screener

health screener

order picker

nursing attendant

revenue cycle specialist

University Hospitals

As a  Preivious Patient Access Representative at University Hospitals, my typical workday includes tasks such as answering and directing phone calls, emails, and other communications; scheduling and confirming medical appointments; registering patients; verifying insurance coverage; providing customer service to patients; maintaining data accuracy; and collaborating with the healthcare team to ensure efficient access to care for patients.

However, the challenging work environment has led to a concerning trend where employees are either quitting or getting fired at an alarming rate. The high levels of stress, increased workload, and lack of support from management have taken a toll on employees, resulting in a higher turnover rate within the team.

The pressure to meet job demands under difficult circumstances has caused many of my colleagues to feel overwhelmed and burnt out, leading some to ultimately decide to leave their positions. Additionally, the heightened strain from job cuts and reduced staffing levels has made it increasingly difficult for team members to perform their roles effectively, resulting in some individuals being let go due to performance issues or inability to cope with the demands.

Adding to these challenges, University Hospitals are cutting pay for higher-paying jobs and disregarding over Non-Clinical  300 positions due to staffing challenges and budget shortfalls amounting to a $200 million deficit. This financial strain has led to a situation where the hospital is struggling to pay employees, exacerbating the already difficult working conditions and contributing to the high turnover rate.

The combination of employees quitting and others being fired has created a sense of instability within teams, impacting morale and productivity. This turnover not only disrupts the continuity of patient care but also places additional strain on the remaining staff members who must now shoulder an even heavier workload.

There are several major reasons why employees, including myself, considered resigning from University Hospitals:

1. **High Levels of Stress:** The constant pressure to meet job demands under difficult circumstances is overwhelming.
2. **Increased Workload:** Reduced staffing levels mean remaining employees have to manage a heavier workload.
3. **Lack of Support from Management:** Insufficient support structures make it hard for employees to cope with job demands.
4. **Burnout:** The intense work environment leads to physical and emotional exhaustion.
5. **Job Insecurity:** Frequent job cuts and high turnover rates create a sense of instability.
6. **Discrepancies in Pay and Benefits:** The reality of pay and benefits often falls short of what was promised during recruitment.
7. **Financial Strain on the Organization:** Budget shortfalls and debt issues impact the hospital's ability to pay employees adequately.
8. **Poor Morale:** The overall atmosphere is negatively affected by high turnover and job cuts.
9. **Reduced Quality of Patient Care:** The instability and high turnover disrupt patient care, adding to employee frustration.


As a result, management must address the root causes of these issues by improving support structures, providing adequate resources, and implementing strategies to reduce stress and burnout among employees. By prioritizing employee well-being and cultivating a more supportive work environment, University Hospitals can work towards retaining valuable team members and fostering a healthier and more sustainable workplace for Patient Access Representatives like myself.

Having recently joined University Hospitals, I quickly realized a disheartening trend that had been subtly hinted at during the recruitment process. It became evident that recruiters had painted an overly optimistic picture of the pay and benefits associated with my role, only for the reality to fall short of those promises once I became a part of the organization. Reflecting on my initial interactions with recruiters and job postings, I recall feeling enticed by the appealing compensation package presented to me. However, upon closer examination after starting my position, I discovered discrepancies that left me feeling disillusioned and undervalued. The stark contrast between what was promised and what was delivered cast a shadow of disappointment over my early experiences at the hospital.

Navigating this realization posed a significant challenge to my job satisfaction and overall morale. It underscored the importance of conducting thorough research on industry standards for compensation and benefits, as well as the necessity of asking probing questions during the recruitment process to gain a comprehensive understanding of the true offerings at University Hospitals. This experience served as a poignant reminder of the critical need for transparency and honesty in recruitment practices. Moving forward, I resolved to approach future opportunities with a discerning eye, ensuring that I make well-informed decisions that align closely with my career aspirations and personal values.

I was offered a position as an intern at the UH parma medical center.  I was there two weeks and one day I get a call from HR to come in.  I shared my displeasure with the violence and rioting conducted by the BLM movement and NOT any one particular race.  I judged solely on the actions committed.  I come into HR and it felt like getting pulled over by the police starting out with the "do you know why you're here?" .  I said I had no idea and they enlightened me as to why from voicing my opinion on social media.  I did not violate HIPPA, talk about my employer or break any rules on the job.

  In fact I was doing quite well and always doing what I could for my patients.  I explained my side but frankly it was just out of formality.  I told them I knew they had their minds made up already and he replied "if we did, we wouldn't be here to talk about it".  I call BS.  A few days pass and I get a call from HR saying they're terminating my employment,  I didn't even have UH listed on my profile but you know what they had me on?  A picture of the badge like 3 weeks prior.  They had dug 8 months in the past on social media long before I started working there.  What they found were jokes but of the dark humor variety. Upsetting if you took them literally but they were jokes that I had forgotten about.   

A few days after this I receive a call from the dean of my program asking what happened and she said that was the least of her worries.  Apparently these low lives called my school to bash me as if terminating my employment wasn't enough.  It became so serious I was almost kicked out of my program, because unbeknownst to UH or I that I was not allowed to do the internshp to begin with.  I was told I was in violation of my scope of practice.  They literally tried to bury me because not working there anymore wasn't enough.  Any company that stands up for this horrendously hypocritical and violent movement obviously doesn't prioritize their patients or coworkers.  Awful ironic when I heard a nurse use the term "Daego" which is a slang term for Italians (my decent) and another nurse showing pictures of mens privates sent to them on their phones.

A typical day is longer than the 8 hrs allowed. We cannot earn overtime as it is forbidden by Dept of Surgery. Those who have left their jobs are not replaced and those of us who remain are given more and more to do with less and less efficiency on a daily basis. It is difficult to prioritize the work as a result. Even though we have varying job duties/designations, the management makes us all equals so those of us who have more responsibility and more duties to fulfill have to work twice as hard and longer hours and have to support co workers during their absence without bringing in temporary help. The phones ring off the hook all day long with calls from patients, staff. It is not easy trying to do all of the work as a result. Co workers are less apt to be "team players"as everyone has too much to do. There is no job security as the Administrator who runs the department is a disinterested supervisor, who delegates all of her work to others, so she isn't hands on and does not know what our job duties consist of. Her only mission is to cut the budget and save money. This affects all of our activities such as PTO, which she has everyone expending to go to doctor appointments. She claims her first responsibility is to higher level administration, not to us, so we have no one approachable managing us. She does not answer phone messages or emails in a timely fashion which is unheard of for a person with her position. She has also made the attendance rules so strict, we have to ask her permission to use the PTO we have already earned. The most difficult part of the job is dealing with the administrator. The most enjoyable part is the ability to help patients who are ill. I also enjoy working with my physician and his nurses.

A typical day was filled with multi-tasking in a fast-paced deadline driven setting. 

I worked with the creative services manager but was allowed much autonomy, and mostly managed myself and projects. I worked very closely with the Marketing Department and The Foundation office. I also worked with various hospital departments and managers, their input helped me create and implement effective communication design and solutions. A very strong quality it helped cultivate was interpersonal communication skills and flexibility. 

I was given many opportunities to grow and expand on my design skills - such as creating and managing social media content, e-marketing newsletters and databases and web design. 

I also polished my brand management skills by creating, establishing and implementing current brand management guidelines for the Parma Hospital Foundation.

I loved the people there, the culture. I felt everyday I was blessed to contribute my creativity and work with such great co-workers.

The hardest part of the job was when we were up against a tight-deadline and were waiting on copy to finish the artwork. We always managed to work it out by communicating with the printer or vendor and getting the artwork to them in a timely manner.

The most enjoyable part of the job was working on such a wide variety of projects, everyday was different and fun. My graphic design skills were greatly enhanced by working at this great place. I also learned much about event management, as I participated in many events by designing materials and assisting with function.

I was at UH for 7 years.  During the last 3 years, we had 3 different nurse managers, not enough nurses and 2 assistant nurse managers.  To many managers running around trying to get stuff done and not enough nurses to do patient care.  The rules change almost daily, so your not sure what's the right way to do things and when you do them wrong, they have no problem writing you up for it.  Strong, independent personalities who have a idea or opinion?  Don't apply here, they will get rid of you eventually.  The work environment is prone to failure each and everyday.  You ask for help, management tells you......" When I was a secretary, a nurse etc" so forget it. The turn over is so high with employees resigning and new ones starting, it's hard to keep up.  No room for advancement.  If you apply for a transfer you get turned down despite your qualifications, probably due to the fact that they have no one to replace you. They WILL hold you in your current role, so you better love what you do for many years.  If you are disliked by management, expect to be bullied on your job, micromanaged, talked about by your manager and incur a great deal of stress despite any attempts to address it with HR. When or if they choose to address a issue with you, it's never a one to one conversation.  It's always you and 2-3 other team members from management (that's NOT intimidating at all ).  Something is wrong with a company who can't hold managers. They look to hire body replacements rather than qualified individuals.  If your willing to be a stepford employee, robotic like and treated with very little respect then working here is for you.  Appliers beware!

There are definitely some great people to work with, but you can find that pretty much anywhere. Unfortunately, here you will also find drama and toxicity on an epic level. Unqualified managers and supervisors who do not play by the rules, lie, protect their friends (who are usually the bad apples in the bunch), and who will bend or break all policies and procedures when it suits them. Forget about work life balance, and if you think any of your hard work or contributions mean anything, think again. They will work you to death and throw you away the second you stop smiling and taking it. The culture is that of be happy all the time, and if you are upset, that's okay, just keep your mouth shut about it. And believe me, if you happen to complain about anything or anyone, it will get back to your manager, with lies, embellishments and out of context statements added in, just to make it interesting. People love nothing more here than to run to other people's managers and narc/lie on them, including your own coworkers.  I guess it's because there are no opportunities to get ahead here, and people feel this gets them bonus points. Maybe they want your job or just plain jealous of you. Either way, it makes for a very toxic work environment, and almost every day you go home and have to pull a knife or two out of your back.

For RN's there is a  new promotion ladder in 2020, you can no longer keep your 3 % annual raise if you do not do 5-7 extra responsibilities outside of your role.   These include being a clinical instructor, doing community service, EBP project, preceptor, charge nurse, change agent, presentations. So aside from low staffing and high acuity, they want you to devote time outside of work and between patients just for your raise. If you dont continue to do these responsibilities say goodbye to your 3% raise from the previous year. This is the first organization I have ever worked for that takes back your raise. Good luck having a family or life. You can not simply be a good bedside nurse. I am certified and have a BSN along with 13 years of experience at the hospital and it is not enough for me to be promoted or qualify for a raise this year. Each year things get progressively worse. High turnover in my unit. I stayed 13 years but my loyalty is starting to hinder me. If you need a job for a few years and you can be on your husbands health insurance, not a bad place. Somewhere that you can get experience not a place to keep a career or retire from. Health insurance is horrible. It does not cover a thing. Better off paying out of pocket. Metrohealth down the street offers free health insurance to employees, might be worth looking in that direction. A pro is that there is a 3 percent retirement match. Beware of nurse bullies also. A lot of unhappy cliquey nurses.

What is the best part of working at the company?
Earnings, benefits 

What is the most stressful part about working at the company?
The work environment and organizational culture. Bullying from colleagues, dishonest leadership and Human Resources personnel. 

What is the work environment and culture like at the company?
Completely negative, not a team based approach to care as stated. Disrespectful personal, across profession and position. 

What is a typical day like for you at the company?
Depending on medical teams you’ve been assigned. Start with meeting with medical team, care coordinator, and social worker to discuss current patients and their discharge needs. Once patient has been seen by the therapy department (PT & OT) and their recommendations are in the EMR, you’ll search for next site of care based on patient’s insurance and specific care needs. You’ll present the printed list to the patient or their family. You’ll request the patient/family to select 3 different locations they want to receive care at/from. You’ll send the referral to the selected care organizations and communicate with respective organizations. You’ll inform the patient of the outcome of sending referrals to selected organizations. When patient is ready for discharge you’ll arrange transportation and supply patient with any necessary discharge DME. Also depending on the medical team you’ve been assigned to, you’ll be responsible for IMM Letters to patients.

A typical day at work is writing down your assignment which is all the patients you are given with the floors they are on. A usual assignment is having say the ICU with the skilled nursing floor or the oncology floor, which have only a hand full of patients on each floor. Then receiving report from the therapist before you who had those same floors and patients. Then taking that specific pager from the therapist before you. Then getting your computer ready setting it up with your assignment, and getting the cart your computer is on ready with equipment you would need for your assignment. Then getting started with aerosol therapy on those patients you were assigned. I've learned how to prioritize my patients, how to stay organized, and how to get my assignment done promptly while still giving good therapy to my patients. The management team are supportive of our department, and they are pretty flexible with our schedules and try their best to please everyone in the department. My co-workers are very helpful and supportive of each other. The hardest part of my job is being under staffed sometimes and having more patients than usual, which makes it hard to give proper care to our patients. The most enjoyable part of my job is being able to help my patients breathe when they are in distress. Being able to sympathize with them, because I have asthma so I understand how it feels to not being able to catch your breath.

I am a Patient Access Rep in an ER. I register patients, verify patient's demographic information, take medical insurance info, make phone calls for the ER physicians, collect co-payments from patients, organize charts, and more. The most rewarding aspect of this position is interacting with other healthcare professionals and the patients. The hardest part of the job is dealing with patients family members who do not understand the nature of an emergency room or HIPAA. The other hard part is working alone in a busy ER and handling all of the phone calls, patient registrations, and charts.

UH is by far THE BEST health care provider system I have ever worked for. They truly care about their employees. UH offers wonderful health, vision, and dental benefits, along with a pension plan, a very good PTO plan, 401(3)b, tuition reimbursement, and employee discounts on events and places like Cedar Point. 

UH provides raises, bonuses, performance evaluations, and your manager discusses your future education and career plan with you if you have one. They promote their employees continuing their education and like to see people grow and move into higher positions. 

I love working here.

Top Job Titles	Average Salary
Screener 30 salaries reported	$30.76 per hour
Health screener 28 salaries reported	$31.71 per hour
Order picker 10 salaries reported	$32.16 per hour
Nursing attendant 9 salaries reported	$43.02 per hour
Revenue cycle specialist 2 salaries reported	$19.50 per hour

Working at University Hospitals: Company Overview and Reviews

University Hospitals

University Hospitals Ratings

Popular jobs at University Hospitals

Salary Satisfaction

Job Seeker Tools

Employer Tools

Browse

Stay Connected