Very little to no room for promotion, despite recently implemented "career plan", and every promotion/raise must be fought tooth and nail to get. General sentiment is that those responsible for safety (IEs), and therefore responsible for increased project costs to facilitate safety and regulatory requirements, are - at best - not valued by the company and therefore struggle to receive compensation commensurate to their work and experience.
HR has a market review process that is done periodically to ensure that compensation is fair relative to "the market," but refuses to elaborate on what factors are considered in this black box analysis. Disagreement about compensation only gets a reply of "trust me, we're right - we checked."
Depending on group/project, may be required to work evenings/weekends with little to no warning.
Required to report to DTLA, but compensation is woefully short of being able to afford local cost of living, causing most engineers to suffer extended commutes.
Engineers are largely viewed as expendable by the company, regardless of the value the team places on that individual.
A combination of the above results in a revolving door effect where mid-level engineers seek jobs elsewhere and are replaced with new engineers, causing many rounds of project redistribution, increased workload, and increased stress for those experienced engineers that remain.
