ACR Homes Reviews

The long term care staff get very minimal raises and recognition. The company puts on nice banquets and parties for management and Supervisors but only recognize PC staff at staff appreciation day which is directed more toward the portion of staff who have children than the actually staff. There is a lot of focuse on the "millennial" staff and supporting them, however the staff appreciation day does not mix with what a millennial group would be interested in. In regards to being an RSA, after 5 years I learned that you would only get recognized if you were in the "in-group". This meant you were friends with a PD or management liked you. Often the people that got special recognition and advancements to Senior residential supervisor wasn't based on how good of a current RS you were, it was based on if you were in the "in group". The same went for when an PF position opens, you will not get notified that there is a position open until it's filled OR you happen to be the person they select to fill the postion. It's all very political. Very unhealthy work environment. Management puts all responsibility on the RS. You are on-call 24 hrs/day, 7 days/week and the only way you aren't on-call is if you have staff who are willing to help (with minimal incentive) or if you have a media reason to not be on-call(have a baby or on reatrictions). Minimal support if you have 50+hrs open on your schedule per week, will approve Double time pay but at the end of the day the RS is working if staff aren't willing to pick up. This means you could be working 60+hrs a week. This happened to me a lot. And it always goes unappreciated and unnoticed. No raise for RS's no raises for RN's, no raises for PD's. These positions are also I my opinion the most important because they provide the consistency for the residents that the company often says is most important part of their long term care.

All contests and incentives are geared towards part-time staff. Full-time house staff often miss out on incentives which makes it hard to want to continue working. We're already helping out as much as we can, and any OT we do receive is because there is no-one else to work. Continuously understaffed and/or huge staff turnover. Instead of opening more homes, why not try to find something to keep staff around. "Staff appreciation days" are often scheduled when full-time staff are working. We never get the benefit of "hanging out" with other staff to feel "appreciated". It's not geared towards what employees want. Face painting, moon bounce, and a pasta bar at the Roseville office is out of the way for many full-time staff and consisted of things that we would never want to take part in. Sorry I'll pass on the staph infection. This work for profit company or not "non-profit" business does not appreciate their staff to compensate for all the hard work they put in to making sure the residents are well and safe 24/7/365. We essentially get paid the same amount as a burger flipper at a fast food restaurant. Employees at Aldi get paid more than we do. As a full-time staff it is frustrating to work with part-time staff who just use this job as a resume builder. Therefore, they work like 8 hours a week and sometimes that's even too much. It's a struggle to keep them on the schedule. HR would always take in our concerns, but nothing would ever come of it. Waste of time trying to contact HR. Maintenance team is short staffed, things often stay broken for a while before someone can come out and fix it. Double time on a holiday shift does not exist. I went out of my way to pick one up and was denied a month later when I got my paycheck. I just got time and a half of a regular shift. Would have just enjoyed my holiday with my family rather than bending over backwards to help out. It is a very reactive company, rather than proactive. Open sourcing is a joke. The idea's that get approved verses the ones that do not is appalling.