Expeditors reviews

SHARING . Personal confidential information, when shared with management, always seems to become common knowledge. Highly unethical! . How is it that other hourly employees know about changes on other teams before members of the team affected know? . Both of the above are examples of lack of Management Integrity/Confidentiality FAIR – Huge Violation of Integrity . Supervisors incorrectly charge customers for Expeditors errors, to avoid impact on department revenue and personal bonus. Example: Shipment storage charges caused by EI charged to customer . Supervisors ignore team-related issues, be it matters of personal hygiene, team conflict, etc. . Special treatment given to part time employees who spend most of their time in the office chatting with others . Some supervisors do not remain in the office to demonstrate support of their employees working overtime . Employees are expected at their desk ready to work at 8, yet brokerage management does not lead by example . Not all teams have team meetings - lack of Team management . Not all teams have team building opportunities, as simple as ordering in lunch - lack of Team management . All brokerage employees are not treated equally. For example: everyone has a birthday, yet not all brokerage employees' birthday are acknowledged by brokerage management. Or if someone has had a child recently, only certain employees are asked about their children. Seems petty to have to mention such things, but these and many more examples are noticed by the employees . Smokers are allowed to go outside and smoke without signing out, multiple times during the day. Yet these individuals still take an hour lunch and do not make up the time during the day. Smoking is a personal habit. If Expeditors encourages individuals to practice their habits on company time, then one should not be faulted for leaving their desk and talking to others multiple times a day, or going outside for air multiple times a day, or taking a coffee break multiple times a day. Bottom line: the time lost on smoking breaks is unaccounted for and is unfair and a privilege given only to a specific group of people. Or discriminatory PERFORMANCE EVALUATIONS . Timeliness . Why isn't there a 360 review on brokerage management? . Reviews should ALWAYS be constructive. If improvement is needed in areas, the conversation should be positive and encouraging. Professionalism and maturity is lacking in the delivery of the review by both Supervisors and Managers CAREER GUIDANCE/GROWTH OPPORTUNITIES . Nepotism and favoritism reigns . Why doesn't management truly guide great performers? Most Brokergae employees have not experienced anything outside of Brokerage. Why isn't management proactive with individuals who have proven themselves consistently? . Qualified associates are being considered and recruited by different departments, yet, Brokerage management deems them critical to operations, and thus opportunities are squashed. Promotion from within is not practiced in Brokerage. Look at the track record of people who have left Expeditors for growth opportunities or because of poor management practices VALUABLE EMPLOYEE . Fair treatment of all employees; too much “in your face” favoritism demonstrated by management . There are employees who seek attention and are given recognition for tasks that are part of their job. Yet there are many humble employees, whose consistent performance over and above every single day, go unnoticed because their management favors others or does not make an effort to recognize these efforts BOTTOM LINE . Without a Human Resource department, unfairness will continue . This department has huge integrity issues, at all levels of management. . Too many ‘related parties’ in Brokerage; many conflicts of interest. Exceptions abound for the favored Attitude, Confidence, Excellence, Integrity, Resolute are all in question with this department.