I encourage all members to please share their thoughts on hourly vs. project pay. As always, thank you for reading and commenting!
ADT Techs Switched From Project To Hourly Pay
Published Aug 29, 2018 16:08 PM
In the past year, ADT has switched a significant number of its technicians from being paid on a project basis to an hourly basis, IPVM has confirmed from speaking with numerous employees impacted. The critical element for many was that this change effectively resulted in a significant pay decrease, with many saying 40% (or more) effective pay decline.
In this note, we:
- Explain traditional per-project / job pay for residential security
- Look at tech comments from the Facebook post
- Delve deeper into de facto pay cuts and unfair expectations with new interviews
- Look at the difference between hourly and by project
- Examine legal ramifications given changes to subcontractor regulations
Traditional *** ******* / *** *** *** *********** ********
*** **** ****** ********** ************ ********* for *********** ******** ********** *** ** pay **** ** * ******* / job / ***** *****. **** *** *** project / *** *** *****, * skilled ********** *** ******** ************* **** ****** for ********* *********** ****, ***** *** significant *********** ******* ******** *** *** and *** *******. *** ****** *** faster *** **** *****, *** **** money ** ** *** *****.
ADT ***** ************ *******
*** ** *** ****** *** ********* and **-********* **** ********* ********* ******* *** *** ******* *** ************ *******, **** ******** such **:
- "**** ********** ************ *** ***** *** paid. *** *** ****** *** ******* pay ****."
- "*** *** *** *** ** ***** techs!!!"
- "* **** **** **** *** **** pay *** ********. *'** *** * guys ***** *** * ******* ***** leaving, ********* *** **** ****** **** that *** **** **** *** *** 25 *****."
- "** **** * ** ** **% ****** that **** ****** ** ******* **** year."
- "* **** * **% *** *********, the ****** ******** * **% *** reduction, **** * *** ********** **** unrealistic ***** (**** ******* ******** ********** of ********* *** ********, ********* ************)"
Challenges ** ******
**** **** *** **** **** ********* if **** ****** ** **** ***** jobs:
* *** ******** **** * ***** be ***** **** *** ******** ** 40k ********. *** *** *** **** was *********, ** ************.
** *** ** ******. ** ****** or ** ** * ********* *******.
********, *** ****** ** ****** **** with * *** *** ** ************ that **** **** **** ****** *** unrealistic:
*** *** ******* ** ***** ******* for **** ********* ** *** *****, regardless ** ***** (********* ******* *** no ****** * ******* *****, ********** was ****** ** *** ****). ******* to **** *** ******* ***** ********* in *** *** ********. **** **** stipulated **** ** *** ***** **** productivity ******* ***** *** *** *** scale, **** ***** **** ** ***** for ******** ********.
** ********** *** *********** ************ ** us. **** *** ******* ** **. So * **** **** ** *** constantly ****** **-** ***** ******* **** said ** ******* **** * ****** do ** ** * ***** ** under. ** **** ********** **** ***** ups ** ** ****’* ******** *** the **** ** *** ***** *** the ***. ** **** *********** ** our ******* *** ***** **% **** from ****** *** ** *** *******. It *** * ******* **** *********** to *** *** *****.
*** *** ****** *** ** ************ work ***********, ********* ** ****:
*** ** ** *** *** *******, but *** ****** ** ***. ** my ****** ** ****** ** **** out ** **/**. *** ***** ** hourly *** ***** ****** ** ******* discretion. **** *** ***** ******* ***** changes ***** **** **** ********* **** kid ******, *** **** **** ** the ******** ** ****** * ********* game. ** ******* ********* ** *** balling **** ** ** *****, *** blatantly ****** **** ** ****** ** to ****. ** ** *********, **** the ********* * ******, * ***** left *** ** ***** *******, *** of ** *****.
*** **** **** **** **** ****** his location *** **** * ***** ****, ADT *** ***** **** ** ***** techs ** **** ** *********** ********.
*** *** **** ***** ****** ** was **** ******* ********** ***** **** and ***** *** "*************" ** ***** time ****** ************ **** ****** **** and ****'* **** **** ****** * chance ** ******* **** **** *****. After ***** **** *** ***** **'** suspended ********* **** ** **** ***** stop *** *********** *** ***** *** techs **** ** ** **** ** sign *** ********. ** *** ******* like ** *** ****** *** *** off ** **** **** ***** ** now ****** *** * *** ****'* been ***** *** * ****** *** could **** **** *** *** ***** payed *** ****. ***** *** ** consideration *** *** ******* ******* ***** and **** ***** ******** *** **** output **** ** **** ************ **** pay.
Difference **** **********
***** ***** **** ** ******* ** historically ****** ** *** *********** ******** market, ** ** *** ** ** the ********** *****. ***** *********** ******** jobs *** *** *** *** '****', the ********* ***** ***** **** ** be **** *********** **** ** *** commercial ****, ***** ****** *** ** the ****. *** ****** ** **-***-**** for *********** *** **** **** *********, according ** *** ***** ** ***** with. *** *****:
*** ******** ************ ******** ********** ****, (which ** * ****) *** **** allows *********** *** ***** ********. **** was *** ** *** ***** **** TYCO **. *'* ** *** ***** covers * ** * ******** ** NJ ** ****. *** *****'* **** us, *** **** **** ** ********** clear.
***** *** ** **********. *** *** tyco *****. *** *** *********** *** small ********. **** *** **********. *** they **** ****** ******. *** *** *** depended ** *** **** **** *** did **** **** ******. ** **** year **** ****** * *** ****** $110k *** *** **** *** $**.**. First **** ****** * *** ****** 80k *** *** ** **** ****** hours ** ** ****. *** *** put * ********* ****** ** ** family. ***** ***** **-*** * *** 6 ***** ** ***** ** * bigger ***** ** * **** ******** area. *** *** **** ** ****** to **** *** **** *********.
Hourly **. ** *** *******
** ******* ******** **** ** ****'* Facebook ****, ******* ******* ** ******* ******* **** preferred ****** ** **-***-***. ********* *** **** ********.
“* ****** ** *** *******. ** boils **** ** ***** ****. *'** had * *** ******** **** ***** have ******* ** ***** ** ****** hourly, *** * ******* *** ** and *** **** ** *** ***.”
“* ******* ******* **** *** *******. I ******* **** ** ***** ******* all **** *** *******. *** * work *** *** **** *******, *** hourly. **** **** ** * *****. It *** ** ***** ***** **** hourly ******* * *** * ******* truck. ** ******, ***** **** ********* ** this. *** ** ***’* *** *** trucks *** ******** *****... **** *** a **** **** ** ******* **** hourly. ***, *’* *** ** ****. Perks *** ***** ****. **** *****, the *** ******* **** **** **** since * ******* ** ****. ** it’s ****** **** ** *** *** me. *** ********** ** **** ***** work, *** **** * ***’* **** to ****** *** ** *****. ****, I ***** *’** ***** ** *** hourly ****. *** *** ******.”
“** * ***** *** (*** *** previously * ****), * ****** *** techs *** **** ******. *** **** reason ** **** * **** *** customer **** ** *** **** **** a ****** ******* *******/**********. ***** **** by *** *** ***** ****** ***** get ****** ******* * ****** *** ** get ** **** ******** **** ** they *** ** **** * ******. When * *** * **** ***** were ********* **** *** ******* *** a *** **** *********** **** *** salesperson ***********. *** ******* * *** being **** ******, * *** **** to ***** *** ***** **** ** make **** ****** **** **** ********* instead ** ****-****** ** ******* * needed ** *** ** *** **** job.”
“**** *** ******* **** ****, *** a *** ** ****** **** ** be ******* ** *** **** ** happen ********* ** *** ******* *** the **** *** ***** ** *** paid ****, *** ******** **** ** be ********* ** * ****** ***** range ** *** **** ** ** doesn't **** ***** ******* **** ******* of ****, *** *** *********** *** the ******* **** ** ******* ** the **** ***** ***** ****** ** correct **** *** **** *** ** thrown **** *** *****, *** ********* must ** ***** *** ******* ** advertised ** *** **** **** **** money ****** ** *** *** ********* to ****....* *** **** *** **** and **** *** ******* * **** for, * ******'* ** ** *** other ***, * ***** ** *******, track ** *****, ***** ** ********* used, ***** *** *** ******** ** my *****, ****, ****** ** *** company ***** ******* ***** * ** and *** **** *'* *****.”
“**** **** **** ****, *** *** pay/install ******** *** **** ** ** fair, *** *** ***/**** ******** *** tech ** ** ****** & ********. Usually *** **** ** *** ***** breaks ****, *** ** *** **** both *** **** ****.”
“** *** **** ****** *** *** install. *** **** **** ** ******** the ****** *** *** *****.”
ADT ** *******
*** ************ *** ******* *** *** *** comment.
Comments (3)
Dan Gelinas
Aug 29, 2018
Daniel S-T
Aug 29, 2018Not going to comment on everything else, sounds like a real shit deal those ADT techs are getting, not just going from project pay to hourly.
I started in the industry as a hourly service tech, and eventually commercial installs, also hourly. So I am a bit biased, but where I started we had contract installers who got paid by the job. Project pay as you have called it.
As jobs got easier (Wireless) guys found they could do more in a day. Started finding faster and faster ways to do them, which is fine, but as a service tech I noticed the quality started declining. Sloppier work, customers weren't trained as well(sometimes at all)
I understand the need for per job/project pay. I am out of the residential game for awhile now, but I do know Wireless installs are getting even easier, but I still feel like folks don't always take the time when they just want to get as many jobs done in a day as possible.
On the flip side I can certainly also admit hourly guys may sometimes take too long. Screwing up the schedule, maybe they were booked for two jobs, but only got one done. Sometimes messes up profit as well. We had one guy who did fantastic work, but really took way too long. Sometimes spent far too long trying to make it look perfect. Or really trying hard to get that keypad in an impossible spot, versus explaining to the customer it may be better off over here, or what ever.
UM
Undisclosed Manufacturer #1
Aug 29, 2018ADT has fantastic timing when unemployment is at an all-time low and companies are resorting to poaching in the security industry