Pros
In recent years, TD Bank extended medical benefits to its part-time employees. However, the overall quality and coverage of these benefits plummeted as the bi-weekly cost increased. The company also recently added a committee to specifically address the concerns of the "Lesbian - Gay - Bisexual - Transgendered - Allies" communities and extended health benefits to domestic partners. As a whole, I would have to say the company does take these issues, as well as other minority/discriminatory issues quite seriously.
Cons
The playing field here is far from level in terms of salaries and compensation. Due to a number of factors such as lack of regulation of pay raises during the "Commerce Bank" years and the recent merger with TD Bank north, salaries are quite uneven. The reason for this has very little to do with qualification. Information on salary ranges were given to all employees last year which were quite wide, with long-time, highly experienced employees often falling somewhere near the bottom while others with less experience often found themselves near the top of the list. As for sales compensation the numbers are almost laughable. With a new sales-goal oriented campaign which was launched this January, employees were pushes relentlessly to sell-sell-sell to customers who were extremely unhappy with recent policy changes and fees. Half of the staff were accustomed to sales goals with hefty compensation (those from TD Bank north), while the other half of the staff (those from Commerce Bank) did not have previous sales goals, but were encouraged to sell and received an annual holiday bonus (equal to a week's pay). Employees were told that the compensation they would receive within the new program would equal or exceed previous compensation in either case. However after the first quarter, employees from stores who exceeded goals received checks ranging anywhere from $20 to $100. Needless to say, after the relentless pushing they had endured, no one was happy. During the quarterly "competition" for sales, employees receive endless chain-emails marked "all Philadelphia employees" which serve no purpose other than to clog up their in boxes and distract from important correspondence. Caps were recently placed on raises as is the case with many companies during this difficult economy, however countless dollars continue to be spent on toys and trinkets and giveaways that merely distract customers momentarily from ridiculous fees and policies. This is a double-standard that not only angers employees, but has also begun to frustrate customers. Furthermore, despite the bank's extended hours, this is not a place for students seeking employment. Although the company encourages the hiring of student employees and even has its own tuition reimbursement program, students are constantly treated like second-class employees with regard to their scheduling needs. This reviewer has noticed countless complaints on this site about the ridiculous scheduling requirements of the company and it has been my personal experience that the company expects even part-time employees to be available at all times. However, it is common sense that if someone is applying for a part-time position, it is because they have scheduling constraints. If an employee can only work the closing shift, they are berated for not being able to open and vice-verse. Management cares very little about the needs of their employees and only for the needs of the branch in question. If a part-time employee has scheduling conflicts, such as college courses which make them unable to close every day, they are hounded about this. However, if a full-time employee can only work daytime hours, they are also seen at fault. This company expects each of its employees to give over 150% of their lives in service to the company and then wonders why their employees become tired and embittered. Finally, an issue in recent years since the merger between Commerce Bank and TD Bank north is that of a divided sense of allegiance... it sounds silly, however the company itself has nurtured this division through in-equal pay rates and compensation, as well as separate policies and even differing procedures with which employees log their time. A simply example: Former Commerce employees use a computer program to clock in and out in which they must use their own password and physically clock in or out. Only management can correct and adjust these times if there is a discrepancy or the employee fails to log their time. However former Bank north employees use a different program in which they can adjust their own time at a later point. This has caused countless issues with dishonesty and rivalry.