patrol officer - Anonymous employee Allied Universal Employee Review

3.0
10 Jan 2017
Anonymous employee
Recommend
CEO approval
Business outlook

Pros

steady work and hours, over time is always available even if you just worked two 16 hour shifts back to back. An assigned post is normally 8 hour shift but you might be held over for a no show relief. Generally looking for warm bodys to fill positions but easy to get a job with prior experience or military/ police background. Very hard to get fired you will just be shuffled to another site.

Cons

raises are rare and there are so called "post specific pay". if you move to a different site you can get a pay raise or cut depending on the site. Its possible to get around this by being a rover or working two posts. Rovers are called at any hour of the day unless specified otherwise by the rover and even then sometimes you can get a late call. As a rover you can be called to be on site in thirty minutes sometimes for a no show guard but going in is optional.

Explore other reviews about Allied Universal

5.0
11 May 2026
Recommend
CEO approval
Business outlook

Pros

Good job nice people training is great

Cons

Can have your smart phone at all

3.0
25 Jun 2026
Recommend
CEO approval
Business outlook

Pros

The role provides subsistence-level wages, offering little financial security.

Cons

Management arbitrarily downgraded my position from full-time to part-time, yet still demanded overtime. I grew overwhelmed and complained that overtime was impeding my health. After that I was told then don't do overtime like it wouldn't negatively affect me. After moving me from a solid post to a flex post, they expected me to show up with only an hour's notice. They then used an "available quota" as an excuse to terminate me after creating a schedule that made it impossible to succeed.The company's adaptive workflow seamlessly absorbs last-minute modifications with zero friction. Advice to Management: Treat your employees' time with respect instead of setting them up to fail with unrealistic scheduling and quotas. I advise management to invest more heavily in employee development and modernizing our core tools. Providing clearer pathways for advancement and better operational resources would significantly boost morale and retention.

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