registered nurse

support worker

préposé au service de soutien personnel

assistant

attendant

Jarlette Health Services

Working at Elizabeth Centre was one of the most frustrating and demoralizing professional experiences I’ve had.

The only redeeming parts of working there were the residents and some of the other managers and staff who worked incredibly hard to support one another and keep things running despite the constant chaos.

Unfortunately, the same cannot be said for the people who are actually supposed to lead.

Regional management and the so-called “top leadership” show very little understanding of what actually happens inside the building day to day. Decisions are made from a distance, policies are suddenly enforced with no proper training, and managers are blamed for not following rules that were never clearly communicated in the first place.

Rather than supporting the people doing the work, the approach seems to be intimidation, pressure, and constant criticism. Instead of building a functional team environment, leadership creates an atmosphere where staff are exhausted, demoralized, and constantly on edge.

And then there’s the internal leadership dynamic.

The Director of Care and the Executive Director operate less like professional leaders and more like a clique. Their close personal alliance creates an environment where favoritism, exclusion, and intimidation become part of the workplace culture. When leadership behaves this way, it trickles down through the entire organization.

Communication with management is inconsistent at best. Decisions are made without consulting the managers responsible for actually implementing them, and concerns raised by managers are often dismissed or ignored.

The Director of Care frequently delegates tasks to managers while rarely being present to support or follow through on them. Many responsibilities that should fall within that role end up pushed onto others, leaving managers to carry the burden while still being held accountable for outcomes they had little authority over.

Leadership should set the tone for professionalism, teamwork, and accountability. Instead, many staff experience the opposite, a lack of transparency, poor communication, and leadership that appears more focused on appearances than on supporting the people who actually keep the home running.

Managers and staff quickly learn that their hard work, dedication, and genuine care for residents are not valued. Instead, they are treated as numbers that exist to make reports look good for regional leadership.

The most unfortunate part is that the residents deserve so much better. Many frontline staff and managers genuinely care and work incredibly hard to provide good service, but that effort is constantly undermined by leadership that appears disconnected from the realities of the workplace.

The PSWs, nurses, support staff, and the managers who actually show up every day deserve recognition. They are the ones carrying the emotional and physical weight of the job, often going above and beyond for residents despite the lack of support from leadership. Many of them are compassionate, dedicated professionals who truly care about the people they serve.

Those are the people keeping this place running, not the individuals sitting in offices pushing policies they barely understand.

Elizabeth Centre could be a much better place if leadership prioritized respect, teamwork, and accountability. Until that happens, it will likely continue to lose good people who simply refuse to stay in a toxic environment.

And when good people continue to leave, they shouldn’t wonder why. They should already know the answer.

When you interview, they will give you the sense of a family environment that has values, morals and respect for all, but the home office did not support or supply resources to complete your job. The GM, well you need to get everything in writing, as their words meant nothing and denied ever stating things. The GM uses management as an escape goat because they themselves did not do their job and instead of valuing and looking as it made the team exceptional, they chose to see it as competition used employees as their outlet of frustration even if you were doing your job (over and above). GM had way too much put on you and when you asked for help, you’re only told that is your job and you had better get used to it. The expectation was unrealistic and there was not enough time in the day (even skipping lunches and staying late). There is a huge sense of control and power struggle between the GM and the Home Office. GM will make sure it is known that it is their way or the highway. They will let a great employee go to deflect responsibility off themselves for their own misjudgments, communications, knowledge and lack of work completed. There is no communication or consistency throughout the company and lack of knowledge and information to succeed. GM will tell you that you don’t need information but you can’t do your job without it. Many years to get things in order and it still isn’t done. An unorganized chaotic mess. They are on their 3 and 4 sets of management team employees in half of the areas that were previously hired.

The team it's self is relatively supportive and inclusive, but there's a complete lack of leadership or vision from the homes Administrator. Each day is just business as usual and there is no particular direction that things are headed. This place is stuck in stagnation and being held back by a lack of enthusiasm or vision by its Administrator. Things get done on an adhoc basis and are reactive other then proactive. I was about the 6th person in the last several years to hold the Environmental Services Manager job and my numerous predecessors left me quite a mess to inherit. Things have been patched up and temporarily fixed in numerous areas of the building, and I was tasked with fixing the errors of all these bandaids on problems. The residence are very sweet and I made a few friends amongst the staff, but there is a serious need for the absent leadership where the home Administrator is concerned. Its time for some fresh blood and for someone who has a firm hand, enthusiasm, a vision of where things should be. The residence deserve far better then the conditions they are living in. To the person who takes the reigns as next Environmental Services Manager, your in for a heavy work agenda, from the years of temporary bandages being put on things. I wish you good luck. The turn over rate in this department tells you everything, the management is the problem. Not the maintenance people.

My work day was typical of a long term care nurses experience involving  patient care, med admin, staff supervision, replacing shifts, paper work. 
There were  plenty of learning experiences offered from brief staff meetings on the floored to in-services and out of facility seminars we were encouraged to attend. Educational computer lessons and quizzes on medical and safety issues were part of our training as well.
Management changed very frequently and each new manager or team would 'update staff' on their  particular policies and procedures which could be confusing for front line staff. 
The many management personnel  changes followed head office practices in principle  but the constant changes did create  some stress.
One of the most difficult parts of my job was trying to work without full staff and constantly having to place calls to replace staff calling in. It was very time consuming being on the phone, trying to help other staff when we were short and trying to complete my own work.
The most enjoyable part of my job was working with our clients and the camaraderie with the other staff.

Managers in this place are awful. No support on the floor.  No support and encouragement period. They stay up in their offices all the time never help when it’s needed. Treat staff like their cattle expectations of staff are unrealistic. They write policies purposefully knowing staff are to busy to read and sign and then enforce a mandated extra 4 hours to stay after you have worked short all the day they have the balls to not ask themselves.  They have the nurses tell you you have to stay another 4 hours because it is mandated. They make you feel bad for calling off when you are sick in hopes that you come in sick and get everyone around you sick they don’t care. The managers only care how they look to their superiors. Staff often work just 2 for about 40 residents give or take. They also have so much trouble staffing that there will be one certified psw on the floor with staff that are not certified and or on modified duties doing the work. Leaving the one staff to take on all the load. They do not care. 
The only good thing about this home is the psw and the residents. 

Worked 34 years for Jarlette in Midland, part of that for a contracted service.In the beginning it was all great. Family like environment that treated you like their own. As the business grew and more care homes were added to the company it went from a family run business to simply a business. The bottom line became the greater focus. The finance department dictated the way you could run your department. Regardless of the fact that you were 1 of a hand full of managers that was consistently under budget at years end, there was no recognition from upper management or the ownership of the contracted service that was in place.The stressors placed upon you as a manager on a daily basis required me to take time off, as the anxiety and depression became too great. No real help was offered to help alleviate these symptoms that I experienced so after a brief return to work I felt that there was no alternative but to resign. I could no longer work in that type of environment. It was either my job or my health. As much as I loved the residents and the staff, my health came first.If you are truly considering working for this company in a management position I would recommend taking a hard look elsewhere.

This facility has become one of the worst places to work. The constant turnover of qualified managers and compassionate staff has created a difficult environment for both employees and residents.
The treatment of staff, along with how policies and procedures are handled by regional leadership, raises serious ethical concerns. The unusually high turnover of managers speaks to deeper systemic issues, particularly within a for-profit model.
Residents are not given the level of care they deserve and often do not appear to be the primary focus of decision-making. Instead, there seems to be an emphasis on financial priorities and a top-down management style that can feel authoritarian.
The workplace culture has become increasingly negative, affecting the mental health and well-being of both staff and management. While dedicated employees continue to carry the home through their hard work and commitment, many are leaving, and that trend is concerning.
Based on this experience, I would not recommend this home as a place to work or to live.

I worked here as an RPN for about a year and honestly, I loved the staff as people but the culture here turns sour super quick. Many staff gossip and don’t necessarily like eachother - even the management. Speaking of the management, it’s a mess. I worked there when COVID was bad so it may have been impacted by that, but the management had little to no communication skills within themselves. One manager would tell you one thing then two seconds later, another manager would tell you that’s wrong and to do something completely different. The pay was also not the best taking into consideration how much almost all of the nurses are overworked. I was asked to do so many things with little appreciation or acknowledgement and even if you go to the managers to discuss an issue with them they shut you down by saying “I understand, but here’s why you’re wrong.” I liked the staff on the floor but gosh, it got dreadful there by the end of it. 

I worked at Roberta place for just under a year. I was a housekeeper who first worked day shift cleaning resident rooms , and then I switched to night shift so I could escape the drama from management. Working for Roberta Place was by far one of the worst jobs I've had. The cleaning company was contracted in and we made about $1.15 more than minimum wage at the time. My raise for being there 6 months was .11 cents. What a JOKE! Brought their audit score up from 54 to 93 . No recognition or appreciation whatsoever. We were expected to work for free if we were done our rooms because we were paid by room -》 this is not something they explained upon hire. So if you cleaned 6 rooms you would be done at 11 a.m ( 3 hour shift .30mins per room) and they would expect you to stay until 1.pm UNPAID. Most residents were wonderful and my work co-worker was awesome. Aside from that - horrible place with horrible management high turnover.

Not a good work environment! Management will do everything they can to avoid you I have been an employee since they moved to the new building and I have never had a staff meeting only managers and RPNS/RNs are allowed to attend the regular staff on the floor are the only good thing about the building we are always short staffed and if we do have any it’s always agencies the PSWs do their best with what is given to them even though it is very little almost nothing. They are paid very poorly and are worked like dogs the kitchen staff are even worse than the managers they are rude with everyone always complaining or at least trying to find something to complain about they are always just angry boys serving meals. To top everything off I was offered “fulltime” but I am only receiving 60 hours every 2 weeks I should have 10 shifts if I am full time but fulltime only means 7 here. The benefits aren’t even worth the paper they are printed on.

Top Job Titles	Average salary
Registered nurse 12 salaries reported	$36.94 per hour
Support worker 16 salaries reported	$24.01 per hour
Préposé au service de soutien personnel 9 salaries reported	$25.74 per hour
Assistant 12 salaries reported	$20.99 per hour
Attendant 30 salaries reported	$18.43 per hour

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