UKG reviews

At this point, it’s a joke that the company’s slogan is still “Our purpose is people”. People are the absolute last priority given the recent messaging and communication from the company leadership. UKG came about as a result of a merger between Ultimate Software and Kronos. These two companies seemed to have decent cultures before the merger and for some time after with Aron Ain at the helm, who led us admirably through an uneasy transition. Recently however with Chris Todd as the new CEO, and Hugo Sarrazin as the CTO, the executive leadership has become cold, cruel and ignorant. We have been raking in record profits since most teams switched to hybrid remote but yet there is a new broad mandate that all of EPIC's employees return to the office 3 days a week. My team had been virtual since prior to the pandemic, with most people scattered all over the globe, but that does not matter. EPIC now wants us to drive in to the office to attend the exact same virtual meetings that we would when working from home, with no care for the increased fuel cost for commuting or the time lost in transit. Any deviation or questioning of this policy is met with open hostility. Our salaries as engineers are already on the lower end of the industry scale, and we’re entering a recession. This is incredibly tone deaf at best, and willfully machiavellian at worst. There is no discourse, and they do not appear to listen to employee concerns, no matter how many people speak up.

It is a very mix feeling seeing the company evolve over many years. When Kronos and Ultimate initially merged, being a legacy Kronos employee, we saw new benefits that was carried over from Ultimate side. We rejoice and drank the Kool-aid from the marketing department. But as immediate as the benefit is given, we see benefit cut. From the changes such as having accrual vacation, where if you exit the company, they have to pay for what you accrual. This was switch to unlimited vacation with manager approval only. As statistics has shown, this always benefit the company and not employees. We then move onto recent changes such as all our reimbursement benefits rolling into a single package. The single reimbursement package does have a high limit when you look at it, but when you look into the details and its limitations, you'll quickly find out, what you could have filed as reimbursement in previous years, suddenly is cut in 1/2 To further increase the profit margin of the few privileged. The end of year bonus compensation is adjusted. Previous year, many people who worked hard, gets a rating of 4 out of 5, the message to all managers are, too many people are being rated too well, and 3 is the new celebrated rating. So bonus was essentially cut drastically for many people during the Holiday times. Finally we come to transparency from upper and middle management to individually contributors. Prior to the new CEO transition, under Aron. Most of the company's goals and expectation was very transparent and employee centric. But since the transition, and many upper management positions had left and replace by new. The goal of the company seems very much a façade.