Almost seems as if you are scheduled with the knowledge it is physically impossible to meet the time frame. There is zero room for advancement other than starter tech and route tech which are generically the same.
When you do inquire why do we even have a sales team if the techs are the ones being pushed to sell, sell, sell you are answered with 'Have you received any punishment for not selling?' Sales team sells things to customers without full knowledge of what they are selling so when you show up to complete the service and collect payment the customer gets upset due to price, service, and other discrepancies leaving the tech to take the blow both on paycheck and face value. Terminated employees will generally find that is the more significant deciding factor.
This is extremely difficult to prove if an employer has kept even a modicum of about an employee's performance problems, the time and meetings invested in managerial counseling, and progressive disciplinary action. Breach of covenant of good faith and fair dealings: the terminated employee can try to prove that their termination was unfair and that an employer did not fire him or her for good cause, in some states. It is also why employment offers should come from the HR department and no other member of the interview team should discuss salary range or job offers with candidates. This is why most employers ask employees to sign off on an that states that written company documents offer guidelines, not a contract. Breach of implied contract: the employer must take care that the company does not imply in writing or verbally that employment is protected or guaranteed or that any other non-contractual obligations exist.
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