Pros
Basic compensation needs met to retain average or below average talent. Big company with lots of internal job opportunities.
Cons
Company will not compete on salary to keep talented employees. They have an outdated and underrated salary lookup table and refuse to recognize increases in market compensation and continue to lose talent as a result. Mid-senior level new hires will be disappointed by the entry level vacation days offered (2 weeks). The company is completely inflexible negotiating this because it is defined in the union contract. Extremely management heavy workforce. An engineer has 8 layers of management above them to reach the CEO. During layoffs, management is untouchable. After all the engineers are laid off, lower quality managers are demoted to the highest engineering levels. Union dues must be paid or else be terminated by breach of contract. All new employees fall under a lower class tier of benefits than the previous hire date vintages which receive pension, retiree medical benefits and higher 401k matching amounts. New employees are required to pay the same union dues even though they receive lower tier benefits, thereby are forced to fund and support the bifurcated class system which holds them back.