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Continental Battery Systems

Engaged employer

What a crock of Christian agenda - Former Manager Continental Battery Systems Employee Review

1.0
20 Aug 2015
Recommend
CEO approval
Business outlook

Pros

paid well, clean office, good food when catered, many (not all) people were nice, insurance was good until it changed

Cons

poor leadership, stabbing in the back a lot, deceitful department heads, they help the wrong people

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Continental Battery Systems Response
10y
Thank you for the input. I am still scratching my head on the title of this post. While any US company is free to identify with a religion, Battery Systems has not done so, nor has it published a Christ-centered agenda. I suppose that if it were to move to identify so, one would hope the affect would be a correlating absence of the cons that you are noting, so thank you for the suggestion. :) It is true that the e-commerce call center was moved off-shore in order to recover profitability in this narrow-margin sector. And while that strategy was not pleasant for everyone (the two people affected), it functioned well to stabilize this sector and provide a platform to grow from, which has been successful. Sometimes tactics must change to get to a working solution, and I am sorry that your experience was not stellar. As we discussed during the exit process, I wish you the best in your new position, and hope that you are enjoying success and passion in your work here in the US. Todd Scott Director of HR

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5.0
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CEO approval
Business outlook

Pros

Growth is at forefront Multiple distribution locations

Cons

Insurance is not great Priced above competition

1.0
7 May 2026
Recommend
CEO approval
Business outlook

Pros

Strict no overtime policy resulted in consistent work schedules and work life balance. Gained valuable skills and maintained inventory accuracy with the WMS. Developed strong attention to detail due to the high accuracy needed for the job.

Cons

Denied combined cost of living and performance increase based on a single day of lateness, resulting in a corrective action report. Company handbook specifies that any corrective action prevents receiving either increase. Disconnected corporate structure and poor communication from main office. Branch mostly left unsupervised but held to unclear standards without training. High turnover due to management unwilling to pay living wage, causing difficulty hiring and retaining staff, especially in higher cost areas. Company focus on short-term 'resilience training' shifts the burden of burnout to employees, rather than addressing systemic issues like unlivable wages and profit-driven management practices.

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