The reviewer notes being an environmental inspector. Inspection work happens 100% of the time in the field at our clients’ job sites where operations often run seven days a week. This type of work also requires travel to and from these sites, and our employees do receive overtime pay that includes their travel time. As a company that is laser-focused on providing client-first service, our success truly depends on our responsiveness to our clients’ needs. If our client is depending on us to get a job done and done well, we will do the work that is necessary, even when that means extending our work-day beyond the typical 9-5. Our employees garner a great deal of satisfaction from knowing they delivered on their promises to their clients.
The demands of these positions are communicated early and clearly during our interview process. And it is always within the candidate’s control to accept our offer for employment or not.
Regarding the certification comment, professional development is a shared responsibility between the employer and employee. Our managers encourage their staff to obtain certifications and expand their professional capabilities through training, and CEC fully supports all team members in their endeavors, but proactivity on the part of the employee is also part of the professional development process. In addition, communication is a two-way street and our managers are always happy to provide the specific help/guidance needed when asked.
We're happy to hear you had an incredible experience! Thank you for the feedback.
Your descriptors are spot on - fast pace, diversity of work, upward mobility and access to corporate management. Thank you for your feedback!
We recognize the sensitive nature of the claims made in this review and want to stress that behavior such as that mentioned are not condoned at CEC — either by management or by the staff who work as part of a family in each of our offices. It is simply not in our culture to conduct ourselves in the manner described in this post. With that said, CEC has a number of paths any team member can take to report and rectify undesirable behavior at any time:
1. Direct access to corporate leadership should the team member feel addressing an issue at the local level is not an option;
2. Access to an anonymous ethics hotline managed by an independent third-party entity that reports all accounts; and
3. Use of a dedicated email address, email@example.com, where a team member can write out their concerns and get in touch with staff at all levels on the HR department if they prefer to write their concerns.
These paths, among other more informal options, have been and are available to staff. These options were available to the reviewer if this was truly perceived to be an ongoing issue. With that in mind, we’re already exploring ways to make sure that our team members are even more informed about the options they have to report behavior that does not represent the CEC culture.
At CEC, we value all of our employees and we're glad to hear you feel valued.
We appreciate your time and energy spent on CEC projects. The bat season can have long hours and we hope you know you are a valued team member.