Pros
Above-market base salaries, bonuses, and benefits (employee), with the company being one of the few for-profits that still offer a traditional pension AND a matching 401(k) – Strong commitment to workforce diversity and community service in deeds as well as words (employee and consultant/contractor) – Telecommuting now allowed for consultants/contractors who work in some roles – Inclusiveness toward consultants/contractors for department events (consultant/contractor) – Team and department camaraderie (employee and consultant/contractor)– Outstanding package in which the terms and conditions remain the same (depending on length of service and age) whether severance was voluntary or involuntary
Cons
Mediocrity and "slackerhood" allowed to proliferate, leaving many involuntarily laid off in my department (during the mid-2013 RIF) ill-prepared for employment in similar jobs outside SCE – 18-month residency in the most recent position before one is eligible to apply for another job within the organization (exceptions must be approved by the employee's divisional VP) – "Bait and switch" when it comes to full-time employment; many managers promise (at interview time) good use of their newly hired employees' respective talents–only for most of these employees to find that their experience, knowledge, and skills are being wasted – Lack of state-mandated training in harassment prevention for team leads, project managers, and other individual contributors rightfully perceived to be in a position of authority...even though the law (AB1825) has always specified that those considered influencers in others' employment are required to complete such training – Forced attendance at annual "econ rallies" (a.k.a. live presentations for employee giving campaign)