Active Day Corporate

Pros

• The company was wildly profitable.
• The reviewer was considered a top performer at past and future companies.
• After leaving, the reviewer achieved greater earnings, making about 2.5 times more money than at that job.

Cons

• The reviewer describes the management as mentally abusive toward all staff.
• They lured coworkers into an inappropriate conversation that a supervisor overheard, and the management wouldn't drop it.
• They repeatedly sent documents back for formatting, only to have the reviewer revert to the original format.
• They told the reviewer they were slow, then later claimed the reviewer did the same amount of work as their predecessor.
• They thought the reviewer was paid too much.
• Despite being an accountant, the reviewer was assigned to fix the website and computer issues.
• They conducted fake visits to check on staff, without announcing their presence.
• The facilities were depressingly bare-bones despite the company's high profitability.
• The reviewer left after five months; management acted surprised and blamed not getting the right person (an antisocial one who wouldn't talk to coworkers).
• They found improprieties in the books: the CFO took a personal loan against the company and accounted for it improperly.
• The reviewer would not recommend Camden and Laurel Springs.
• The reviewer claims Camden and Laurel Springs is extremely racially motivated.

Review

The narrative here paints a bleak portrait of a workplace where leadership wielded control through psychological pressure, constant scrutiny, and a web of contradictory expectations. The reviewer describes being drawn to the organization by coworkers, only to have an inappropriate conversation overheard by a supervisor and then face a relentless campaign to undermine them. What followed was a pattern of behavior that felt like harassment more than supervision: a steady drumbeat of being "not getting it right," even when the person was following instructions precisely. Documents that needed formatting were sent back again and again to be rewritten into the original format, and the message was clear: no matter how diligently the work was done, it would be judged as insufficient. The cast of feedback included comparisons to a predecessor, with insinuations about slowness, only for later reassurances that the output was the same amount of work. All of this created a climate where confidence eroded and routine tasks became sources of anxiety.

The role alignment, in particular, stood out as severely mismatched with the reviewer's background. Although they were an accountant by trade, the responsibilities shifted drastically toward IT and web work, with the expectation to fix the website and address everyone's computer issues. This was not merely a broadening of scope but a disorienting assignment that felt like an unnecessary demotion or misplacement. The leadership's approach extended beyond task misalignment into a culture of constant test and demonstration - visits to the work area were made like surveillance, conducted unannounced and with the intention of keeping staff on edge. The reviewer recalls a sense of being treated like children and criticized for predictable human needs such as privacy and routine checks, all while the organization remained wildly profitable.

Amid the outward success, the physical reality of the daycare centers painted a dreary contrast. The facilities were described as depressingly bare-bones, with infrastructure that seemed intentionally austere. This juxtaposition - high profitability on one hand, under-resourced, austere physical environments on the other - added to the sense that profits were being prioritized over well-being or professional development. The review suggests that the leadership believed they had found the right recipe in demanding constant optimization, yet the criteria for happiness or satisfaction stayed perpetually out of reach for the employee. After adhering to every instruction and even asking if the supervisors were satisfied, the response remained that the person wasn't the hire they expected, hinting at a preference for a different temperament - one that was antisocial and did not engage with coworkers.

The turning point came after five months, when the reviewer decided to resign. The departure was not met with understanding or a simple good luck, but with a sense of surprise and continued dissatisfaction. When the decision to leave was communicated, the leadership reportedly expressed astonishment and framed the situation as a mismatch between what they perceived and what they believed they were hiring. The suggestion was that the organization wanted someone who avoided social interaction entirely, reinforcing a troubling portrait of hiring expectations that valued isolation over collaboration. The abruptness of the exit underscored a broader pattern of disregard for employee welfare, where personal fit and job satisfaction appeared subordinate to an elusive, perhaps ill-defined standard of performance.

In the shadow of this tumult, a striking claim emerged about the finances of the operation. The reviewer states that they later uncovered improprieties in the books, specifically alleging that the CFO had taken a personal loan against the company and accounted for it improperly, effectively burying the transaction. This charge, if true, would point to significant governance and ethics concerns that extend far beyond daily management struggles. The language used emphasizes the gravity of the accusation: improper accounting and concealment within the financial records. While these assertions are sourced from the reviewer's experience, they cast a long shadow over the organization's leadership and call into question the integrity of financial reporting during the period in question.

Despite the tumult and the claims of mismanagement, the reviewer reports a definitive personal turnaround after leaving. The subsequent career path yielded tangible gains - roughly two and a half times the compensation they earned at the criticized organization - suggesting a clear improvement in both professional satisfaction and financial reward post-departure. This outcome is offered as a counterpoint to the experience described within the organization, underscoring a belief that the environment was not conducive to the reviewer's strengths or long-term success.

Ultimately, the reviewer's assessment is unequivocal: they would not recommend the organization to others. They label Camden and Laurel Springs as extremely racially motivated, a claim that adds a provocative and troubling dimension to the critique. This aspect of the review implies a systemic issue within the organization's culture, one that purportedly permeates decisions, interactions, and opportunities along racial lines. The combination of abusive supervision, role misalignment, deceptive performance dynamics, unannounced supervisory visits, ethical concerns in governance, and alleged racial motivation creates a comprehensive and strongly negative portrait. For anyone considering employment with this organization, the account serves as a stark warning, urging thorough due diligence and caution in weighing the potential risks against any perceived benefits.

This part of Trevose, Pennsylvania, offers a variety of amenities and services that cater to the needs of seniors. With multiple pharmacies such as CVS, Rite Aid, and Walgreens nearby, accessing necessary medications is convenient. There are also several physician practices specializing in family medicine, dermatology, ophthalmology, oncology, and oral surgery within a reasonable distance. For dining options, there are fast-food chains like Taco Bell and Chick-Fil-A as well as the more indulgent Bruster's Real Ice Cream. The area also features entertainment options with the AMC Neshaminy 24 theater close by. In terms of healthcare facilities, hospitals like Jefferson Torresdale Hospital and Holy Redeemer Hospital provide accessible care for any medical needs. For outdoor relaxation, parks such as Champion Park Playground and Tyler State Park offer peaceful settings. Additionally, there are cafes like Starbucks for socializing with friends or enjoying a cup of coffee. Overall, this part of Trevose provides a well-rounded living environment for seniors with various conveniences within reach.

Pharmacies

• CVS Pharmacy (1.6 miles)
• Rite Aid (1.9 miles)
• Walgreens (1.9 miles)
• CVS Pharmacy (2.4 miles)
• CVS Pharmacy (2.5 miles)
• CVS Pharmacy (3.9 miles)
• Rite Aid (4.5 miles)

Physicians

• Stoltz and Hahn Family Practice (1.7 miles)
• Wilson Dermatology & Skin Care (6.4 miles)
• Dr.'s Eyecare Center (6.6 miles)
• Cooper University Physicians (7.4 miles)
• Cooper Hematology/Oncology (7.6 miles)
• Oral & Maxillofacial Surgery Centers (7.8 miles)
• Hatboro Medical Associates (7.8 miles)

Restaurants

• Bruster's Real Ice Cream (1.7 miles)
• Taco Bell (2.5 miles)
• McDonald's (2.5 miles)
• Chick-Fil-A (3 miles)
• McDonald's (4.7 miles)
• McDonald's (5.2 miles)
• McDonald's (5.2 miles)

Theaters

• AMC Neshaminy 24 (1.9 miles)

Hospitals

• Jefferson Torresdale Hospital (3.5 miles)
• Holy Redeemer Hospital (5.5 miles)
• St Mary Rehab Hospital (6 miles)
• Fox Chase Cancer Center (6.9 miles)
• Frankford Hospital-Bucks County (7.3 miles)
• Abington Memorial Hospital (7.4 miles)
• Abington Hospital, Widener Building (7.5 miles)

Parks

• Champion Park Playground (5.5 miles)
• Tyler State Park (7.7 miles)
• Columbus Park (7.9 miles)
• Womrath Park (9.8 miles)

Cafes

• Starbucks (6.4 miles)
• Starbucks (8.1 miles)
• Starbucks (8.6 miles)

Transportation

• Septa Warminster Train Stn (7.7 miles)
• SEPTA Jenkintown-Wyncote Station (8.6 miles)

Places of Worship

• St Luke's Episcopal Church (7.8 miles)
• Neshaminy Warwick Presbyterian Church (10 miles)