Genesis Healthcare reviews

To start, our nursing home residents would be put on therapy (PT, OT and/or ST) with one thing in mind, and one only. If there was revenue to squeeze out of their insurance policy then they would be picked up and scheduled for as many minutes of treatment as their insurance would pay for. Likewise, patients would be limited in how much therapy they would get based on how little their insurance would pay for. We were under pressure from management to keep residents on therapy as long as they were revenue generating and to discontinue therapy as quickly as possible for, say, Medicaid residents who there was no revenue to get out of. This problem is industry-wide to a large degree but at Genesis this pressure to generate revenue is all communicated to staff through bullying. The department managers I worked under were all bullied by their boss. That boss was bullied by her boss and I'm sure it went right up to the top although, thankfully, that's as far up the ladder as I ever was privy to. The bullying would take the form of poor performance reviews for employees not meeting their goals for productivity (revenue), "performance improvement plans" (which was a write-up for low productivity), and hostile emails/texts from management about low productivity. My co-workers (including my various bosses) were frequently placed on performance improvement plans which were nothing more than a thinly veiled threat of firing. The entire large therapy staff at my building informed management on more occasions than I can count that it was impossible to meet their assembly line productivity requirements for a number of reasons. Instead of saying that they would lower productivity requirements they would continually "educate" us on how to bill for treatment from the time you walk in to a patient's room until the time you returned them to their room. We had no patient transporter because they would not add an employee to our staff for that purpose. So patient transport was a large portion of our day and they wanted us to bill our transport time as part of our therapy session. I had a co-worker who joked, "from now on, whenever I think about one of my patients I'm going to bill for it." One of two things invariably happened under this constant revenue-related berating from management: either therapists would work off the clock so that they could get their work done or therapists would commit fraud so that they could leave work on time. When it was reported anonymously to HR that several people in the department were working off the clock daily, we were told to sign a document that said "working off the clock is grounds for immediate dismissal." The staff was hoping HR would come in and address the root problem but they just came with the apparent agenda of insulating the company against a potential lawsuit. We were given a competitive package of PTO benefits when we were hired. Then we learned about the Genesis "PTO calculator" This was a formula used to determine how much PTO each department was permitted to take each month. The result was that we were declined PTO requests significantly more often than they were approved. In a short period of time, this led to the staff accumulating masses of unused PTO because we were accruing it at a much greater rate than we were permitted to use it. This was complained about to management and HR endlessly but to no avail. They would tell us that the industry was in such dire straits that we were lucky to have jobs. We were required to work almost every holiday, including Christmas and Thanksgiving. My second-to-last year of my employment with the company, management made a dramatic announcement to all staff that they would now allow us to take off those two holidays if we wished. The other shoe dropped immediately when they told us that if we took off on Christmas and/or Thanksgiving that we would have to make up our shift on the weekend during the week of the holiday. I hope you're sitting down for this one: no extra pay for working holidays. If your rate was, say, $20/hour, that's exactly what you would get for working holidays. Please remain seated, it's about to get worse: Genesis sold the building where I worked to another nursing home company and payed us $0 for our unused PTO. To re-state, in case it wasn't totally clear, they declined most PTO requests for years then payed us nothing when they pulled out of all their contracts in the area. Turns out, that six months before selling all their buildings in the area as well as pulling out of almost all of their therapy contracts in the area, they put a policy in place that in the event of an employment separation, unused PTO would not be payed out unless you had been with the company for 13.5 years. These thieves owed me a couple thousand dollars in PTO that they would not let me use while I was an employee. A co-worker of mine had over $10,000 of unused PTO that she had to eat. (This is legal in my state, by the way. Several of us consulted with attorneys about this matter). This company is well on their way to self-destruction due to their concern for their bottom line at the exclusion of all else. Genesis is circling the drain; soon they will go down the drain and our world will be better for it.