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The paid 2 weeks of time also applies to adoption and foster care placement. All qualified applicants for employment will be considered without regard to an individuals race, color, sex, gender identity, gender expression, religion, age, national origin or ancestry, citizenship, physical or mental disability, medical condition, family care status, marital status, domestic partner status, sexual orientation, genetic information, military or veteran status, or any other basis protected by federal, state or local laws.
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Resource, the Foster Care and Adoption Specialist will maintain weekly to bi-weekly contact with placed. The Foster Care and Adoption Specialist must be emotionally stable, able to handle high stress, relate.
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Parental Benefits: Financial assistance for fertility (including egg-freezing), adoption, and surrogacy expenses; twelve weeks of paid family bonding for birth, surrogacy, adoption, and foster placement (plus up to six to ten weeks of paid disability leave for birthing parents) as well as a two-week “ease-back” program that enables parents to return part-time at full pay.
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Provides the full range of foster care and/or adoption services to the children and families within state mandates, COA Standards, agency policies, and program plans. Provides and coordinates a continuum of casework services on all levels of child welfare system designed to archive permanency for children and their family of origin, extended family, or foster/adoptive family within the policies of the agency, accreditation body, and regulatory entity.
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We are currently seeking a full-time Project Engineer - Structural to join our bridge design team in any of the following offices: Madison WI, Baraboo WI, Milwaukee WI, Appleton WI, Marshfield WI, St. Paul MN, Duluth MN, Cedar Rapids IA, Des Moines IA, Dubuque IA, or Quad Cities IA/IL.
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Eight weeks paid parental leave, including adoption and foster care. Familiar with trauma informed care & strength-based approaches. Master’s in social work, Counseling, Psychology or related field; licensed at the LICSW or equivalent preferable.
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Asociación Puertorriqueños en Marcha (APM) is a nonprofit organization in Philadelphia, PA providing human services to the community including early childhood education, foster care & adoption, child welfare, mental & behavioral health, community and economic development, housing, violence intervention, and services to community schools.
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Paid Time Off: 37-50 days of annual paid time offer per year (13-26 days of annual leave, 13 days of sick leave, 11 paid Federal holidays per year)Parental Leave: After 12 months of employment, up to 12 weeks of paid parental leave in connection with the birth, adoption, or foster care placement of a child.
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Paid time off benefits include PTO (including sick leave), parental leave, family care leave, bereavement, jury duty, and voting. Other benefits include short-term and long-term disability, company discounts, Military Leave Pay, adoption and surrogacy expense reimbursement, and more.
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Paid Parental Leave: take up to six months off with your child after birth, adoption or foster care placement. Compassionate Care Leave: paid time off following the loss of a loved one and other life-changing events.
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Maternity/Paternity/Adoption & Foster Care Leave. Qualifications & Skills An interest or prior experience in agriculture, farming, or home gardening. Maternity/Paternity/Adoption & Foster Care Leave.
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Family Building benefits for reproductive procedures, adoption/foster care assistance, and. We walk alongside individuals, families, and children as they begin their new lives in the United States through our work in refugee resettlement, welcome and respite services for asylum seekers, economic empowerment and employment, and family unification for unaccompanied children.
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We are currently seeking a full-time Bridge Project Manager to join our bridge team in any of the following offices: Madison WI, Baraboo WI, Milwaukee WI, Appleton WI, Marshfield WI, St. Paul MN, Duluth MN, Cedar Rapids IA, Des Moines IA, Dubuque IA, or Quad Cities IA/IL. Hybrid and flexible work arrangements are available based upon experience.
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Models the Walmart values to foster our culture; holds oneself accountable; and supports Walmart's commitment to communities, social justice, corporate social responsibility, and sustainability; maintains and promotes the highest standards of integrity, ethics and compliance.
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MSA employee owners are volunteers, educators, STEM outreach participants and event attendees, supported by dedicated corporate sponsorship and donations initiatives. Communities of Practice Our CoPs are our company think tanks and idea generators, the perfect means to regularly share, collaborate and learn together.
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One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
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As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
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In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
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Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.
Hiring Transparency
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In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.