WorkSafeBC Employee Reviews about "union environment"

Updated Mar 27, 2020

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4.4
85%
Recommend to a Friend
100%
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WorkSafeBC President and CEO Anne Naser (no image)
Anne Naser
17 Ratings
Pros
Cons
  • "Volume of work is high and fast paced(in 4 reviews)

  • "Those staff that do slack off essentially take advantage of the union environment(in 4 reviews)

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Pros & Cons are excerpts from user reviews. They are not authored by Glassdoor.

Reviews about "union environment"

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  1. "Decent Employer"

    4.0
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Compensation and Benefits
    • Senior Management
    Former Employee - Vocational Rehab Consultant in Richmond, BC
    Recommends
    Positive Outlook
    No Opinion of CEO

    I worked at WorkSafeBC full-time for more than 3 years

    Pros

    Excellent benefits, competitive pay, union support

    Cons

    Union environment and disengaged longtime workers. Mix of effective and ineffective manangers

  2. Helpful (1)

    "The days are long, but the friendly culture keeps things pleasant"

    4.0
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Compensation and Benefits
    • Senior Management
    Former Employee - Customer Care Agent 

    I worked at WorkSafeBC full-time for less than a year

    Pros

    Friendly and relatively stress-free atmosphere compared to a regular call centre.

    Cons

    Poor quality control; some employees invest more time and effort than others, which often goes unnoticed by management. Those staff that do slack off essentially take advantage of the union environment.


  3. Helpful (6)

    "Challenging work, Good Benefits, Frustrating work environment"

    4.0
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Compensation and Benefits
    • Senior Management
    Former Employee - Case Manager in Richmond, BC
    Recommends
    Neutral Outlook
    No Opinion of CEO

    I worked at WorkSafeBC full-time for more than 10 years

    Pros

    If you are able to demonstrate competence, you are given a lot of autonomy and independence. With that being said, there is still a mgmt push to tick boxes and ask stupid form questions that make you sound like a robot. First line managers are great (friendly, approachable), but lack the knowledge/time to complete comprehensive file reviews in order to address quality issues that are clearly apparent in many cases. This allows inept CM's to continue to under-perform in a job that they may well be incapable of properly performing under any circumstances. Time off is generous (compared with other companies) as are benefits. Pay is good, but if you are performing at full steam, you are likely to feel you are being underpaid (as compared to others). The work is challenging and can be very rewarding as CM's do have a lot of authority and ability to make a real difference to injured workers who really need the help.

    Cons

    I have heard that the HR testing is ridiculously difficult and can be irrelevant to the position being applied for especially for internal applicants. I believe it is easier for an external applicant to hire directly into a higher position than it is to work your way up the ladder internally. There seems to be a ghetto/dead end vibe in many of the Group 5 jobs which is basically as high as many internal applicants seem to be able to achieve for lack of an ability to pass the math or other logic tests. Uninspired and trapped feeling Group 5 employees, supported by a strong union (and thus seemingly get away with a LOT of non-production time) become a real stick in the cog of the system. Case Managers who demonstrate competence are valued by management, but the union environment prevents any true acknowledgement or reward other than internal knowledge. Outwardly, the competent CM is rewarded with a tougher desk of work or given a higher volume of work. This can be a satisfactory work environment for those with a strong work ethic and good self worth, but it can be chipped away at when under-performing and incompetent CM's are able to continue with no seeming penalty - and receive the exact same pay and benefits. It can be demotivating. Many times when a new CM is hired, it is apparent that they are incapable of - now and forever - performing the job well. Despite that, management rarely if ever dismisses that individual. They have invested too much resources into their hire. CM's are normally hired about age 30. This allows 20+ years of incompetence with untold negative consequences to workers (who don't get the benefits/services they need) or cost to WSBC (due to an inability to properly administer the Act and I have seen much $$$ go out the door to workers due to employee incompetence).

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  4. Helpful (3)

    "Great management, but workforce is stuck in the 1950s"

    3.0
    • Work/Life Balance
    • Culture & Values
    • Career Opportunities
    • Compensation and Benefits
    • Senior Management
    Former Contractor - Finance Professional in Richmond, BC
    Doesn't Recommend
    Neutral Outlook
    No Opinion of CEO

    I worked at WorkSafeBC for more than a year

    Pros

    Good perks, work-life balance

    Cons

    Union environment - blocks change. Advancement is by seniority not merit. Union protects bad apples.

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