G4S Compliance & Investigations FAQ

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How are senior leaders perceived at G4S Compliance & Investigations?

3 English reviews out of 3

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10 October 2019

Pros

None there’s nothing good to say about this company. It’s a miracle that they’re still in this line of business. They must have great Con-artists as case managers in Raleigh, they want their bonuses bad. I couldn’t look at myself in the mirror.

Cons

Everything, cheating clients treating employees like meat. Not giving off days like promised when hired.

Advice to Management

Learn the jobs that they are supervising especially senior management, they have a V.P. That knows it all just ask him and he’ll tell you. But doesn’t have a clue about how to conduct an investigation. They rip off their clients so they can make all of the money involved in the amount budgeted by the Insurance companies. They will make you stay on a vacant house for the amount of time budgeted, even when the Investigator tells the case manager that the house has no windows and the back food is kicked in. They will say “maybe the CLAIMANT will come back, maybe they forgot something in the residence “. I had to sit on a case like this for three days twenty four hours.

artists as case managers in Raleigh, they want their bonuses bad.

10 October 2019

Reviewed by: Fraud Investigator in Birmingham, AL (Former Employee)

19 October 2019

Pros

A few (very few) good case managers. A few good investigators.

Cons

Micromanaged by case managers and/or clients. Experienced investigators are handcuffed by ridiculous protocols. Cut from cases scheduled for 8 hours but if no activity from 6am to 10am, the day is over, even on the very first day of a case . Then the follow up days have a "throw a dart at the wall" start times. This is not investigating, it's a warm body to watch a house at periodic times in hopes that the right guess was made for the start time. This strategy seriously hampers results and greatly affects the investigator's weekly pay. Investigators with over 15 years experience are routinely ignored or talked down to when it comes to strategy or recommendations. Someone behind a desk who only counts numbers, apparently knows better. Despite the provided gas card, the small vehicle stipend is the same whether you drive 200 miles in a week or a 1000 miles in a week and it's not nearly enough. Guaranteed the miles are almost always closer to 1000 per week. With this setup, you can not claim your mileage on your taxes. But guess who can claim the stipend and gas (if not paid for by client to G4S) on their taxes. You WILL drive your vehicle into the ground. Investigators are expected to get results, even those new to the industry, despite the constant lack of information or flat out inaccurate information provided by the client. This is blatantly obvious when new cases are given to case managers but very few, if any, attempt to verify or obtain needed information from the client prior to sending an investigator out to a case. An experienced investigator may be able to overcome the lack of information during the first day of surveillance, but by the time it is all figured out, the claimant has already departed their actual address/residence resulting in a "no video" day for which the investigator then receives a lower grade. Often times when the investigator contacts the client to verify/obtain additional information, the client had it all along but forgot to include it. To get a raise, you must move mountains. Does not matter if you are a long term investigator who routinely gets top results. For those who don't get good numbers, the reason will be "raises are performance based", and if you do get good numbers, the reason will be "G4S is not giving out raises across the board". Routinely working cases into the evening, getting home at 9pm or 10pm, doing all the admin work by 11am or 12pm, then having to get up at 4:30am to get to the next days case.

Advice to Management

Loyalty begets loyalty. Constantly training new investigators instead of paying experienced ones what they deserve, is not cost effective. All case managers should spend a minimum of 3 to 5 days of surveillance per year working with an investigator to understand the obstacles presented on a daily basis, especially when it's a lack of information. Investigators with at least 5 years experience should be able to grade case managers as they do us.

Micromanaged by case managers and/or clients.

19 October 2019

Reviewed by: Investigator in United States (Current Employee)

19 October 2019

Pros

A few (very few) good case managers. A few good investigators.

Cons

Micromanaged by case managers and/or clients. Experienced investigators are handcuffed by ridiculous protocols. Cut from cases scheduled for 8 hours but if no activity from 6am to 10am, the day is over, even on the very first day of a case . Then the follow up days have a "throw a dart at the wall" start times. This is not investigating, it's a warm body to watch a house at periodic times in hopes that the right guess was made for the start time. This strategy seriously hampers results and greatly affects the investigator's weekly pay. Investigators with over 15 years experience are routinely ignored or talked down to when it comes to strategy or recommendations. Someone behind a desk who only counts numbers, apparently knows better. Despite the provided gas card, the small vehicle stipend is the same whether you drive 200 miles in a week or a 1000 miles in a week and it's not nearly enough. Guaranteed the miles are almost always closer to 1000 per week. With this setup, you can not claim your mileage on your taxes. But guess who can claim the stipend and gas (if not paid for by client to G4S) on their taxes. You WILL drive your vehicle into the ground. Investigators are expected to get results, even those new to the industry, despite the constant lack of information or flat out inaccurate information provided by the client. This is blatantly obvious when new cases are given to case managers but very few, if any, attempt to verify or obtain needed information from the client prior to sending an investigator out to a case. An experienced investigator may be able to overcome the lack of information during the first day of surveillance, but by the time it is all figured out, the claimant has already departed their actual address/residence resulting in a "no video" day for which the investigator then receives a lower grade. Often times when the investigator contacts the client to verify/obtain additional information, the client had it all along but forgot to include it. To get a raise, you must move mountains. Does not matter if you are a long term investigator who routinely gets top results. For those who don't get good numbers, the reason will be "raises are performance based", and if you do get good numbers, the reason will be "G4S is not giving out raises across the board". Routinely working cases into the evening, getting home at 9pm or 10pm, doing all the admin work by 11am or 12pm, then having to get up at 4:30am to get to the next days case.

Advice to Management

Loyalty begets loyalty. Constantly training new investigators instead of paying experienced ones what they deserve, is not cost effective. All case managers should spend a minimum of 3 to 5 days of surveillance per year working with an investigator to understand the obstacles presented on a daily basis, especially when it's a lack of information. Investigators with at least 5 years experience should be able to grade case managers as they do us.

A few (very few) good case managers.

19 October 2019

Reviewed by: Investigator in United States (Current Employee)

3 English reviews out of 3