7y
We invite anyone to come visit, and speak with any of us @cbacares.com. We are transparent, accountable, open to these reviews and most gratefully open to all forms of honest constructive feedback. This company has a revised employee handbook that outlines its current structure, benefits and employment law. It does not, has not, and will not act in the manner inaccurately outlined here; these appear to be misperceptions. Sending feedback or talking to a supervisor and/or scheduling a meeting with the Program Directors could have easily remedied these misperceptions. Like most companies we improve because we listen and solicit feedback i.e., the employee benefits have grown to offering 401k company matching for retirement, matching monthly to full-time staff’s individual HSA accounts (i.e., tax-free and matched to you from the company - monthly), health reimbursement to your deductibles (i.e., getting qualified deductibles $ back) plus a plethora of other benefits (dental, vision, disability, CEU/conference budget, full licensure/certification coverage-paid, PTO, Holiday Pay, EAP and more...). Unfortunately, these perceptions outlined above are inadequate. Benefits assistance is available to every person's own choice of plans (HDHP or PPO “Cadillac” plan). Thus, depending on your choice of medical plans you could have a variety of benefits. If you choose a plan and didn't like it, you should communicate that and make sure you can choose a different plan at the next opportunity. The company provides a 1-page offer letter that simplifies everything into a single-page summary. They created self-managed accountability systems for all positions and fully understand that individuals discuss pay, benefits and compensation. CBA’s compensation modifications are confidential due to employee rights to privacy. We have never acted upon an employee in any negative way for discussing compensation in over 20 years. The company doesn’t mind anyone discussing what is already being discussed, it must be "as long as the employee’s rights to privacy" are established. It is estimated 61% of companies enforce some form of protection and there are various reasons why some companies prefer it... This company’s current position is to respect the employee’s right to privacy, we encourage everyone to post here publicly their salaries and reviews and discuss among whomever. The company’s leadership encourages it, wants it to be know that individual's who work hard, get experience and provide quality services and show professional maturation, they are the ones who make higher compensation with benefits based on efforts and experience. Individuals with limited or less experience begin with lower compensation, whether professionally certified or not... it is about performance. This reviewer assumes that certification (alone) has more value on its own and maybe some others do value it higher that current performance... we believe performance is key. Other than experience, education, prof. certification, licensure and more importantly, the ability to demonstrate during an introductory period mastery of basics (i.e., being on time, following through) very little else matters. A professional certification is not the only factor in determining compensation. Current performance is just more important. About 45-50% of other private companies in this state have no choice at all from their employer and must access and pay 100% of their own medical. To suggest a choice of paid benefits (including a HDHP or PPO/"Cadillac" medical plan) are futile seems like a moot point in our humble opinion. We will respond directly to inaccuracies, we'll adjust and review based on constructive feedback and we will always seek it out to improve. We are built with pride by parents who care for disabled loved ones, BCBAs and other licensed professionals who are just as important. This company makes adjustments in an ever changing healthcare market which demands flexibility and we want honest reviews, constructive feedback and will listen to every single word. We continue to listen and appreciate all constructive feedback, that is how we have flourished for the last 2 decades, because we do care... we have more skin in the game than finances which is a secondary priority so we can offer highly qualified professionals competitive pay/benefits. Confidentiality of compensation is based on employee privacy, we have open books on compensation for all positions, including fieldwork supervision (which is a lower compensated position) anyone can ask for them. While it does not seem to have been your experience, we get a lot of positive feedback about the office vibe at CBA and take great pride in promoting positive, constructive feedback as well as a family friendly atmosphere lead by females and males, owned and operated by both as well as, parents who understand caring for a child with disabilities.
