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First American by Deluxe Employee Reviews about "upper management"

Updated Oct 26, 2020

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Found 108 of over 108 reviews
53% Recommend to a Friend
First American by Deluxe CEO  Neil Randel
62% Approve of CEO

Found 4 of over 108 reviews

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First American by Deluxe CEO  Neil Randel
Neil Randel
62 Ratings

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Commercial Customer Service Representative

What’s the best way to have a lack of compensation and incentive conversation in your department? I went above and beyond for years doing extra work, organizations etc and nothing has been reflected in pay. I thought my 5 year was going to finally show something but it did not. I’ve inquired about pay but it’s gotten nowhere.




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Reviews about "upper management"

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  1. 2.0
    Current Employee, more than 10 years


    Oct 26, 2020 - Anonymous in Fort Worth, TX
    CEO Approval
    Business Outlook


    Casual dress (even though you have to pay for it), vacation/PTO


    Where do I begin. This company looks good on the outside but once in, you’ll see all the drama. First, they have pushed everyone back into the office during a pandemic when it has been PROVEN that the work can be and has been done successfully from home. In addition to that, they aren’t letting people know when someone who has BEEN IN THE OFFICE and exposed everyone around them, has been diagnosed with covid-19! Have just allowed people to continue coming in like it’s nothing. People who walked around to others desks. I know this for a fact. Unequal pay. There are people who were hired on or promoted in a department as salaried employees and were changed over in 2015 because of a law that was signed by the previous President but never implemented and was done away with by the current President. Everyone under the same umbrella does the same thing, is cross trained on every job duty within the department and everyone is salary except 2-3 people. How is that fair? So when they allow people to leave early, the hourly employees are left with hours unpaid while everyone else will still get full pay. Why haven’t those employees been changed back over? Loss of tenured employees. This company has lost several tenured employees to a single company that seems to value employees more than this company and FAPS still hasn’t attempted to change anything or offer to match salaries or come close to it. They’d rather lose the experienced and bring someone else in who they will have to train so they can pay less. There was an employee who was a MAJOR part of the success of the operations team and they allowed them to leave but paid them for any questions they had to call them with. Bonuses are non existent as well as raises but yet upper management rides around in luxury cars. If your parent(s) work up on the 19th floor, you are pretty much guaranteed a managerial position and/or a VP position within a couple of years. There are people who have been leads, supervisors and coordinators for YEARS and have never been promoted beyond that. You can count on one hand the number of people of color in management.

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    5 people found this review helpful

    First American by Deluxe Response


    We are disappointed to learn about your concerns via Glassdoor and hope that you will contact Human Resources or your supervisor immediately to discuss. First American, like many companies, converted a number employees to work-from-home positions for several months during the pandemic; however, that work model is not sustainable for the long-term. As such, we are working diligently to protect the health and wellbeing of our employees now that we are back in the office, and while we will not violate the privacy of any employee who tests positive, we are acting in both a timely and responsible manner to mitigate risk to co-workers. Our goal is to create a work environment where everyone feels appreciated and has a path to success.

  2. 3.0
    Former Employee, more than 5 years

    Okay for a starter job to obtain experience

    Jun 10, 2013 - Anonymous Employee in Fort Worth, TX
    CEO Approval
    Business Outlook


    A lot of departmental interaction Good location Good benefits (ie. tuition reimbursement) Annual bonus payout (depending on how well the company does in general) Good hands on learning experience (exposure to many tasks)


    Long hours No room for growth/promotion (unless you know someone higher up) Micro managers A lot of groupies/brown noses, often ostracized if not a part of the 'cool crowd' Upper management tends to listen to and favor someone higher up the chain, non peons.

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    2 people found this review helpful
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  4. 1.0
    Former Employee, less than 1 year

    Not a place I would recommend

    Aug 21, 2019 - Manager 
    CEO Approval
    Business Outlook


    A few good people in different areas of the company


    Upper Management. Human Resources.

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    5 people found this review helpful

    First American by Deluxe Response

    Marketing Content Coordinator

    Thank you for taking the time to write a review and provide feedback. We are sorry to hear that your experience at First American was not positive and welcome the opportunity to address your concerns. If you’d like to provide further feedback please email

  5. 2.0
    Former Employee, more than 1 year

    Company has potential but is slowly in a downwind spiral

    Dec 11, 2013 - Cs Representative in Fort Worth, TX
    CEO Approval
    Business Outlook


    1. Full Health Benefits for a small check deduction 2. College Tuition Reimbursement 3. Career Advancement Opportunities (See Cons) 4. You won't go hungry. There are always food spreads, etc 5. 401K 6. Discounts Programs (T-Mobile, Sporting Events, etc)


    1. Some Career Advancement Opportunities are given on a personal and not a professional level. Most, not all, Supervisors/Coordinators consist of a specific race/sexual orientation clique who like to influence upper management for their friends promotional opportunities 2. Management/Supervisors develop sensual relationships with lower level employees 3. Employees are 'assigned or told' to complete projects outside of their day-day job requirements. Supervisors/Coordinators will take credit for the project, not the employee who completed it. 4. Supervisors/Team Leads can be rude or arrogant towards lower level employees when they seek assistance on calls 5. Company does not enforce its own policies (Everyone is on their cellphones and some dress unprofessional) Keep in mind, they deal with credit card information 6. Company is in a 'transitional phase' and has froze annual merit raises and bonuses yet nets millions in profits. *Thanks for telling them two weeks before Christmas. Employees rely on those funds as a COL (Cost of Living) increase* Are they going to sell the business? 7. High turnover due to inadequate resources. Internal systems often freeze or are 'down'. This causes calls to stack up, higher hold times and can affects monthly call stats. Many employees find it frustrating and nothing is done about it. This is why we didn't like coming to work. Added stress that could be fixed but wont 8. Must be at work, on time, even during bad weather (Rain, Sleet, Ice) No excuse 9. Shady sales practices with sales representatives. (Summit, Transtech (TMG), EMG, etc). They will say anything to get your money. Non-cancellable leases on POS equipment 10. Executive Board never sees the issues at the call center. They only make appearances during special occasions. Holidays, etc. 11. LOTS MORE

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    2 people found this review helpful
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236 Reviews

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