There are never enough staff so you can't take time off, a la "hey, if you can't find your own coverage you can't get this day off." The weekly staff survey is an opportunity for management to try to weed out dissenters. The CEO says he "can't stand Millennials" (heard it myself). When a program is dysfunctional, they work backwards by punishing and targeting the underlings before addressing the manager who is doing nothing/mismanaging--this means that they spend months and years mowing through line staff to try to get at terrible managers. The administration is shockingly toxic and callous toward staff and clients. Dangerous clients are not dealt with nor addressed by management--staff being targeted by client sexual harassment, obsession, aggression, etc. are told not to engage in "power struggles." Due to OMH saying that folks should not be discharged to homelessness (which is totally fair), Mohawk Opportunities interprets that as "we aren't in the business of making people homeless." This is all well and good until a client is causing real, present, consistent danger for the milieu. Management is not interested in fixing these problems because they address it from an audit-proof stance where they cannot be faulted for a "bad discharge"--and if something goes poorly (or disastrously), they will just fire whoever was involved. Do a little digging about the company yourself and see what is on their litigation roster. The stress and strife this job cost myself and my colleagues who I worked alongside, supervised, and cared deeply for is catastrophic compared to any other agency I've worked with.