Good hours for teens but no room for growth and lots of drama from management - Dining Services Brightview Senior Living Employee Review

I am retired from a career in programs at a non profit human services organization and working part-time at Brightview Senior Living has given me the opportunity to continue to use my skills and experience plus find purpose and engagement in my retirement years. The work is so rewarding! I am able to develop meaningful relationships with the residents and the work environment fosters positive team collaboration with fellow co-workers.

There are no cons for me.

Sounded very good during orientation

I was hired as a Med Tech for the new Northfax location, but what was promised in the interview completely changed once hired. Because the community lacked the necessary operational licensing to have Med Techs working, management forced new hires to travel to various locations across Virginia and Maryland to work shifts as CNAs. While they claimed this was "training," it was explicitly admitted that it was just to give us hours because the Northfax site wasn't ready and wouldn't be for months. How can you "train" for a role you do not currently have the operational ability to perform at that site? Furthermore, this training could have easily been done at the locations they sent us to, rather than forcing excessive travel. The locations they demanded we travel to completely defeated the purpose of applying to a convenient, local community, and no mileage or gas reimbursement was ever offered to cover the extra commuting costs TO WORK these CNA shifts. When I politely voiced these concerns to local administration, the response was highly unprofessional. I was told I was "not a team player," that this wasn't the company way, and I was openly threatened that speaking up would hurt my chances of future advancement. Leadership used guilt tactics to cover up the fact that their own operational processes and licensing were not in order. Furthermore, when I requested to pause traveling to distant locations until I could speak with HR, local administration—including top site leadership acting as the regional HR contact—attempted to write the situation up as a "refusal to train" just to cover themselves. As of now, I still have yet to receive a response from regional HR to confirm if cross-state assignment in a different state where an employee holds no local license to work is even compliant. They tried to create a justifiable record against me when I chose to remove myself from that environment. You cannot force people to take a job they did not ask to do and then try to make them feel like they are doing something wrong. While CNA duties are a natural part of a Med Tech's scope, full disclosure from the start would have been the honest approach. The extreme lack of transparency from administration and the manipulative environment made it clear this culture was not what was sold to me. It was a massive management issue involving misrepresentations that go unaddressed.