Watch out for a several of the higher-level VP, SVP and C level executives. Lots of deflection from younger executives who are ultimately responsible for failures and do not understand what true leadership means. There are so many opportunities to become a great company, but the leaders get in the way. Some departments don't seem to be getting along at all and it is noticeable lower in the company.
When I go to my HR person, they never seem to know what is going on and I don't think that is because they don't know what they are doing but it is because that department never seems to communicate within itself. The new HR systems don’t live up to all the hype from the leadership and seems like a complete failure and a major waste of money, while being told raises are not available. I am told that HR offers lots of personal development, but when you do all the courses, you are told that you’re not good enough for the next level. Ultimately you are told that personal development is up to you – very confusing for everyone. The current Ledcor Leaders "training" is a joke. I don't have time or the desire to sit for hours reading articles and watching Blue courses. I want to see a strong trainer come out and give me real development with real application that actually knows what they are talking about.
The leaders who have been in Ledcor for a while are in over their heads. Their jobs doubled overnight and they are not the right people to lead this company to the next lev
OMG Nightmare at LTS Solutions Ltd. Ledcor Technical Services
There are many words to describe this company. All of them are not nice words.
LTS Solutions LTD. also know as Ledcor Technical Solutions is a Telecom subsidiary of the Ledcor Group.
A typical day is working for the main customer Telus Communications working on the new fiber optic project and repairing issues for Telus customers.
You are paid on Piece work and can make $0 dollars to a rare $300 dollars for work completed. Your earning will fluctuate week to week based on available work.
They tend to hire awesome people who are new to the country as they may not know their rights or employment standards in Canada and subsequently are less likely to object to poor treatment.
Field Managers are asked to do things that border on criminal and when they push back are shown the door and threatened with losing their job. This is one reason Technicians are treated so poorly.
LTS will lie to you, expect you to work for free and be available in case work comes available. You are not paid hourly and expected to be available without pay.
You do not get paid any overtime and are put on an annual averaging agreement. They will stop giving you work once you get close to the annual hours representing strait time.
This means you can work overtime but will likely never get paid for it.
The company pretends to be an employee friendly company where you can voice your concerns. BE VERY AWARE is you speak up you will likely be finding the door.
LTS uses a monthly
Ledcor has always been a great company to me and my wife,until this last job.id never worked with this group .and. Never will again.
Every time previous I had worked with ledcor it's been about safety respect and fairness,I think this group hasn't yet been thought the ledcor values. To me safety means just that . If you break rules you get reprimanded ,not here however it first depends who you. If you are family(and there's a lot,)or friends .you do what you want whenever you want,including showing up.it makes very little sense to have bbo's yellow cards or near miss cards if your Forman is gonna throw them away if they reflect a family member or friend .to sweet incidents under the rug cause your sleeping with that person seems irresponsible if not downright dangerous . Over 50 people on our crew alone were to afraid to say anything for fear of losing there job .i had been away from ledcor for 2,5 years while working in a coal mine ,and was shocked appalled and dare I say disgusted by the change in the ledcor values. I've always considered ledcor to be an amazing place to work and until mrm it has been. Don't get me wrong there is some formans there that still care , unfortunately they are below the ones that don't ,and have no chance at changing it. Or will be fired themselves (yes it did happen)will I or my wife work for mrm again? Not as long as the clicks that run it don't care about the values ledcor was made upon. Good luck to any of the new people there ,just so you know ledcor isn't really ran that poorly just mrm and a few bad/rotten apples that have spoiled the bunch.if your thinking this is all
Consno safety, worst favouritism i've ever seen, people scared to be fired daily, no growth unless in the click
LTS Solutions Ltd. a Divisions / subsidiary of the Ledcor Group and is a prime contractor working in co-operation with Telus Communications. They provide copper and fiber installation and repair services to Telus Communications.
Additionally they use sub contractors to help with the work load.
So here's the deal. Working for Ledcor / LTS Solutions or any of their contractors will likely be one of the bad decisions you will make in your life.
With an extremly high attrition rate (50%) or more in the first year is why they want you to make a minimum one year commitment. Really! most companies hope you will stay based of the relationship and how you are treated. Think about that for a minute before you sign off on any offer.
You may be asked to pay for any training they require or required to pay them back if you leave within a year. This is questionable and illegal.
Next ask yourself if you want to work for a company that operates on the fringes of the law. or potentially may step over the line.
You will be asked to become an independent contractor by the downstream contractors working with Ledcor. Check with Revenue Canada before you do this.
If you are a member of a Union you will be outright disqualified from employment.
Pay is strait commission or piece work.
I could go on and on all day at how messed up this company is and many of the contractors that work for them.
If you take a job with LTS solutions Ltd. just understand its not a ca
ConsPoor wages and culture, serious ethical issues
Ledcor February 2011 – April 2011 (3 months)
Civil Earthworks Supervisor
• Front line supervisor I was responsible for the day-to-day organization and direction of all operations.
• Met or exceeded all production goals in a safe, cost effective and environmentally sound manner.
• Communicated planning and expectation requirements to production crews.
• Ensured continuous production improvements through mentoring, coaching and providing performance feedback pertaining to operating standards and procedures to the production crews.
• Provided consistency between shifts through timely setup of pit infrastructure and by informing the oncoming shift of pertinent operating conditions.
• Maintained a safe and efficient work environment through practice of the Alberta OH&S code and application of company policies and standards and by holding employees accountable to these standards and regulations.
• Maximized crew and employee performance through training and matching of employee experience to daily priorities.
• Development and promoted positive employee relations environment within the production crew and across shifts.
• Reduced operating costs by working efficiently, according to established procedures and by identifying and eliminating situations that could cause equipment damage or excessive wear.
• I hold a valid class 5 driver’s license with air brake.
• Thorough knowledge of OH&S legislation (Alberta) and specifically the Mining Code.
A lot of unnecessary changes that lead to the nothing new
Some of my team members are good, but there are a lot more that get caught up in trying to climb over others. Good time off options. Work flexibility is ok, but changes depending on who your manager is.
There is a lot of change that has been occurring for years, without any real visible value. The leaders announce these big transformation programs that result in people getting frustrated, people leaving, and people covering their own backs. There is limited real support for each other in a place like this when leaders aren't held accountable for how they treat people. There is a lack of trust within departments and between departments. Your opinions and feedback are asked, but the standard in return doesn't exist. Feedback is rarely taken to heart by leaders. These transformation projects that come up every year don't appear to do much, other than cause alot of confusion and unnecessary spend. The culture continues to churn with new leaders at every level. Lots of promises of improvements, but nobody really ever measures what was accomplished - because most people know that the changes didn't work. When something doesn't turn our or it doesn't go as planned, the transformation is announced as complete and nobody has the courage to give real feedback since the leaders dismiss/deflect constructive feedback.
Stop changing structure and processes that don't need to be changed. Lots of people no longer want to share their feedback given the fear of response they will get
This is a great entry job. You learn a lot in the field and collaboration between clients, colleagues, leadership, and colleagues in different department. There's none-stop challenges pre-sale and post-sale (escalations) that will help you grow, but this is not a long term career.
Most colleagues are great people to work with, you see different strength in each person to learn from.
Commission is good, but because there's no benefits and insurance, lots of follow-up work to look after clients that's very time consuming and uncontrollable on your end. There's also administrative work you'll need to hand in daily. Those factors can end up comparable to having a 9-5 steady worry free salary job.
If you're lucky you have a very on top of things leader, and who can assist and support you actively on escalation and jump on things for you, it really makes your work easier and more focused. However, your manager also makes commission on the side on top of their salary and team sales' commission, sometimes it might take away their energy to focus on the team and team-members to make commission for their own sales, which I think can be a conflict of interest rather than being there to fully commit into support each team members.
Overall, it is a fully commission based job, so you'll have up and downs in income. Some paycheck you making A LOT and some you make almost NOTHING.
There's no insurance that protects you in this job, hence you'll have to keep seeking options
Good Benefits but unfair pay, Good culture, until your at the bottom
I like Ledcor a lot. The company culture is something that I bought into, but at moments the management made decisions that made me feel worthless. I found out I was being paid less than the people I was training to do their jobs, who were less qualified for the position than I was. In response, they gave me an insultingly small salary increase that didn't make up 25% of the difference.
They create a genuine environment where you can grow and will be willing to slot you into almost any position in the company you want.
The benefits are fantastic, but the pay reflects that you will most likely be underpaid in your position.
Speaking of being underpaid, every position I worked, and every person around me, had as much work as they could physically take. They will place work on your back until you break and then remove the minimum. If you as for a raise in response to getting more work, your manager will then use the excuse of "I don't have to make those decisions" and they will scoff at you, or expect you to do the work anyway. This is from my personal experience and I watched it happen to other people, even in several other business units.
Seemingly, people at the top have this great sense of purpose and belief in the company culture; I love that. Though if you go to the bottom of the ladder, or people one step above the bottom, the commitment to safety seems to go out the window. I would watch guys do super unsafe work without a care, and had middle managers tell me to
ProsGood benefits, Good advancement, Good leadership
ConsWork overload, poor pay, inconsistent views on company culture
Amazing sales culture, with a large, growing organization
Came on as a Sales representative, coming from Edmonton, and have learned an incredible amount about not just sales, but personal growth and development which has helped me develop skills i can use almost everyday
Extremely grateful for the opportunity to travel, learn, and earn money at the same time!
Hardest part of the job was the start. Coming from out of town and working on commission was scary at first, but it really wasn't as hard as i thought because the products i sold were good items that people needed, and i felt fulfilled at the end of the day providing good service like in my previous customer service jobs.A lot of my friends and family actually told me not to take this opportunity in case i didnt make money, but it's not the case. i found that as long as i kept at it everyday, the money was coming in. People really wanted the product we were selling - i just needed the technical know how and Ledcor provided me that which was a bit of a learning curve.
But from that the most enjoyable part was the experience and how much i've transformed since day one. I was timid in class, and a bit quiet, but i learned by putting myself out there that i had more to offer, and that i had gained more confidence in myself which helped me make sales.
Today - I've been to more cities in BC/AB than i can count, and have met more people than i would've back home, and made more money than i would've working a regular 9-5 job (more than even my siblings who went to Uni).
Prospaid travel, accommodations, company cell phone, performance based compensation which was uncapped
Consshared accommodations but hey they were free, for Vancouver!
I worked with people who generally wanted to make change. The long term benefits were nice to support your family.
I worked at Ledcor for 13 years. I never had a negative performance review. I was recognized on several occasions, both by the business and within the department, for excellent performance on projects. I religiously took all the training promoted by HR, including the Leading at Ledcor series and Emerging Leaders courses - all recognized as an example in the team. I was available at all times and extremely loyal to the company.
My direct manager did not have time for me. He was constantly working on his other jobs on company time when everyone knew it. There was a visible willingness to exclude me from participating - something that has been witnessed by many people as a standard operating procedure.
After 13 years of service, I wasn't expecting to be brought into a meeting room, have my cell phone taken away from me, and then escorted from the building. I was treated as if I was a threat to the organization. The reason - the organization was looking for better skilled people.
Management needs to be sincere about training and developing people. If an employee spends 25% of their life with a company, be compassionate, understanding and respectful.
If you're focused on safety, practice it - people have lives and need to communicate. I'm thankful I didn't have any emergencies the day my cell phone was taken away from me, even though my f
A typical work rotation starts with a flight from the Okanagan airport to a Northern destination. Upon arrival we get off a plane and find a vehicle one may or may not be provided. I would then drive typically 2 hours to a camp, unload my gear and head to site. During startup I would be responsible to furnish the office area with necessary items desks, printers, stationary. After we have our management meeting to decipher the lodging requirements, transportation, equipment mobilization times and dates, and project materials. I would put together a master employee spreadsheet, and equipment spreadsheet based on a project schedule both organization tools for high volume tasks.
After determining the project needs, I would contact head office and start the hire-on process, this included reading and filing of hundreds of resumes. Working on short deadlines (two weeks) to fill the first seats I would start calling potential candidates for phone interviews. I would use a set of questions I have built to determine the skill set and level of the interviewees. I would then shift into getting the candidates drug and alcohol tested and book the rooms for the upcoming weeks. I would also contact the safety department to schedule the orientations. as the first group moved into second phase d/a testing i would start work on the second group same process until all shift rotations had been completed. During orientations I would introduce myself and answer any questions about shift schedule, p
Prosgreat team environment, great self improvement programs
Constraveling away from home and family for work.
Questions and answers about Ledcor
Why would you want to work at Ledcor?
Asked Mar 28, 2017
Our work is challenging, we strive for continuous improvement and we support the communities we work in. We have TRUE BLUE spirit and an uncompromised commitment to each other. You will be part of something exceptional. Every member of our Ledcor team contributes and is part of our story.
Answered May 22, 2020
Because of good services
Answered Sept 19, 2019
What is the promotion process like at Ledcor?
Asked Nov 27, 2022
Learn something new
Answered May 10, 2023
When someone quits or leaves.
Answered Apr 23, 2023
What questions did they ask during your interview at Ledcor?
Asked Apr 22, 2017
Experience, time management, building relationships
Answered Feb 24, 2023
No questions. I expressed intrest to someone working there and they hired me on the spot
Answered Feb 17, 2023
How often do you get a raise at Ledcor?
Asked Nov 10, 2022
The pay was through the CLAC union and was negotiated with the Union.
Answered May 11, 2023
Not at all
Answered May 10, 2023
How often do raises occur at Ledcor?
Asked Jan 16, 2019
CLAC sets the wage. It's pretty good but behind some peers in the industry