work vans and we will not tolerate rust or any other damage to the vans when driving it on behalf of the Company. As soon as one of our vans is involved in an incident where damage is incurred, it is immediately pulled off the road to ensure it is safe and operable before it is used again. In addition, each van is required to have a weekly inspection along with a follow-up inspection by one of the members of our management team to ensure it is operating safely. Safety is the #1 priority of our company.
Cell Phone – Our employees are provided with a Company cell phone that they are expected to use to communicate with their field office, customers and to access information regarding their work for the day. We have never and will never expect our employees to answer their cell phone 18 hours a day. We believe in a true work/life balance. If you had an experience like that, I would encourage you to contact our corporate office and speak with Stephanie Koch, VP of Human Resources or Tim Vorhees, General Manager/Vice President of DRS. If we are unaware situations like that may be going on, we can’t help resolve them.
401k – Your statement is accurate that our 401k program works as an automatic enrollment. However, the information about auto enrollment and options to change your 401k are provided during our orientation meeting. It is also provided directly from our 401k service provider, Fidelity. If you were concerned with this auto enrollment option and had questions, it would have been prudent to contact our HR Department so we could assist you with your options. We want to make sure our employees have a great experience with all of our benefits and work environment.
CONS:
GlassDoor is a very important resource for DRS as it allows us the opportunity to respond to posts like yours to ensure we resolve any misunderstandings about how the company conducts business. We like hearing feedback because it allows us to take a look at our business to make sure we’re always striving to be the best at what we do. We also enjoy bragging about our Company, the employees and our successes so others who are interested in joining us can see who we are and what we’re about. It would be unethical and inappropriate for our Company to offer monetary rewards to encourage employees to write a review on GlassDoor. Your statement is entirely untrue and unfounded. We do, however, offer employee referral rewards when our employees refer candidates to the company. This is a standard program in larger companies. Retention is a big issue within our field organization and the service industry in general. Over the past 2 years we have implemented many initiatives to help improve this including: limiting the number of hours technicians can work in a day, increasing technician pay, changing to more light-weight uniforms to be cooler in the summer. We are not where we want to be with turnover, but we will continue to work and change program/processes to create a better work environment for all of our employees. We are proud to say we’re well on our way. Sorry you didn’t feel the same, but we wish you the best of luck in all of your future endeavors.