Please read this before submitting your entry. There are a slew of problems! When you go in and fill out a new employee application, the position is temporary. The status is only temporary, according to the contract you signed. If you have any problems, contact the union, and they will assist you in resolving them! If temp work isn't for you, don't apply; they won't tell you right away if they don't like you; instead, they'll just ignore your calls or messages. They don't notify you until you've been asked to leave.
They have the option to reduce your hours after 90 days. They will not make any efforts to accommodate your schedule; they hate it when you are unavailable, and they will not hire you if you miss even one job or are unable to work for a single day.
This, I believe, applies to all agencies, which ensures that if you are employed on a temporary basis, you will not be hired if you call out or are not fully available.
Lilian Snelling, the Dispatch Manager for the Janitorial Division, is very picky on who she employs, to the point of causing issues, and she is very quiet about it. It's likely that they'll wait until later to tell you about their problems. From tardiness to punctuality, everything is scrutinized. Some places also have check-in and check-out issues. They still haven't given you the keys, which will allow you to clock in and out on time, among other things. At the very least, they should give people day keys, which they would return when they leave for the day.
Dispatchers and location managers have a lot of miscommunication. Supervisors are not always available in those locations. They should tell dispatchers how long they plan to be on the job so that any miscommunication is not misinterpreted by the employees. I've had a lot of different paths, some of which are inconvenient in other places.
Other employees can create problems that are then blamed on you, jeopardizing your career and increasing the likelihood that they would not believe you if you claim it was caused by someone else. People must be given another chance to reconsider their positions.
In terms of jobs, If you work for more than 90 days from the date of hire, you are considered permanently hired, according to the union. Contact the union if you have any issues. Make sure your union papers are processed quickly so you can get your union card as soon as the 90-day deadline is up. You must contact the union for this.
If you need to reach the dispatchers, call them several times before they pick up the phone or leave a few voicemails so they don't forget about you. Employees are often abused for financial gain and are not handled equally. All along, I'd hoped for a positive response. If things change, I'll be able to update this.
Employees, both permanent and temporary, who are having trouble should contact the union, which will handle everything. If you pay into the union, you are a member, and they have your records. After 90 days have passed since your start date, you are still considered recruited. If you do not believe the dispatchers would assist you, you can immediately contact the union. They have no way of retaliating.
Another problem! If you quit or leave, you're basically done. If dispatchers and dispatch managers like Lilian Snelling don't like you, they won't take you back and won't say anything about it.
This isn't appropriate, Guardian Service Industries! You must give people another chance. I'm hoping for a change, and I'll update this review if that happens. I'll also post an update here if they don't rehire me. My guess is that they won't rehire people they dislike until they have all of the facts.
I'll be able to delete this and replace it with something more meaningful if things go my way. The reality will come out! This is a true assessment from a true employee.
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