Medical Service Company reviews about "pay"

A couple weeks ago, they put out a return to office mandate for 3 days a week for anyone within 30 miles of Cleveland. Other locations will follow suit. Today, they let go of 10% of our workforce. When I was hired, it was stressed almost daily during training that work life balance was something that they valued as a company. They implemented a new phone system that gives management better metrics, but people actually on the phone cannot even transfer... or have sound dampening. Benefits are very expensive and pay does not make up for it.

Late hours doing paperwork at times, but do-able. Hey...its a sales position.

Pay is lower than most companies in this field. Not enough time off.

At MSC it’s you against them. Management is a tight knit club and if you have an issue with one of them you have an issue with ALL of them. There is NO WHERE to go if you need help. Management is ruthless and uncaring all the way up to the CEO. I was discriminated against and harassed daily due to documented health issues and was on FMLA. The management was relentless and vicious in their harassment.

Long days sometimes but worth it

The medical benefits are a little pricey but still ok.

Over the past three years, it has become increasingly difficult to feel supported or heard, but this year has been especially challenging. Raises are nonexistent this year, and bonuses too, yet more and more work continues to be added without any increase in pay or meaningful recognition. The switch from Anthem to a lower-tier UnitedHealthcare plan has left employees with much higher copays and fewer covered medications for myself and my daughter, even though our paycheck deductions remain the same. Many of us would prefer the option to pay more for a plan that better fits our needs and the needs of our families. Meanwhile, we are encouraged to boost morale with perks like “pet week” or the Calm app, which feel out of touch when many are facing real financial strain. The company emphasizes transparency, yet employees were kept in the dark about how serious the financial situation had become. If leadership had communicated earlier or invited feedback sessions with frontline employees who often have the best insight, many of us could have offered practical solutions before things escalated. Favoritism is also a growing concern. Certain employees continue receiving special accommodations, such as avoiding the return-to-office policy or getting extensions, while others are denied the same flexibility. One person’s hardship should not outweigh another’s when so many are making sacrifices to meet company expectations. If we are required to return to the office, it should apply fairly, especially for those of us who were required to return because we live within 30 miles of a facility. Management also fails to hold underperforming employees to the same standards as those who consistently exceed expectations. This creates little incentive for high performers to keep pushing when accountability is not applied evenly. Accountability should extend from daily workers to supervisors, managers, and upward through every leadership level. I cannot even recall the last time our director genuinely engaged with our team, except to communicate changes to our workload without any real discussion or acknowledgment of the challenges we are facing.

Return to Office = Empty Promise: Employees were forced back into the office under the guise of “collaboration,” yet the reality is we’re still working remotely. Even worse, directors and upper management are exempt from these rules — they can stay home whenever they want or come and go as they please. The hypocrisy is blatant. Crappy Benefits & Low Pay: Compensation is well below market, benefits are bare minimum, and the PTO policy is one of the worst I’ve ever seen. Too Many Leaders, Not Enough Leadership: Leadership layers keep multiplying, yet none of them seem to understand how the business operates—or even what their own departments do. Decisions come from the top with no grounding in reality. Toxic Culture: Since Josh became CEO, the environment has deteriorated dramatically. Morale is at an all-time low, turnover is high, and people are disengaged. The culture has shifted from supportive to fear-driven and chaotic. Outsourcing Over Accountability: Rather than admitting the return-to-office strategy failed and addressing why so many employees have left, leadership is doubling down by outsourcing work to third-party companies overseas. This short-sighted move only hurts quality and further erodes trust. No Clear Future: The company feels rudderless and unstable. At the current trajectory, I wouldn’t be surprised if it’s put up for sale within a year.