Proceed with Caution - Anonymous employee NY State Solar Employee Review

When I first got this job, I felt elated that it would last me for years. I did learn the intricacies of operations in a short amount of time. However, the honeymoon phase ended swiftly. • High Turnover Overall: I was the fourth person within two years. The previous employee left mainly because of a supervisor still currently in the company. The employee before that reported NYSS, and as a result they were audited. Outreach receives a higher turnover, monthly, especially from burnout. • Rampant nepotism and cronyism. Unless you are a relative or close friend, your position is expendable. • ZERO Job Security: They can fire you whenever with little to no reason. Zero qualms about letting people go during the holiday season. When I was let go, I was completely blindsided, they owed me a raised they had promised, and a short time before one of my many supervisors said I was doing a great job. No one had approached me of any issues or warnings from my current work. • Pay decrease from part-time to full-time: My pay decreased when I made the switch, resulting in a loss of $2.50 an hour. You are better off only working part-time. • Does not uphold promise for raise: I was assured a raise during the rearrangement of staff and never saw a cent of it. Shortly after inquiring about what was going on, they let me go. • Unsafe physical location: When it rains water pours into the office. One of the offices is unusable due to the odor of mold. If you have asthma or respiratory problems, I would keep away. After months of water damage, I witnessed the wires sparking twice. As I result, I was given a fire extinguisher in case the sparks set the office on fire. To be clear, I am not a firefighter. Although the responsibilities lie on the building owner to fix, after almost a year, NYSS should realize that the escalation of physical danger outweighs the price of rent for the office. • Inconsistent information and lack of communication from executives and supervisors, especially when procedures and policies had changed: Multiple times I received conflicting instructions about how to handle lunchtime, PTO and expenses from different supervisors. They each have their own way they think the company should run, but are far from being on the same page. I asked twice for a document clarifying my priorities and responsibilities and was promptly told I would receive one, never did. When roles of directors changed, they did not notify employees of the changes. When issues would arise, they often got swept under the table until someone dragged them up. • Top Heavy Management: I asked on three separate occasions who my supervisors were, I was listed five separate ones. Apparently I had six, yet no one could be clear about my role. Only one of the six supervisors came to the main office every single workday. • Supervisors: My direct supervisor not once, but twice stood in silence while choices were made which would affect me. She knew full well what was going on, and did not talk to me before I found out. You very much are on your own in this company. Do not trust the advice anyone will give you. When I was training, I often got told to just “figure it out”. They talked in a negative light about previous employees, and I am sure they will do the same for me. For customers: • There should be no one guaranteeing a free system. It is possible to have no out of pocket. However, in the event of roof work, electrical, and overall efficiency of the system, you might have an out of pocket. Read before you sign the final contract. • When outreach comes door-to-door, you should ask them for their town permits for soliciting. You can report them to the town you are in if they lack this identification. Overall, if you need short-term work, NYSS could suffice between jobs. However, it is a job not a career, which has bosses not leaders.