material handler

environmental specialist

field service technician

truck driver

water treatment specialist

Veolia

Chevron HRT.  Salvaging and scrapping destroyed/downed platforms. Various working and storage depths, utilizing split-level saturation techniques when needed. •	Working as the LSS with full responsibility of the saturation complex during a long-term contract with Chevron, reporting to the Dive Supervisor, and Super-intendent/OM of the vessel.  Preparing daily gas & consumable reports of all gas on board the vessel.  These reports included not only gas reports but also tracked the usage of other consumable items within the Life Support Department on board the vessel as well as submitting requisitions for items to be ordered.  Verifying proper gas supply for working multiple locations within small time frames.  Utilizing problem solving skills to run a split level saturation and, split level decompression when changing locations between various working depths, allowing divers to continue working at one location and no down time for waiting on divers to decompress when arriving to the new location.  Working very closely and utilizing clear and effective communications with all other departments on board the vessel to ensure safe and efficient work practices.  Also as LSS I would take on the position of mentoring new ALST/LST’s and teaching them all of the aspects of the job, whether it be tending to the needs of the divers in saturation or learning how to mix diving gas and teaching them the skills necessary to become an LST.  Performing saturation chamber checks both internally and externally on a routine basis to verify good working condition, cleanliness, and proper valve alignment.  Always keeping constant attention to emergency gas supplies and emergency consumable supplies and staying up to date on all emergency action plans as changes were made.  Also participating in emergency drills with the divers in saturation to make sure that everyone is prepared in the event that these emergency plans were to be put in action.  From time to time when other crewmembers, specifically LST’s or Dive Supervisors, would need help studying for their IMCA exams (as this company was switching ADC to IMCA) I would tutor them for their classes and exams. Also during day-to-day operations keep a running log of the chamber atmosphere while monitoring CO2, O2, Humidity, Temperature and Depth gauges/analyzers for multiple chambers at time, as well as calibrating these instruments for each shift.  Also working closely with the entire diving support team during bell runs, which allowed us to have approximately 15-20minute bell run turn around times from the bell reaching surface to leaving surface again.  As LSS I was called upon to write various Job Safety Analysis papers, as well as come up with new procedures for various tasks and go over these items not only with personnel in my department but also with personnel in other departments that these tasks affected.  While the vessel was in dry dock I was called in to help with the hydro testing of the entire gas storage area, which contained 500,000cuft of gas.  This process required the utmost attention to detail to keep track of all of the gas while moving it from bottle to bottle and retaining as much gas as possible.

PROS: Veolia is a multi-billion, multi-national company based out of Paris, France.They offer great benefits, competitive salaries, and extensive training. Speaking in general terms, this is a great company to work for. I have learned more in my first year than during the entire 16-years at my previous company. Big changes and improvements are planned and anticipated to be implemented and online within a couple of years. The company sends out surveys to solicit feedback directly from their employees in order to hear their opinions rather than management's version of their employees opinions. The company is showing strong growth with bright prospects for the future. Locally, many of the people I work with are bright and hard-working.
CONS: The various branches, facilities, and locations are not harmonized. It seems as though when Veolia acquires a location, that location is not fully assimilated into the Veolia way of doing business. This means that when one branch is dealing with another branch, it's like two different businesses dealing with each other. This leads to redundancies in tasks which increases work-load and decreases efficiency. Many of the IT systems seem to be plagued by the same culture. There is lots of manual data re-entry because one part of the system cannot talk to another part of the system. There is quite a bit of bureaucracy to getting a proposed upgrade of the system, no matter how minor. This issue along with the epic disconnect between the branches is being addressed at the corporate level and is expected to be resolved within the next couple of years. However, as is human nature, most people are resistant to change so they dig in their heels which further slows the process.
Corporate has indicated they listen to employee surveys but results seem to take several years. Locally, employee turnover is fairly high, probably because there is no advancement. Do something well for a couple of years and, during the review, the manager agrees you're doing well but to give it another year before discussing advancement. Then, get the same story next year. There is no incentive for management to move good employees up because it's so difficult and expensive to fill your position. The company line includes great advancement opportunities but the local management doesn't share that view.
SUGGESTIONS: At the corporate level, rather than pouring money into facebook-style company websites, use that money to expedite the harmonization of all branches and standardization of operation procedures.
At the local level, when your employees say they want to advance or move on to a different job, that should be a red-flag with neon lights around it. They are no longer fulfilled with their job. Each employee is an asset that Veolia has invested considerable money, time, and resources. Sincerely help the employee make that change happen or you will lose them to a different company. Look at it this way, would you refurbish a regular tanker truck into a stainless steel hi-vac guzzler only to give it to another company for free?

First things first, there is absolutely no harmony among operators. Everyone is always on edge and highly defensive. The lead operators set the absolute worst tone for this place, you’re subject to their judgment calls, whether they are rational or not, you are expected to carry out any orders they bark at you. They also seem to enjoy putting subordinates (trainees) in awkward positions just to have the satisfaction of feeling that they are in control. Basically, you are at the mercy of the lead guys crack-pot/off-the-wall demands and they make it seem like you don’t have a choice. The Lead operators love putting people on the spot and watching people squirm under pressure. Some of the Lead operators have a psychotic nature and become hostile or abusive at the drop of a hat. The unsettling part is that management is fully aware and embraces these behaviors. 

The Morning routine is pretty typical. What’s supposed to start off as a “Morning Meeting” in the control room, discussing agendas, specific job-related issues or concerns about equipment malfunctions, turns into bad mouthing whomever is not in the room. The unsettling part is knowing when you get up from your chair to report to your department, or take care of any essential duties, you’re now the “TOPIC OF CHOICE” 
In the timeframe that I’ve been here, I’ve seen a lot of young, smart, talented, articulated people that quickly take inventory, and quit. You can guess what stays behind, misfits that are constantly at odds with each other, and either can’t do any better or just don’t know any better.  (People that should stay, leave, and people that should, leave, stay)
      
One noteworthy consideration that needs to be mentioned here is that Veolia is a 3rd party contractor, and owns nothing at all. So, if the facility that your employed at gets overbid by another contractor, your fresh out of a job. 

If your expecting fairness and a healthy work environment….. Your expecting too much. Most of your time will be spent looking for another job as a form of Damage control (Wise move!)
This particular facility really does have some potential to be one of the best places to work, the equipment is fairly sophisticated, the facility is nicely groomed and maintained. The news media is always here and Veolia is always willing to host Tours for visitors. I have to emphasize, that this would possibly be one of the most awesome places to work on the planet, if it weren’t for the hostile, prison inmate social fabric, that’s tightly interwoven here. This place is such a social disaster, very combative and the toxic environment make it impossible to recommend friends or family to work here.

Caveat: Veolia is a very large international corporation that broadly oversees the operation of many small companies.  Each of these companies have great autonomy over their management and, thus, each company has it's own unique culture.  This review will focus on the management and culture of Veolia HPD, located in Plainfield, IL (USA).

Without a doubt, the biggest issue I had with this company was with it's management.  If the culture in a particular department is problematic--if normal behavior includes demeaning people that are different than the norm, if the sharing of knowledge and opportunities for advancement is limited to an "in group," if loyalty to one's superiors is rewarded above all else--then it's the management that is to blame for maintaining it.  I believe, more than something that stems from malice, it's a lazy attitude by management that permits this to go on.  Something I noticed in my first year at the company, and again and again over eleven years of working at the company was that, as long as the bigotry was whispered,  and nobody "got hurt," it was an acceptable cost of doing business.  "Boys will be boys."  Such nonsense, as people were hurt, emotionally and financially, by this toxic status quo.  But, instead of admitting to a problem with the culture, invariably the problem was identified as the victim of the culture, and, invariably, the problem was terminated.   I had enough, so I objected...and, predictably, I was terminated for my objection.  No regrets.

Aside from all that, the work itself was rewarding.  I was lucky enough to work with some amazingly talented people in a different department.  The engineering side of the company seems to be a much more collegial and congenial place to be (although their attempts, in the very early days of COVID, to engineer a solution that would allow everyone to work in the office were a little scary given how little anyone knew about the virus at the time.  PS: they /really/ want you in the office).  Unfortunately, my situation was exceptional.  Recognizing talent is not the problem of this company, and I had the benefit of proving my value over the course of years.  Most drafters new to the company, however, should expect to be thrown in a pool of sharks.  God help you if you are a woman, or in any way "different."

Territory has strong potential, with an awesome territory. Loved the opportunity to help clients find solutions and services to assist in managing there environmental disposal needs for hazardous and non-hazardous solids and liquids. I had a great manager who opened the scale of service capabilities that was incredible to learn about, but unfortunately left to work for our competition. I didnt let that discourage my efforts and pushed my self to learn  the regulations and how they related to some amazing industries. It was an exciting experience to say the least. 
- A typical day consisted of making an set number of client calls, holding weekly face to face client meetings, create and build contract, meet with clients to understand hazardous and non-hazardous disposal needs and provide pricing to client FRP's. When you travel your encouraged to drive, bit of a challenge unless you use the windshield time wisely to enjoy the travels. 
- I learned that in the hazardous market hazardous and non-hazardous chemicals are never the same. There is an incredible aray of regulatory and compliance language and interpretation to understand but amazing when you see the results of how and why those regulations were put into place. I learned about many hazardous chemicals that I felt happy to know were being managed for disposal the right way. I loved being a part of means to best practice in managing the disposal of some of our clients smallest and largest.... even deadly hazardous concern's.
- Management was an amazing our area manager and sales manager were fanominal numbers people, they would have made an awesome CPA and accountant, but backed with an incredible talent in chemical products. 
- Work culture was great, awesome local team, and some great people in Henderson who loved to be of support. The local team loved to take care of the clients. 
- Hardest part of the Job, driving from state to state, lost time in communicating with clients and team posed some challenges but were able to work through them.

A very chalenging work atmosphere. Very busy at all times, which is good. My maqnagement will point me in a direction and let me go. I am left to do my job without interference or micro-management. I take care of daily mechanical work planning and scheduling, Contract work planning /scheduling and keep a running tab on shutdown work to plan and schedule twice per year. I keep everyone updated and informed on current and future jobs during daily meetings.
I have learned how to reserch better, Use more outside resources for learning how to do my job better. Learning different computor programs to better plan work. Approaching each individual according to their personality to better communicate the goal.
Our management has many new and inovative ideas which in my opinion are good, but, there is trouble implimenting the idea or change. The communication is there, the follow through is not.
Some of my co-workers are dedicated, hard working and want to advance in their field. We get along fine and work well together. Others, well, some you cant get along with no matter what you do.
I would say that the hardest and most frustrating part of my job would be the inability to make the changes that is so desperatly needed. These are not only changes that I would like, but changes that our corperate office wants as well. This is one of the main reasons that I am filling out this review.
The most enjoyable part of my job is that I have a very good boss. He recognizes my tallents and lets me do my job. We communicate well with each other and if an emergency comes up he will turn my focus on the emergency knowing that the daily work will not be neglected. Also, if I need to take off for something personal or business, I do. As long as it is not taken advantage of, I can take whatever time I need.
,

• Manage a group of 56 full-time employees.
• Direct management responsibility over 5 separate locations
• Division financial controller for all divisions.
• Coordinate operations of multi- million dollar recycling facility, hauling operations and landfill operations.
• Responsible for all financial aspects of facility and program. Responsible for all aspects of maintenance, customer satisfaction, accounting and employee safety.
• Trained in multiple organizational leadership programs including six-sigma, LEAN and Rat team programs ( Essentially employee engagement to improve functional productivity on all levels)
• Engaged in new heavy equipment circulation program-educated and certified in heavy equipment operations and mechanics.
• Trained in Landfill road development, building and maintenance.
• Responsible for all heavy equipment maintenance programs and internal equipment maintenance including conveyors, balers, etc…
• Taught and held regular meetings on Safety, equipment operation and employee expectations.
• Attended, participated, and presented in countless town hall, city, county and municipal meetings.
• Created and negotiated many disposal and waste pick-up contracts.
• Spent last 11months learning and participating more closely in landfill and hauling company operations and financials.
• Served on Governor’s task force in early 2010 for a more “Sustainable Wisconsin”
• Assisted in landfill’s landfill gas to energy equipment conversion in 2010.
• Managed the “sharps”, controlled substance and hazardous (large quantity and house-hold) waste programs for Portage, Wood, and Marathon counties.

**Job Title:** Environmental Specialist 
**Rating:** 2/5


My experience with Veolia has been challenging. On the positive side, the job can provide valuable hands-on experience with hazardous waste, environmental services, DOT labeling, manifests, customer sites, and field operations. For someone trying to build a foundation in environmental compliance or EHS, there is definitely exposure to real-world environmental work.

That said, the day-to-day work can be extremely physically demanding. The role often involves long hours, early start times, heavy lifting, loading and unloading drums, working in dirty or industrial environments, and dealing with hazardous materials in challenging conditions. Work-life balance can be difficult, especially when days regularly stretch beyond a normal schedule. The job can also feel more like labor-intensive hazmat work than a clear pathway into professional EHS, depending on the location and role.

Overall, I appreciate the experience I gained, but I would not recommend this role to someone looking for a clean, stable, professional EHS environment. It may be a good fit for someone who wants field-based hazmat experience, does not mind physically demanding work, and is comfortable with long days. For me, the workload and environment made it hard to see this as a sustainable long-term career path.

**Pros:**
Good environmental/hazardous waste experience, overtime opportunities, exposure to DOT/EPA-related work, hands-on learning.

**Cons:**
Long hours, physically demanding labor, dirty and difficult work environments, limited work-life balance.




The laboratory at Veolia is a revolving door department - they can't keep people there. Hours are long, the work is thankless, even with doing overtime every week for months the staffing is not adequate for the workload. People get tired of it and quickly move on to other positions. 

With poor training, unrealistic expectations from management, no real coordination between departments, the stress level gets very high. A typical day is clock in, already behind, do triage for 10 hours, and still you're behind. And even after a 50, 55 hour week, people will be on top of you for things not being done. 

Employees badmouthing other employees, supervisors and managers badmouthing their direct reports, managers badmouthing other managers, the environment is toxic and morale is low. 

Don't take my word for it. 

1) At the interview, be sure to ask how many lab technicians have cycled through the department in the last couple of years. Normal staffing in department is 3-4 people; at least five people have left, it's probably more at this point. 
2) Ask how long current technicians have been in the position. 
3) Ask why they think the turnover is so high, and what kind of plan they have to address it. 
4) They'll probably give you a tour of the lab and the lab offices. It's a mess. Ask yourself if the work environment really looks like people are on top of things. 

I took this job for a 30% raise over a previous position. I took a 20% pay cut to get out and I'm better off for it. You don't want this position - save your mental health and work for an employer who will treat you with the bare minimum of respect.

Be prepared to be pigeon holed into a role no matter how hard you work to try to evolve into something, it's not going to happen.  It's that "If it ain't broke, why fix it" mentality, so you will be in your role until you decide to retire, that's if you're looking to evolve or develop your career.  If you don't want to grow or evolve, then it's a place for you.  Management do not coach, promote or encourage, instead, Management ignore you completely until you skip a beat, then everything that you worked so hard for doesn't matter. Do not expect development, do not expect any realistic goals.  Since your daily routine is to put out fires and not focus on your core responsibilities, there is not quantifiable matrix to measure your work to properly assess you at your review.  You will be doing work of others and reprimanded for wanted to address your core responsibilities...the very things that are listed on your review to complete in order to get a raise. If you are a good worker, be prepared to take on others short comings and not being compensated for it.  Be prepared to be in the background and very seldom in the foreground as an equal team member, though you are given the tasks of others on your team...don't you think you should be qualified to fulfill some roles to be allowed to evolve into something more or at least developed into a career instead of just a job. 
Make sure you fight for the right compensation, I had to during my 2nd year.  I was under paid by 10k.

Top Job Titles	Average Salary
Material handler 85 salaries reported	$23.84 per hour
Environmental specialist 105 salaries reported	$24.72 per hour
Field service technician 24 salaries reported	$32.96 per hour
Truck driver 47 salaries reported	$29.89 per hour
Water treatment specialist 73 salaries reported	$99,916 per year

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