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Zonar Systems

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Zonar Systems reviews

HR dishonest about office reopening, stopped taking COVID seriously - TDC Employee Zonar Systems Employee Review

1.0
Jun 16, 2021
Tdc employee
Recommend
CEO approval
Business Outlook

Pros

Able to work from home from March 2020 - Current Zonar fully adapted to remote work, was even profitable during the pandemic

Cons

In an all-hands meeting, Zonar HR repeatedly said that each team would have the freedom to choose how much time in office was appropriate for them, and that at home vs. office work was completely up to each team with complete flexibility and autonomy. Managers are now telling employees that HR actually meant that at least one day a week in the office will be required and 100% work from home is not an option. Zonar knows that employees are not at herd immunity. HR asked every employee to submit their vaccination card and is requiring that we go back to the office in September although we are only 51% vaccinated. Zonar HR took the public stance of supporting anti-vaxxers, saying in the last all-hands that the COVID vaccine "is a personal choice", and later sending out an e-mail saying, "we respect an employee's decision to choose." Anti-vaxxers are held to the honor system, being allowed to go without masks in the office if they just say they are vaccinated. We've seen huge turnover affecting directors, managers, developers, TPM, and PM since the economy started to recover, and it's only going to get worse if returning to the office is mandatory. We've proven we can be profitable and efficient completely working from home, and there is no good reason to spend unpaid hours on public transit, risking COVID, when other companies are offering remote work opportunities. Note that we have dozens of completely remote workers in Vietnam and Cincinnati, so it makes no sense why Seattle employees are being treated differently. I will not be coming back into the office at all and HR can deal with it. I like working at Zonar, but it's not worth risking COVID.

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Zonar Systems Response
5y
I am sorry you feel this way and thank you for sharing your opinion. In our company-wide meeting HR explained that our intention is to give employees greater flexibility for where work gets done by splitting their time between home and office. Employees have repeatedly asked for more opportunities to collaborate and work together within teams—and cross-functionally—in office once it is safe to do so while continuing to have the flexibility to work mostly when and where they choose. When and how often that in-person collaboration happens is up to managers based on the needs and preferences of their teams and there is no mandate from HR about the min/max. We are following ALL health and welfare guidance from the CDC, WA state and King Co. to refine our office re-opening plan for September and will only return in-person if our employee vaccination rates exceed the strictest guidelines in place at that time. Please feel free to contact HR or me directly and we will solve this together. -Paul

Explore other reviews about Zonar Systems

5.0
Jun 18, 2025
Accountant
Recommend
CEO approval
Business Outlook

Pros

Love the Energy Work Remote Reorg is painful, but future is bright

Cons

Work Remote. Its a plus and a negative as it is sometimes hard to build camaraderie.

1.0
Jun 11, 2026
Anonymous employee
Recommend
CEO approval
Business Outlook

Pros

There are still some genuinely good people at Zonar. A lot of talented, hard-working employees are still trying to do right by the customers and keep things moving despite everything going on around them. At one point, Zonar had a strong identity and a real place in the pupil transportation space. The company understood school bus and student transportation customers in a way that not many others did, and that history is still something worth acknowledging.

Cons

Zonar is not the company it used to be. Over the last several years, the company has been gutted by waves of layoffs, constant restructuring, outsourcing, and leadership decisions that rarely seem to make sense to the people actually doing the work. Morale has been destroyed. Teams have been cut down over and over again, and employees are expected to keep delivering with fewer people, less support, and no clear direction. One of the biggest mistakes was refusing to innovate and abandoning the pupil transportation customers that made Zonar what it was. Those customers were the foundation of the company. Instead of continuing to invest in that space, leadership seemed to lose interest and chase whatever new direction sounded good at the time. Those customers took the hint and started leaving too. The company now feels like it has no real product direction. Instead of building strong Zonar products, it feels like a bunch of other companies’ products have been white-labeled, stapled together, and sold as one platform. Internally, it is confusing. Externally, customers can see it too. A lot of work has also been shifted offshore, especially to Colombia. That may save money on paper, but it has also come with the loss of experienced employees, lost institutional knowledge, and a general feeling that the company is being dismantled instead of rebuilt. Leadership is also a huge part of the problem. The CEO’s direction feels erratic, short-sighted, and disconnected from what employees and customers are actually experiencing. The focus seems to be on cutting costs and chasing whatever looks good in the moment, not on building a stable company or supporting the people who kept it alive for years. Good employees can only hold things together for so long when the strategy is broken, the culture is gone, and the customer base that built the company has been pushed away.

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