Mixed bag - werkgeversreview Board Certified Behavior Analyst (BCBA) bij Steps Therapy

Hi There! I do believe you are a former employee/RBT, and not a current employee/RBT, but we definitely want to respond to the points you made here. We do review the pay rates in the area, and try to remain competitive. Glassdoor indicates an average pay for behavior technicians at popular companies in San Francisco is in the range of $23-$29 per hour, and we are right in this range. I'm sorry you were not satisfied with your hourly rate. This is something that absolutely could have been brought to leadership at any of your Bi-Annual Reviews where we reviewed your performance, progress on goals, and pay rates in January and July of each year you were employed. In regard to supervisory visits, I wanted to outline a few things: 1. Our previous practice management software did not allow visibility into supervisory visits. The parents could see the supervisor visits on the calendar, but Behavior Technicians could not. We are happy to report that we have moved to a new system, and Behavior Technicians can see when supervisors are visiting weekly/monthly. This is something we are pretty excited about, and our current staff are as well. 2. I apologize about your experience with the supervisor you are mentioning. In the future, I recommend that you bring this up with leadership, so that it can be addressed directly with the employee. Providing consistent, and regular oversight of the cases is of the utmost importance to us. I can assure you that we would never submit a bill for a service that was not provided. For school cases, supervisors meet with teachers monthly, attend IEPs, and write progress reports, so those are all billable activities in which a supervisor may have provided a service, but was not directly with a Behavior Technician. 3. The sick time ordinance for San Francisco allows employees to accrue 1 hour for every 30 hours worked, and this caps at 72 hours. I believe in your situation you had exhausted the 72 hours of sick time, and were continuing to miss full days of work which then were unpaid. We do want to offer benefits to all employees who need it, but excessive absences definitely are a barrier to being able to provide consistent benefits. We are disappointed to hear that you felt attacked, but I can assure you that any communication from the company was simply to inform you of the situation at hand, so that you were aware the ramifications of such absences. I believe we also offered a medical leave, and that we were quite sensitive and understanding about the medical issues you were dealing with. Unfortunately, the health plans have rules about enrolled parties, and hours worked, so we were definitely trying to balance empathy, sensitivity and providing information on what could happen if hours dipped further. We appreciate your feedback about more training in professionalism. We will definitely take that into consideration, and add it to our on-going training series for supervisors and managers.