ALS Global reviews

Thank you for your comments. Every time we receive a complaint, we engage in a timely and thorough investigation to obtain all the facts. When it is concluded, we take the appropriate corrective action with the aim of preventing recurrence. In addition, we actively promote a respectful workplace by regularly training employees and managers on all related policies and expectations. We also encourage all employees to raise their concerns with management or HR should they personally behavior which contravenes these policies. We also have a robust Health & Safety program that includes hazard recognition and reporting. There is mandatory training required for everyone who works at ALS regarding their roles and responsibilities with Health & Safety. We also conduct frequent H&S inspections and audits at each site. It is unfortunate that your concern regarding the possibility of permanent injury was not raised through any of these mechanisms.

As ALS’ CHRO, I have been upset to read your feedback and have personally investigated each of the matters you have raised. In response, I would say that many of our staff welcome overtime and the additional pay this brings. We use a confidentiality agreement for our employees around the globe, this is a standard practice for most professional employers. We review this from time to time to ensure it continues to reflect market practices in our industry. Regarding your comment on SOPs, we follow the requirements from the external regulators and our job is to perform methods as written by them. We follow these methods to get accurate results for our clients in accordance with these SOPs. With the USA experiencing a boom currently, it has become more challenging to find suitably qualified employees, to address this we have relocated at least 3 employees this summer to Kelso (and other US locations). Sometimes we have needed to recruit staff and then work to train them up. We have an active Learning & Development Program that works to address deficits, but skill acquisition is a ‘work in progress’ in this economic environment. I note your comment on the HR person coming from a non-HR background, not only did she hold an HR certification (SHRM–CP), but she left over 12 months ago. ALS workloads peak in Summer, that is just the way it is, we have trialed a number of methods to address peak workloads, this includes hiring seasonal staff and laying them off at the end of the season or retaining staff and then slowing up their hours. Feedback to us suggests that many people actually like to have the extra time off in slow season to pursue hobbies, travel or spend time with family. We welcome suggestions on how to improve the way peaks and troughs are handled. It is true that we have engaged ex-employees following their resignation as consultants. No one forced them to rejoin us and if they were unhappy about their conditions we would expect that this would either prevent them rejoining or have them approach us about this. Finally, Thank you for taking the time to give us feedback Susan Putters, CHRO