Aramark reviews about "layoff"

This company is the devil. I've watched them layoff employees who have been working for the company for 20+ years only to place them in other locations back down at minimum wage instead of the rate they built up to over the years. They don't care about you at all, but still expect you to break your back for them.

Continue to do layoffs, stripping budget from central groups, a lot of it is who you know, lots of turmoil always.

alot of layoffs during pandamic.

Don’t care about employees much

Health insurance is expensive, with the company covering only around 60% Vacation time begins accruing after your first year, starting with one week, but you don’t reach approximately two weeks until your third year. Additionally, time off often has to be used during company downtime (e.g., when the campus is closed), which limits flexibility in choosing when to take your vacation. Unused vacation and PTO are no longer paid out when you leave, and if you provide notice, you may not be allowed to use your remaining time off—essentially forfeiting it A mandatory 30-minute unpaid break is strictly enforced; failure to take it may lead to disciplinary action Paid holiday eligibility can be tricky—depending on your location, if you don’t work within the same pay period, you may not receive holiday pay Temporary summer layoffs are common, during which benefits are suspended, PTO cannot be used or accrued, and holiday pay is not provided—even if you're still technically performing work Raises are capped between 2.5% to 3.5%, with 3% being typical. Even when significant additional responsibilities are assigned, raises rarely reflect the increased workload

Layoffs Hiring Communication Development Sales

The chef that hired me lied about the role and job duties for my position. Supervisors are allegedly not to be doing all the cooking, meanwhile i'd been executing breakfast, lunch and dinner by myself at least 2x a week. There is no time for the expected "supervisor" duties. Your breaks are unpaid, and you are charged $3.50 per day for staff meal even if you do not eat the food there. It is a seasonal business with a potential layoff during Christmas and another layoff during the summer break of I believe July - September. You'd think because of this, the hourly pay would be a bit more competitive. Not the case. By the 3rd month in, a large handful of staff walked out or quit. It took months to get new staff in, and most are below average workers. We went through 3 managers over the course of 4 months with constant (and often times, pointless) operational changes that has pushed me to a breaking point of no longer caring for the job since most staff around me were hardly keeping up with their basic expectations and clearly show lack of care. The team includes a huge majority of immigrant hires that even though worked there for 1+ years can still hardly understand or read english to a point of frustration. Apparently their budget for this specific location is so screwed, so they are regularily out of basic items such as salt, gloves, cloths and grill cleaner. At least once a week. It was an absolute embarrassment to not be able to do your job correctly. Do not even consider applying here. The staff all collectively agree that it's a bad workplace and will leave the moment they have an offer elsewhere.

Marginalization of non-operations roles: Other functions are treated as non-essential, with little regard for employee well-being. Highly variable leadership: Quality of leadership and priorities vary widely across managers. Short-term focus: Driven primarily by quarterly financial results, often sacrificing employee morale and client satisfaction. Weak HR function: Human Resources is transactional and lacks strategic focus on talent development or retention. High turnover: Frontline turnover often exceeds 50%, with no effective strategy in place to address it. Employees seen as expendable: Workers are treated as cost items, frequently laid off to meet financial targets. Poor internal coordination: Decentralized structure leads to inefficiencies, such as layoffs in one unit while hiring in another. Inconsistent strategic direction: Frequent shifts in company strategy create instability (e.g., centralization followed by decentralization). Outdated leadership: Current management is profit-driven and resistant to innovation. Lack of innovation: Long-tenured leaders hinder change and adaptability, contributing to client loss. Annual layoffs: September layoffs create a culture of job insecurity. Advancement based on politics: Career growth depends more on internal politics than merit or performance. Values not upheld: The company's stated values (like integrity) are not reflected in employee experience. Better alternatives exist: Competitors may offer greater stability, support, and opportunity.