Terrible Management, Benefits, and Policies - Avis employé Application Engineer Techsource Systems

Misleading job description. The JD will ask for a specific technical field, however the reality is that you will need to have sufficient knowledge in various other fields. Other deceptive practices such as advertising 1 day WFH a week, however the WFH day is rescinded should there be a public holiday in the same week. With 11 public holidays and 52 weeks in a year, that is 20% of your WFH days gone at a baseline. Your WFH days is assigned to you, either Mon or Fri. The company will also not allow you to shift the WFH day, even for work reasons such as meeting a client in person. Frankly a ridiculous policy. Bare minimum annual leave for working professionals. 14, 15, 16 for junior, senior and managers respectively. +1 for every year of service up to a max of +4. As seen from the above examples, a lot of the policies this company implements are deceptive in nature, and you will not get the full picture of the company environment from the contract wording, ensure you ask for the full benefits (which can be found in what the company calls it the employee handbook). Ensure you are agreeable with what is listed there. Additionally, do not expect any pay raise unless you are management. I have had colleagues that have not gotten a raise in the last 3 years, and any attempt to bring up reasons for a pay raise, such as above average KPIs and appraisal, will be met with "will we consider it" by the management, only to be forgotten. This is the same response you would get when providing any feedback to management. Management are only quick when implementing policies that take away benefits from employees. As such, I would highly recommend negotiating as high a base salary as possible if you do want to join this company to make up for the shortfall in benefits. One other point to highlight is the incredibly inefficient operations team in the company. Shifting of blame of their mistakes, different instructions from multiple people in thier team, not knowing their own company policies when I bring up issues related to it. The list goes on. While the sales/technical team are contributing to the main bulk of revenue by securing sales, this inefficient ops team does not make things any easier. There is also some nepotism involved as there are multiple employees that are directly related by blood that are working in that team The final point to bring up would be that the company sees the employees as resources and would happily get rid of you should the need arise. When one of my colleagues refused to take on additional permanent tasking (because they do not want to re-hire for another position), the company started openly look for their replacement. Another case would be demoting and cutting pay of a long standing employee despite the KPIs constantly increasing over the years. All these culminate in a revolving door of junior and senior level staff in all of their regional offices across SEA. The fact that the longest staying employees are all in the inefficient operations team, this high turnover rate is clearly by design and not a flaw in their eyes. Do not join this company with the intention to stay for long.