-Lack of advancement opportunity within the company despite the company consistantly promoting otherwise
-Low wages (especially for a company that requires a degree or previous law enforcement/military experience to be promoted to a higher position)
-Employees are under-valued within the company and officers are viewed by corporate and remote office managment as basic post coverage versus valued security officers
-Poor benefits package
-Company's refusal to sponsor training to their officers unless the officer is being promoted into an exact position that requires the training, and even then they still make you pay for the DCJS registration fees. If you are seeking training provided by the company to improve your skills, for cross-training and your resume, they make you pay G4S for the classes and G4S won't pay you while you attend the classes
-Training that is provided by the company is lousy, may not even pertain to your job and is administered in an exceptionally old school way (mostly all pen & paper with inconsequential tests, minimal e-courses)
-Internal promoting structure within company far too limiting: in order to even be eligible for promotion you must either have ascertained a degree or have significant prior law enforcement or military experience. I am not opposed to celebrating these accomplishments by taking them into consideration for a promotion, but I am opposed to making the stipulation that these accomplishments are the complete basis and absolute requirement to be considered for any internal promotion
-Remote company administrative management (office that manages the sites)- they are only ever involved with the security officers they employ at their contracted sites for human resources basic needs (i.e. payroll, uniforms acquisition/replacement, hiring/termination, etc.)
