Community Health Resources Reviews

For an agency that specializes in mental health treatment, it is quite shocking that they do not recognize when the mental health of their workers is declining rapidly. The work done in my department is almost all in the community and in the homes of a very difficult population. Stressful doesn't even begin to explain it. It would be bearable if supervision was better. HR is absolutely atrocious. There have been numerous complaints about the supervisor in our department bullying staff, making unethical decisions, providing no support to team members, and overall just being extremely unprofessional. A very high turnover rate on our team. HR does nothing except come and tell our team that our supervisor has told them team members are creating a hostile work environment, but in reality it is the supervisor who is hostile and retaliates on staff often. It has been two years or more of this and not one thing has happened. Staff are supposed to be able to organize their own schedule, but instead are micromanaged. Upper management listens to the complaints and the concerns but doesn't act on them at all. Almost every staff on the team struggles with the work and the stress without support from supervisor. I do not feel that client treatment at CHR fits the philosophies of the agency. CHR is very patriarchal over both clients and staff, and doesn't seem to understand that clients and staff have personal rights and choices in their health and treatment. Staff are pretty much bribed to give good reviews of the job so CHR can continue to be one of "CT's top workplaces." While some teams and supervisors might be better, overall this agency lacks values and oversight of supervisors and employee relations. The health benefits are also very expensive.

-Overall incompetent management, -toxic workplace culture, -direct care employees are encouraged to return to grad school but receive no support regarding scheduling and are pressured into choosing between switching to part-time/per diem employment/quitting altogether or continuing to pursue grad school, -does not offer tuition support to all employees, -management overall treats employees like indentured servants rather than human beings, -bullying by co-workers acknowledged by management and HR but without consequence, -employees are guilted by management for requesting time off and using FMLA, -inconsistency in how disciplinary action is used, following rules/policies, client treatment, staff treatment, etc. -many are convinced the survey results for the annual holiday party are rigged to host only small, local parties rather than a larger, company-wide affair because there are 3 options in the survey and two options offer hosting a large party in different ways and the third is hosting local office parties only...and since people are divided on which way to host the larger party the "majority" always appears to be in favor of the smaller office parties. Main office receptionists are expected to "grab a plate" and work through the party at their desks instead of shutting down the office even briefly so they can join the celebrations. -In the last union negotiations, staff learned that the CEO (and other senior management) received bonuses each that were around $10k each. Their annual salaries aside from their bonuses ranged from $100k-$400k. However, we were told we could not even have a cost-of-living adjustment without sacrificing 2% (of the 7%) 401k contribution. We chose to sacrifice the contribution percentage for the 5% raise, but shouldn't have had to do either. The company is routinely "in the red" and this is regularly stressed in company-wide emails, but senior management gets bonuses of such magnitude while direct care employees struggle to make ends me and can't afford to return to school in order to promote within the company.