There are newer employer reviews for Emeritus Senior Living

4 people found this helpful  

Not bad, but could definitely be better

  • Comp & Benefits
  • Work/Life Balance
  • Senior Management
  • Culture & Values
  • Career Opportunities
Current Employee - Manager  in  Seattle, WA
Current Employee - Manager in Seattle, WA

I have been working at Emeritus Senior Living full-time for more than 5 years

Pros

1) Steady work, regular paycheck
2) Great co-workers; current regulations ensure no unqualified applicants are employed
3) Fair pay for certain line positions based on experience
4) Outstanding medical and dental benefits and costs
5) Close to infrastructure routes, bus-lines, major arterials, easy access
6) Paid time off, sick time, holiday pay
7) Up to 90 day leave of absence permitted by law

Cons

1) 45-minute breaks means less productivity, less pay
2) 45-minute break taken out of holiday pay
3) Unreasonable scrutiny of mispunches
4) Unreasonable expectation of no overtime for census being 100% or higher
5) Unreasonably low allotment of hours for each department to keep facility running smoothly
6) Miniscule raises (2.5% or less)
7) No Christmas bonus to line staff (e.g., cash)
8) Most RA and MA positions underpaid
9) No free shift meal
10) Too many redundant conference calls and waste of resources
11) Crandall menu unpopular with residents, unnecessarily restrictive and rejected by residents (e.g., I want gravy on my potatoes, I don't care what that diet order says, and I want a roll!)
12) Counterproductive restrictions on food order purchases that result in higher food costs (e.g., forced to buy higher priced items in smaller quantities, can't break cases), which also results in higher residual end-of-month inventories

Advice to ManagementAdvice

1) Permanently eliminate 45-minute break and restore 30-minute break
2) Restore full holiday pay and don't take a break out of it
3) Allow more than 24 hours to correct mispunches
4) Round off time worked to nearest minute instead of nearest 15 minutes
5) Increase standard workweek of net hours from 36.5 to 40
6) Increase raises to 2.5% minimum to 5% or more based on performance
7) Give cash Christmas bonuses based on tenure the payday before Christmas to the front-line employees (RA's, MA's, cooks, housekeepers)
8) Increase company minimum wage to $12.00 an hour to increase quality of new-hires and also to increase employee retention and minimize employee turnover
9) Give at least one free meal per shift to all employees
10) Restore the two personal holidays per year (full 8 hours each)
11) Restore the 10-year benefit level (160 hours vacation for full time and 200 hour maximum accrual)
12) Remove all DSD restrictions; let the dining services do his job and save the company money by ordering less expensive items and also ones that the residents like and the freedom to substitute for the horribly written Crandall menu
  12a. The Crandall menu has dinner at lunch and lunch at dinner meaning smaller meals at dinnertime results in the residents getting hungry at 9:00 or 10:00
  12b. Unpopular desserts that residents can get any time (e.g., why is fruit listed as a dessert, nobody really likes jello, and would you actually have quiche for an entree and custard pie for dessert at the same meal??)
  12c. Let chefs write the menu; as was mentioned, residents often disregard diet orders and want rolls, gravy, crust on their pie, the only exception being restricted salt.
   12d. Consider cutting real costs by eliminating the Crandall system altogether and let your chefs be chefs and remove the utterly ridiculous and impossible situation of keeping spreadsheets on the line during meal preparation. There is 20 minutes to get 100 meals served and that is not going to happen when each order has to be checked against a spreadsheet and marked, and then having the RA's remember each one, and then having them come back because the resident refused the restriction, and then the cook being pulled off the line to discuss it with the resident, who is already working alone--you see the insanity here?

Recommends
Negative Outlook
Disapproves of CEO

261 Other Employee Reviews for Emeritus Senior Living (View Most Recent)

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  1.  

    Life enriching experience

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Assistant Dining Director  in  Portland, OR
    Current Employee - Assistant Dining Director in Portland, OR

    I have been working at Emeritus Senior Living full-time for more than 3 years

    Pros

    The residents and direct managers very motivating

    Cons

    pay rate should reflect work performance

    Recommends
    Positive Outlook
    Approves of CEO
  2. 3 people found this helpful  

    Sinking of the Titanic has begun

    • Comp & Benefits
    • Work/Life Balance
    • Senior Management
    • Culture & Values
    • Career Opportunities
    Current Employee - Executive Director  in  Seattle, WA
    Current Employee - Executive Director in Seattle, WA

    I have been working at Emeritus Senior Living full-time for more than 5 years

    Pros

    Residents, staff who care about residents, paycheck.

    Cons

    Poor work/life balance. No comp time even when you work 7days a week 70-80hrs each week. Pays on very low end not competitive. Only focus is revenue/occupancy not resident care or taking care of employees. Greedy power hungry upper level management who operate by threats and fear of losing your job. VP constantly saying "I am done with you having 1 to 2 vacant apartments each month" Company culture has changed drastically in last few years. Worse after Frontline story aired. Frontline care staff hours cut to the bare bone, budget cuts, no investing back into communities. It seems company is in big trouble.

    Advice to ManagementAdvice

    Ask yourselves is this truly the legacy you want to be known for? Don't ask yourselves in the boardroom, but ask yourself this at night when you lay your head down on your pillow.

    Doesn't Recommend
    Negative Outlook
    No opinion of CEO
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