chauffeur

business analyst

camionneur

ouvrier

comptable

J.D. Irving

Disorganized management. Tell you one thing, do another. Constantly allude to changes that are coming (in safety procedures, pay structure, disciplinary actions for safety infractions) leaving drivers in a constant state of never knowing what the future holds. Never a straight answer. Questions/concerns skirted, put off. Condescending attitude towards drivers from all levels of management.

Maintenance of equipment is atrocious. Trucks and trailers routinely go 30, 40, 50000km between services (all trucks are leased and its built in to the maintenance package that oil changes aren't to be done in less than 50000km intervals. I know of one tractor that, despite repeated driver requests, didn't get its FIRST service until the truck had over 90000km on it. How'd you like to haul 57000 liters of gasoline with a truck that has gone NINETY THOUSAND KILOMETERS without being looked at once by a mechanic??) Unable to obtain basic tools for the job...windshield washer fluid, gloves, etc. Company unable/unwilling to provide these basic necessities for the drivers.

They hire people to work in dispatch with no relevant work experience (because no experience affords the company the ability to pay them low wages), provide little to no training to these people, then can't figure out why these people fail. This is not uncommon in "big business" trucking, I understand that. However, fuel is a pretty specialized niche in the trucking industry and having someone who's never sat in a truck telling you how to do your job is pretty nauseating.

Pay cheques are routinely incorrect and you're forever chasing your pay. Shortages not always paid on next cheque. For example, if your pay is shorted $75, you may get that shortage paid on your next cheque (two weeks later) or you might get a portion of it. After a while it becomes impossible to know how much money you're owed. Pay stubs are difficult to verify. Paid "by the hour" is a pretty vague term.

Do your research. Talk to other RST drivers before you accept a position with this company. I promise you that you'll find my review is not an isolated experience.

My typical day (or night as it was a job that circulated between night and day shifts with a three day break in-between) started with pulling on my work uniform and steel-toed boots and putting on ear and eye protection. I would then go to the supervisor to card in (time of arrival) and find out on which of the four machines I would start on that day.
Every hour we'd moved to another machine: the line is where the facial tissue was unrolled and cut (job was to supervise paper and rolls and to fix machine and feed in paper when the paper broke). On the Jones, a machine that filled cartons with facial tissue, you needed to make sure that there was a never ending supply of cartons as well as monitoring the machine for any blockage and other problems. There were two case packers - machines that put the filled cartons from Jones into large cardboard boxes for shipping. Again, the job was to feed in a never ending supply of boxes and fix any problems that arose. Part of this section of the job was doing quality checks to ensure that the facial tissue, cartons, and boxes were within parameters set by the company. The last part of the job was readying large rolls of paper for the line to push in once the other roll ran out of material. This cycle continued for twelve hours straight.
While working at Irving Tissue I learned the value of hard work and how to fix machines (at least the ones I was working with). I learned that my responsible nature and quick problem-solving skills were true assets when it came to fixing problems and that asking for help when it is necessary is not easy but it is the smartest course of action.
The hardest part of the job was also the most rewarding - there was a lot of paper dust in the factory (it does create paper materials after all) which was hard on my vascular system. I say it was the most rewarding aspect because, once the contract was finished and I had a week or so away from the factory I found that my respiratory problems had become less due to the constant exposure to the dust particles. Basically the best part of the job was getting my body into shape without realizing it.

Beware of applying for the customer service position of Customer Account Coordinator at Cavendish Farms in Dieppe, NB. The management of this department is bar none the worst I have ever encountered as an industry professional. They are quite literally bullies, deceitful, and do not take care of their team. There is zero training and zero workload balance. You will be overworked and expected to maintain high level performance while keeping your head down and not speaking up. HR is not helpful and sides with management. They are super short on manpower, especially right now, as employees are quitting, being fired for asking for help and relief from an excessive workload, and many have left on stress leave. There is zero opportunity for a CAC (Customer Account Coordinator) to advance within the company because they cannot keep people in these positions for the reasons mentioned above, therefore you will be prevented from moving up in your career or even make a lateral move. As a CAC, you will be stuck a CAC. The pay and benefits are not enough to justify the awful work environment and sheer level of stress imposed on the customer service employees by terrible management.

A large well paying company, for eastern Canada.  That is the only draw, for certain.  Employees have unreasonable expectations of them with no room for understanding of such things as being over-tasked, too much travel and too large an area for one person to cover.  Most Management employees can barely contain their fear of the Owners.  It is very common for Managers to pretend to be loyal and happy when it is clear that their benefits package is the only thing keeping them there.  It is “day to day” to see/hear employees speak far differently in the open than they do in private.  I laughed when I read earlier submissions mentioning “The Irving way.”  You hear that every single day.  Every once in a while, you hear a sycophant state, “I bleed green….”  It is simply another company where "rogue" middle managers ruin the atmosphere, for their own benefit, while the upper management is indifferent to that.  My first Boss was a good man and he suddenly disappeared.  The second guy thought that he was a God and, much to my surprise, got what was coming to him, as well.  There is NO advocacy attached to HR there.  If someone wants you gone, for even the most ridiculous reason, HR is there to simply process you out.  After you are gone, the “friends” that you worked with will not even communicate with you, in many cases, out of fear, as you are “tainted.”  As well, I have no faith in the “anonymity” of this submission site.  In fact, the “Tell us about you” section is designed to identify you; however, I could not care less.  You asked….

If you're a student looking for a seasonal placement or co-op opportunity, J.D. Irving should be at the top of your list. They offer an incredible variety of positions, ensuring that there's a role for everyone, no matter your field of interest. Not only do you receive some great benefits, but you're also getting a paid internship—an invaluable opportunity to gain real-world experience while being compensated for your work.

The company is committed to your growth and development, and you'll never feel stagnant. The student recruiters go above and beyond to ensure you're comfortable and supported throughout your entire term. My experience with them has been nothing short of fantastic, and my journey would not have been the same without their support.

In addition to the learning and growth, this position allowed me to build incredible connections and network with a wide range of professionals, opening doors to future opportunities. 

The facilities at J.D. Irving are top-notch, offering everything you need for a well-rounded experience, from an on-site cafeteria to a gym and even a walking trail. The company genuinely cares about your well-being, emphasizing the importance of mental and physical health and ensuring everyone has a good work-life balance.

Overall, I highly recommend applying for a position at J.D. Irving. The experience is truly rewarding, and you never know what exciting opportunities await!


I was a new university grad and was hired as a supervisor in an Irving  sawmill. I was there for just under 3 years. The starting salary was below industry levels and I had one minuscule raise over those 3 years. The company cries, hard times, "no one getting raises" quite often. It was good experience, but the the hours of work is the biggest issue with this role. You are paid for a 42 hour work week. You alternate days one week, to nights the next. 
As it turns out, day shift is 5 days/wk for 10.5 hrs/day = 52.5 hrs. Night shift is 4 days a wk (4x10.5=42 hrs). There's a requirement to be on site 1/2 hour before shift to organize your crew, and 1/2 after shift to complete paperwork. Expect to work 11.5 hr/shifts or 103.5 hrs every 2 weeks, but only be paid for 84. The $/hr breakdown means you'll be making the same, or less, as your operators.
The turn over for supervisors is about 3 years or less. I gained a decent enough experience and then scored a supervisor job that paid better, worked less hours, less stressful, and closer to home. 
I think that people that do well with Irving willingly put the extra hours in, as their corporate culture tries to  brainwash you into thinking this is normal for every business. It's not at all. People need a life outside of work and to be paid fairly for the work put in. There are much better companies to work for out there than Irving.

Our company is a big company and has 7 operating divisions including retail & distrubition, consumer products, transportation, forestry and forest products, shipbuilding (biggest shipbuilder in Canada, Construction and Equipment. There are 15000+ employees dedicated to quality products and complete service solutions that make our global customers successful.

As a staff of IT Division, I work hard together with my co-workers to provide our customer reliable and excellent IT solution.

Work as Decision Support Analyst, my daily job is focused on Cognos Development (Data Manager ETL, FM, Reports), Administration and Support and Troubleshooting.

n past 7+ years, my job exposed me to all aspects of Cognos including: reporting tools like Report Studio, ETL tool like Data Manager, Modelling tool like Framework Manager, Cognos Transformer. Also, besides Cognos, I learn a lot about data source when worked together with data source group like J.D. Edward, Imaging, Oracle or Imaging group,  and I learn how network impacted our BI environment when I worked with Network Group to resolve the Cognos slowness issue, etc.

Working in big BI team, we support each other to provide our customer best service and IT solution. I write down articles (regarding development tips or troubleshooting, best practice guide,etc) which are helpful to other co-workers.

I would say the company lacks values and standard because from the recruitment process of placing people in managerial roles is a complete meltdown. Your co-workers will give you a sense of belonging and value as an individual but the so called management is off the charts. This is a place where they place round pegs in square holes and cannot get the desired outcome. The most unfortunate part if you have an insecure manager who is not open to new ideas and change and believes you should use pebbles like stone age for your data while rather automating it to make it easier. The politics to some extent is very deeply rooted and why i am not to convinced of people spending donkey years in the organisation to bring or drive the change (also making exceptions for the open-minded ones). It is not an all inclusive organisation which if you are not liked will do everything possible to make you fail despite having tonnes of experience on the job. Communication is zero and its a struggle for one to get the information needed for your job because someone feels he cannot up your standard. The only thing i see that is good is the pay but that should not be your only motivating factor. In summary, it is better to have an engineer mentor an engineer not  otherwise.

I was hired as a assistant shophand with the possibility of full time, I only did 2 weeks of light maintenance and then placed into the seasonal team shoveling potatoes and dirt. I did it under the pretense of "helping out", "doing my part", "earning my place" in hopes it would secure my future in a career with cavendish farms. Once harvest was done I was given ONE DAY NOTICE that I was going to get laid off, even after I prompted them for an answer weeks ago. Many times I asked them if I was going to get the full time position, many times I asked whether I was going to do any maintenance work after harvest, yet they said nothing and avoided answering me directly.
Frankly, it was unprofessional and not conducive of the values they promote at Irving or Canvendish Farms. I had ZERO notice and now have to look for another job because I am no longer useful to the location.
If they were open and transparent about it I wouldn't have been so bothered, I would have had time to figure out my next career move.
I appreciate the opportunity, but if Cavendish Farms and Irving support this type of management practices there's a good chance they will do the same for you, regardless of what kind of skills and experience you can bring to the company.

As a member of the asset management/maintenance team I was responsible for planning of all maintenance activities on heavy spec tractors and trailers across all divisions of Sunbury and RST. I was responsible for issuing PO's and handling major breakdowns. This was a particularly difficult position as it was fast paced and required a lot of decision making throughout the day to avoid incidents on the road for drivers and to keep on budget with spending. 

They went too far with recruiting of drivers from overseas. It impacted the day job due to language barrier and difference in acceptable solutions. The pain was felt on the office workers and those who had to make the difficult decisions with equipment and operations. 

I enjoyed the ability to make such a great impact. I didn't appreciate the backlash I received for giving a month notice for leaving my position. Lack of continuity for loss of a team member. 

The pay was good, and they incentivize those who work hard and are difficult to replace. 

Top Job Titles	Average salary
Chauffeur 2 salaries reported	$30.00 per hour
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Comptable 5 salaries reported	$44.10 per hour

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