1. When you first sign on, they give you an hourly rate, which may be high, but they do not tell you that you probably will not get your full 40 hours. You're likely to get 30 hours and will probably have to travel to multiple buildings to get your full hours if you want. This will not be told by your recruiter. Also before you sign on, know that there is productivity of 87% for physical/occupational therapists and 92% if you are an assistant. You will be micromanaged and told to clock out if you lose a patient due to refusal or scheduling conflict. If that happens, you will be off the clock without pay, which is also not explained when you are onboarded.
2. There are no growth opportunities. You will not be given a performance review yearly. If you ask for a performance review, they will hesitantly give you one but then give you average remarks on the review so they can keep you at your current hourly rate. They utilize catchphrases like "wage freeze, medicare cuts, your experience, you are already making more than your peers" to keep your wage the same. If you do go above and beyond in your role, they will still say you are just being a team player and that it is part of your job description to devalue your contributions so they do not give you a raise/merit increase. Expect that you will not get a raise unless you quit and move on to another role. If you ask to be promoted or look to move from staff physical/occupational therapist into a director position, you will only get a 3-5% increase which is nominal compared to current inflationary standards. This means you will only get your wage increased to inflationary standards and you will still be stuck at your current rate if they give you a promotion and raise.
3. If you report something to HR due to harassment from your DOR or feeling attacked and demeaned, HR will listen to what you say but will not act upon it. They will tell you they will look into it and get back to you, but expect to be ghosted.
4. The company tries to have "employee culture" but it is a joke. They offered $15 per employee for lunch for Christmas, but are so calculated that they want a perfectly itemized receipt from the DOR and you need to use the company card. This was not explained to the DORs clearly, and a DOR used their own card and was going to submit their receipt for reimbursement. Their reimbursement was declined because it was not placed on the company card even though it was never clearly outlined. However, they clearly emphasized it is a $15 dollar maximum multiple times.
5. You may think they give generous PTO with 15 days for less than one year or 21 days for 1-5 years. However, do know that sick time is lumped into this and you do not get paid for holidays. You will have to use PTO for these days. So basically, you can subtract 6 days from the PTO ( for the major holidays) and whatever sick days are required for your state (5 sick days in California). So in reality, if you work in California and you are hired on for your first year you will have 15 - 6 (major holidays) - 5 (sick days) = 4 days of actual PTO vs a company that pays you for your actual holidays and sick days.
