registered nurse

registered nurse case manager

registered nurse - admissions

licensed practical nurse

registered nurse - home health

VITAS Healthcare

The first weird experience I had, and it should've been a red flag and a look into what was to come was being hired on the spot. The interview process was one of the most basic interviews I had in my adult life and was barely asked any questions to see if I even qualified for the role. 

Virtual training started a few weeks later and lasted around 4-6 weeks (I can't remember the exact time frame). It's kind of set up to feel like school. You have three trainers who used to be Admission Coordinators and are super positive and helpful. They provide presentations and notes to keep you engaged throughout the training. It is a Monday through Friday 8am-5pm shift, however your actual shift will not be this shift. Your actual shift will definitely include the weekends, especially starting off as a new admissions coordinator. 

Once you get on the "floor" is you actual see why the turnover right is so high. 

You slowly start to learn or actually the supervisors tell on themselves about them monitoring your screens and being able to access your screens without you even being aware. It could be from them listening to your calls while you're speaking with the family of the patient or them looking at messages you send to employees for assistance. 

There is so much micromanaging here, but somehow when you message the supervisors for assistance there is always a delay in response or you just might be left on read if the supervisors don't know the answer or sometimes your question may not even be answered at all. 

Management times your bathroom breaks and are messaging you if you haven't returned back in 10 mins. They also started slowly limiting these breaks to no more than two a shift. 

There is no sick time.

You can only have three "unexcused absences" (HR determines what is and isn't an excused absence) within a three month period. One you exceed that you start receiving warnings and write ups. 

Mondays and Fridays are usually the busiest days and sometimes there would be most of the staff either on calls or working on documenting your call once it ended which would end up resulting in there be calls waiting to be answered. Typically on a normal day there would be at least 5-6 supervisors logged in and instead of helping assist us take calls they would message us to immediately stop what we're doing and take the calls that are waiting. 

When messaging the supervisors you can tell the lack of professionalism due to the constant grammatical mistakes and the lack of leadership experience. The sole pathway to advance into a supervisor role is to have high QA scores, so this essentially explains the lack of professionalism. They constantly call you into random meetings without warnings, typically towards the end of your shift. In these meetings they typically are wanting you to be camera ready on the spot and each month they want you to pan your camera so they can see your work environment.

Working on the weekend is a whole other story. Especially on Sundays since there is a lack of staff. There is call after call and the workflow is completely different than what it is on the week day, even though we hardly touched on that during training and never worked a weekend while in training, so you were never able to see how the process actually is in real-time. 

I would say if you have to take the job I understand, especially with a lack of places hiring at this point in time. I think just being aware that this place isn't an environment that wants you to succeed or advance (Unless you suck up to management), it's just a place to come in, do your job, and go. You always feel like someone is watching you here, and it just shows the lack of trust they have for their staff. VITAS didn't provide a place where you felt valued as an employee.

A Typical Day at Work
A typical day at work involves coordinating patient care, supporting staff, responding to urgent needs, reviewing documentation, and communicating with families, facilities, and the interdisciplinary team. My day often includes helping with staffing, solving last-minute issues, following up on patient concerns, and making sure quality care is being delivered in a timely and compassionate way.

**What You Believe You Learned**
I have learned the importance of communication, teamwork, and staying calm under pressure. This role has also taught me how to prioritize tasks, manage different personalities, and make thoughtful decisions in fast-paced situations. I have grown in both leadership and problem-solving.

**Management**
Management plays a big role in setting expectations, providing guidance, and supporting the team through daily challenges. Good management helps create structure, encourages accountability, and makes staff feel heard and supported. I have learned that leadership is not only about giving direction, but also about listening, coaching, and helping others succeed.

Workplace Culture
The workplace culture is centered on teamwork, compassion, and patient-focused care. In a healthcare setting, it is important to have a culture where staff feel respected, supported, and encouraged to work together. A positive culture helps improve morale, strengthens communication, and leads to better care for patients and families.

**The Hardest Part of the Job**
The hardest part of the job is balancing the emotional demands of patient care with the operational responsibilities of leadership. There are times when staffing challenges, urgent patient needs, and family concerns all happen at once, which can be stressful. It can also be difficult when you want to do more, but have to work within time and resource limitations.

The Most Enjoyable Part of the Job
The most enjoyable part of the job is knowing that my work makes a difference. I enjoy supporting my team, helping patients and families during difficult times, and seeing positive outcomes from the care we provide. It is rewarding to know that through leadership, teamwork, and compassion, I can help create a better experience for both staff and patients.


Vitas corporate structure is centralized, so any suggestions for local office improvement needs corporate approval - which never happens. One present RN manager is incompetent at management but grateful and loyal and dependent so she stays and allows incompetent staff to stay, compromising the whole team. RN managers are not allowed to fire incompetent staff so even competent RN managers have their hands tied. The three most treasured qualifications for advancement are (1) gratitude (2) loyalty (3) dependence. Those without previous experience but are deeply grateful, loyal and dependent are advanced to positions for which they have no other qualifications. "Team spirit" translates to "willing to work extra and longer hours without compensation" - except for a complimentary "Caught You Caring" note on the bulletin board. Higher management is rarely present at IDT meetings - have no idea what frontline staff do nor do they care. Higher management gets annual all-expense paid "meeting" in Mexico. A limited number of frontline staff gets gold stars on their ID badge. Patient record system is not computerized. All patient care notes are done by hand in a cumbersome, ineffective, inefficient manner - mostly after hours, at home. While most field staff utilize social workers and chaplains and integrate them into patient care, social workers are dumped on by an overwhelmed staff and chaplains are treated as ancillary by management, due to RN managers being pressured by admission RNs to take on cases which are inappropriate for hospice, including those which complicated social issues. (Admission RNs are also pressured by Upper Management. They also work on commission, so they only really care about numbers.) That is, until an audit is conducted and then the staff is reprimanded and have to endure hours of "in-service" which consists mostly of being handed the Vitas protocol manual and told, "do this" without explanation or methods to ensure that the training was effective - until the next time when deficiencies are noted and the cycle repeats itself.  It's not really about patient care, it's about documentation. The office gossip machine is breathtaking - and, toxic - and lethal. It's appalling that a company with the money and resources like Vitas allows such incompetence to exist and persist. But, that would mean changing corporate climate and that's much, much harder to fix.

Very stressful work environment in the Miami sales department with a 15% monthly  turnover among the salesforce which may be indicative of the high pressure, unrealistic goals,  and toxic work environment. This toxic work environment is surprising, considering that we’re talking about an industry that requires compassion, understanding, caring, and transparency. It is sad, that only four years ago this company was a preferred work environment,with  the average tenure  amongst the sales staff was over 12 years, now it is approximately 2.3 years. The  2.3 years avg is helped  because there are two employees with high tenure, one of which has over 20 years in the company, and the other one over 10 years. Yet, very often in the meetings, they tell you it’s OK to talk as this is a safe zone. If this was truly a safe zone, it would be implied with no need to reinforce it. 
Territories can make or break you. While generally in most industries, the territories are well defined, here the management will move accounts around to help those people that are to their liking, as well as removing good accounts to the detriment  of those that are not in their circle. 

You are required to visit eight physical addresses throughout the day. But as it often the case, you may have an address with two or three doctors, which cause  you to spend 40 minutes to an hour, so you can speak to all three. That only counts as one call, and you must make up that time . We are now required to do a daily meeting which takes about 20 minutes, this is almost 2 hours weekly. You are not allowed to put that as education time. In other words, you must make up the time. At the end of the month if you do not have 80% of your required visits, with at least two visits per office per month, you will forfeit your commission. In order to make up for this lost time, reps are often working till 10 o’clock at night entering their notes.

On the subject of commission, it should be noted that only about 20% of the sales representatives are making their commissions, and as I stated some will forfeit their commissions because of the call frequency , hence part of the turnover problems.



The job description is a bit misleading, as it does not clearly state that it is a call center.  The management team is the worst part of the job, leading to a very low morale and draining work environment.  All management who is "off the floor" [which tend to not be the immediate supervisors] are all friends with each other outside of the workplace, alluding to many unwarranted promotions (even as far as to create new job titles to secure an increase in salary), although there may be more qualified individuals on the floor.  Although there are several team players and some strong supervisors, the turnover rate is quite high.  I have personally seen the management team promise many team members schedule changes after probation periods, and not only not oblige, but hire people to those same schedules promised to others--in other words, seniority means nothing and as long as you play by management's rules, you are more secure than the person who's been there 10 years.  The Miramar location is the company's only 24hr location, and on Sundays, theres not much management, so in many instances you will be taking Midwest and Westcoast calls and scouring for answers for which you may not have any resources in order to obtain.  They buy pizza as an incentive during very busy days which tend to be (but not limited to) at the end of the month.  One sick day/call out requires a doctors note or else it is considered unexcused, and a couple of unexcused can be grounds for disciplinary action. They only recognize 3 major holidays; Thanksgiving, Christmas, and New Years Eve, meaning these are the only holidays you get holiday pay for.  In addition, you MUST work 2 of the 3 holidays.  If your plan is to grow within the company, your best bet is coming in as a supervisor, and even then, understand that it may be a role in which you stay put much longer than desired.  The pay is relatively high for a call center in Florida (feel free to negotiate at the interview), however, it still seems very underpaid for the work.  It is also a pretty easy job to obtain, as the turnover rate being so high leads to various hiring surges throughout the entire year.

The company is completely on paper . RN CASE MANAGERS have to do visit ,  Re Certs and plan of care reviews every single week. If you are off work you still have to do it for the week your off . If a patient comes on and you never met them or they die you still have to do the plan of care reviews . The notes it’s self are 6 pages and than you have to take a picture of it with your phone each page and send it into the system . You have to do your own payroll with codes and travel time all in your phone . There are 2 different areas to order medications on for refills and one for new orders . It’s a lot of double triple work. In our office the manager would wants us to email her who we are seeing that day. She consistent makes rules up as she goes along that we have to get verified by management. The same manager has been report several times to corporate for bullying , harassing staff , hostile work environment several employees have quit related to her and she still remains . Several investigation but nothing is done about it because she is close friends with the GM. The GM is the general manager who runs the office . 

It could be a really amazing job . But management makes every problem ten times worst issues with facilities they blow the matters up or do not follow through so the facility gets frustrated with the nurses . If we were on tablets or computers it would be so much easier to include productivity however that is never happening and when they hire staff they lie and say any day now we’re are going onto tablets . Many nurses are up until 3 am writing notes so it doesn’t pull over until the next day . You have no life with this job . Just work and chart and get unrealistic expectations from staff while your still just trying to stay a float charting. 

The chaplain had a stroke came back to work and had a stroke a day later . Another nurse had to be put on blood pressure medications . Countless nurses run out the office crying. Nurses get hired but never stay . Most staff that are still there are because they are in school and are leaving when they finish or near retirement age. 

When I arrived at this hospice unit I had been invited to come to this job while I was getting a Dr order for a nurse on the phone while I was working at Martins Run.She told me she liked my interest in patients and thought I had what it takes to work hospice. It was in the hospital I had done my nursing clinical thirty yrs before so I went to an open house strictly out of curiosity and was hired that day.The women who later became my friends had all just come that year as the IPU was new.I at 51 was the next to youngest and we brought with us hundreds of years combined of nursing experience but were all learning end of life care together. At first we were adeequaetly staffed and able to sit with our patients and their families. If one of yours was dying you stayed  at the end of your shift because they were yours and we all shared in the care of everybody from shift to shift we were able to admit a pt acclimate the family to the unit get a medication regime established by callng the doctor and they trusted us to judge what the pts needed.we noted our observations and passed iy on in shift report.I learned that death is as important a part of life as birth and not something to be feared.In the end all the nurses had been through deaths of parents and spouses together saw each others kids begin and graduate college become grandmothers and go to each others homes for get togethers and coworkers had become more than that. I personally and my friend and co night shift nurse  worked every Christmas Eve and New Years Eve while there by choice.We cared for the staff the families and the patients,

I don't know where to begin. I was greeted with a hug and left every shift with a hug the five years I was there. If I had not moved out of state, I would have retired there. Their motto is "We take care of each other" and the management and fellow employees really take that to heart. Upon hire, you will get a thorough orientation and education in caring for dying patient and their families. If you encounter anything for which you are not prepared, help is a phone call away. They do stand up for you on the rare occasion that a family member makes an unreasonable complaint. That did happen to me one time in 5 years by a family member who had lodged complaints about everyone they sent over and they had my back. You will fall in love with many of your patients and, especially, their families. They make sure you have what you need to provide the best patient care you have ever had the privilege of providing. The chaplains will provide emotional support to you when you need it. One reached out to me when he saw I was having a hard time due to the death of my pet. This was the best group of co-workers I ever had the honor of serving with. It takes special people to work with the dying and their families exclusively and special people is what you will find at every level of this company. The hardest part of the job is having to say goodbye to patients and families you have come to care so much for. The most enjoyable part of the job is the satisfaction when you leave your shift, knowing that the patient you cared for got the very best care, attention and emotional support you had to give and did not have to do without due to poor staffing or the fact that you can only be at one place at a time. Not an issue. Your place is right there, beside your patient the whole shift. Oh, and the benefits are off the hook.

This job at one point was very rewarding , but be cautious everything is nice only in the beginning, the on call shifts alone are terrible you barely get sleep then have to do a entire 9-5 right after the on call night shifts ends , most on calls are a waste of time patients are sleep and no one answer door so you wake up for no reason , the management is trash, the patient comes first they don’t care about the drivers or how long of a day we had and trust me they are very long work days , you start most days with a heavy route and then they slap add ons to your route so your working late into the night , the deliveries are not easy items so beware if your looking for a easy job , it’s heavy outdated hospital beds that will break down in a few days and you have to haul them up stairs and apartments with no elevators by yourself , imagine doing 6 plus of those and still having 15 plus orders to go , rain or shine your expected to complete your entire route and if you don’t have the equipment be prepared to be asked to come back and re stock your truck and head back out for more abuse , the management has never done the job of box truck driving so they have no idea how difficult it is and will push you to the end , during my time there over 12 employees resigned due to the terrible management that took over , the money is bad and the raises are trash , they track the trucks and phones so you are always watched , the managers don’t know how to speak to people and with write you up before they coach you or try to help , there is no team there is no family it’s a revolving door off mostly men getting in and soon leaving because they quickly realize after training the abusive environment the overworking the constant nagging that your doing something wrong coming from managers that couldn’t haul a hospital bed up 3 floors if their life depended on it 

If management is reading this, just know that every single nurse I’ve talked to is very, very frustrated with the changes that have been made in this department as of recently and it is a good chunk of the reason why you can no longer keep staff. Even some of the TMGs are complaining about the changes you have decided to make. These conversations have been completely unprompted by the way.

Working in Telecare was once great. Expectations and workload were manageable. Leadership has made changes over the past year that have been detrimental to both patient care and staff satisfaction. People that have never worked as triage nurses or that have not worked as triage nurses for years are training people and making new rules which leads to staff frustration and confusion from new hires. QA and some management are completely out of touch, and some of them literally only took calls for a few months before being promoted and then completely forgot what it was like to be us.

These changes have led to many people leaving, leaving the rest of us overworked, understaffed, and constantly under scrutiny. They expect their idea of perfection but don’t understand every patient/call is unique and you cannot apply a “one-size fits all” metrics and standards to patient care. 

The best part of the job is truly being able to help patients and family and utilizing your assessment skills to resolve a situation. The worst part is when QA and management scrutinizes you because you didn’t say a certain part of the script or they feel like you didn’t ask a question that doesn’t change the situation or affect the quality of patient care at all.

Top Job Titles	Average Salary
Registered nurse 25 salaries reported	$44.08 per hour
Registered nurse case manager 26 salaries reported	$45.04 per hour
Registered nurse - admissions 34 salaries reported	$47.31 per hour
Licensed practical nurse 3 salaries reported	$31.00 per hour
Registered nurse - home health 21 salaries reported	$45.88 per hour

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