Complaint Review: MeasureComp Home Depot Pete Cancelmo Rodger Moore - Williams, NJ/Oak Park, MI New Jersey

MeasureComp is the sub-contracted company for all of Home Depots flooring product is a SLAVE DRIVEN COMPANY that abuses its workers and under pays for the amount of work the technicians provide. The District Manager of New Jersey & New York (Pete Cancelmo)is selfish, self centered and only concerned on reaching his goals and bonuses regardless of the workers quality of life. His motto is I don't care what your problems are, you have a route to do so do it!!!!!

I am a former employee of Measure Comp. During my time with the company, I experienced numerous payroll shortages that the company avoided correcting. The shortages were from calculating errors involving zone rates, extra pay charges, trip charges, and add-on measures. Also, I was not paid for going to verify other techs miss-measures (tech is required to verify own miss-measures or else other tech doing so gets paid for the measure. The original tech would then get docked the measure pay for not verifying).

The company also was to compensate for held meetings during workday or if it fell on a scheduled day off allow for additional time off to compensate for attendance. In addition to myself, other ex-employees experienced similar issues that seemed to always be avoided. When gas increased substantially, the company didn't adjust compensation for the cost differences we were incurring. It seemed as though as gas prices went up so did the distance we had to travel to complete our routes. Another tech traveled to that area to do the measures instead of the tech living in that area. It would have made sense to give it to the one closer instead of having him go further out for measures especially with gas on the rise. Unfortunately for us the companies policy instructed any issues to be taken up with the District Manager for processing.

The company's policy as known and verbalized during the orientation process & on numerous occasions by the District Manager, Pete Cancelmo provided technicians extra pay for measuring of extra rooms, trip charge money, (work done outside of assigned territory radius which was 25 air miles), not home status, yardage exceeding 150 and hard goods (added pay based on product type differing from carpet). Also, the state of New Jersey was zoned off into different pay rates ranging from $13.00 up to $17.00. The shortage situation was addressed with numerous individuals (names listed below) to get the problem resolved on different occasions but without any results.

1) Peter Cancelmo New Jersey/ New York District Manger

2) Dwayne Painini Corp. Trainer

3) Jim Chrysler Vice President

4) Shelly Payroll personnel

Other issues that seem to be constant as per my conversations with other employees were:

Working outside of assigned territory and not being compensated for which a trip

charge is to be paid to the technician.

Pay for: zone rates, extra rooms measured and missing measures done.

Compensation for attending meetings during work day or day off. Some tech had

to travel 1-1 hrs to attend meetings.

Attending meetings at 6am and then having to make calls for that day after

(meeting) since day before route not arranged (reduced) to allow for calls or route

to be done night before due to am meeting.

Bridge tolls not reflected in measure pay.

Not getting reimbursement (parking garage or lot) when doing a measure where

there is no parking at customer location or close to (street or on-site) except at a lot.

Techs overlapping each other's area when clearly the work could have been more

confined to eliminate the distant each was doing.

Overloaded routes and longer distant coverage that puts tech past the scheduled

5:30pm time. Not finishing measures/routes in time to get home before 8pm.

Meeting with assistant mangers or managers to exchange equipment late at night

(10pm on), on days off or Sundays. Occasionally, technicians had to drive far

distant to meet with said staffing for equipment exchange or to review % figures.

Not getting gas rate increase to offset increasing gas prices since original cost

factored in only .32 per mile when gas was at UNDER $1.50 GAL

Also, the next days work assignments according to the policy, were to be available by 6:30am the next morning. If no work was received by 9:30am, then there wasn't any work or not enough to meet the required daily quota. If there was a computer problem the company would leave us a voice message as to when we can do a get for the days work route. I personally on a few occasions waited till 10am to verify work assigned before making alternate work plans. On 2 occasions, with no other notification, I received a call after 10:30 letting me know that work was assigned. 1st time I cancelled the alternate work I scheduled elsewhere for the company. The 2nd time I couldn't since I gave an obligation this time where I would be working at the clients house alone. I explained the situation and was told that if I didn't work the day that I would be reprimanded and possibly docked for the days work load from my pay. I choose not to work (MeasureComp) since I had responsibility and liability to the others companies job site and MeasureComp didn't give advance notification. There was no notification that the computers were down or the work was late with scheduling.

Prior to my departure with the company the matter (payroll) still had not been resolved. I also contact both Pete Cancel and payroll dept concerning my vacation pay, which wasn't included in my last check. To date, I still haven't heard from a company representative or received any compensation from Measure Comp on this matter.

See below for brief conversations regarding Above issues.

3/03 was told that there was a glitch in the software system that was being addressed and corrections will be made. (Pete Cancel)

7/03 Faxed payroll discrepancies to Pete Cancel for processing.

10/03 2nd time Faxed & emailed payroll discrepancies to Pete Cancel for processing

11/03 Told by Pete Cancelmo that the company would only pay payroll discrepancies for last 3 months. Told him that is unacceptable.

11/03 - Spoke to Shelly (payroll) about situation. She told me to advise Pete to handle it. When I informed her that I did already with unsatisfied results, she said Pete needs to handle the problem. I am not authorized to deal with her or payroll directly on this matter.

2/04 Spoke to both Pete & Jim Chrysler (VP) about payroll discrepancies at meeting. Jim said the soft glitch had been fixed and to email copies of payroll shortages to Pete to process for payment.

2/04 Emailed copies of payroll discrepancies to Pete

3/04 - Spoke to Pete on 2 occasions about situation status since I was concerned about having it resolved before my departure from the company said still researching. Everything is being done manually when time allows.

4/04 Departed from company. Told would be contacted concerning payroll shortages and vacation pay

5/04 - Contacted payroll department at Human Capital to inquire about vacation pay & shortages. Informed needed to contact District Manager or MeasureComp concerning issue.

5/04 Left messages on Pete's cell & business phone inquiring about payroll and unpaid vacation status. Never heard back from him. Last message I left indicated that I feel I am getting the run around and being avoided since I left. Would like to have some professional courtesy to resolve the issues or if he is too busy to handle inform me who to contact.

No-longer abused technician

Essex, New Jersey
U.S.A.

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