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Benefits Summary: Regular full-time and part-time employees have access to medical, dental, and vision plans, a wellness program, health saving accounts, flexible spending accounts, 401(k) plan, employee stock purchase program, life and accidental death & dismemberment (AD&D) insurance, short-term/long-term disability plans, emergency travel benefits, tuition reimbursement, professional membership fee coverage and paid family leave.
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Family Educator/Advocate: Maintain the dignity of the dying patient while supporting their unique spiritual and cultural beliefs, provide appropriate support at the time of death, including disposition of medications, notification of funeral home, etc.
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The Health Educator is responsible for the assessment, planning, coordination and implementation of health education program(s) that focus on underserved racial/ethnic groups who are at high risk for illness, disability and death from chronic diseases.
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Responsibilities Preparing structural design calculations in accordance with applicable design standards and Agencies (i.e. AASHTO, IBC, ACI, AISC, NJDOT, NJTA & NYSDOT). Structural Designer - ( 23000429 ) Description We create great places and the connections that get people and goods moving—whether by car, bus, train, plane, or their own two feet.
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C oordinates the HomeCare plan with medical center’s case manager, discharge planner, physician, ancillary staff, patient, family, and other community resources as appropriate. Exposure to stressful situations, including those involving public contact, as well as, trauma, grief and death.
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Knowledge in areas of pastoral theology, medical ethics, spirituality, death and dying, and crisis intervention. Pastoral Services assists the patient, family, and personnel in meeting their spiritual, social, and emotional needs during a time of illness, injury or stress and will minister to all persons, regardless of their belief system.
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The Social Worker (MSW) is that member of the interdisciplinary team whose primary function is to provide psychosocial support to the patient/family unit based on an assessment that identifies the needs, goals, interventions and services indicated accordance with the established plan of care and to utilize professional training and personal judgment in monitoring the psychosocial assessment process.
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Careline Health Group employees are proud to be a part of the Careline family and have named us a certified Great Place to Work and a nationally ranked Best Workplace for Aging Services. Provide appropriate support at time of death and perform bereavement assessment if requested.
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Reasonable time off with pay may be provided for jury or witness duty, a death in the family, some military duty, and donation to the Blood Bank. Leave sharing donations may be granted to eligible employees who have serious personal illnesses or injuries or need to care for a seriously ill or injured family member.
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As an Organ Recovery Coordinator (ORC) you will be responsible for directing, overseeing, implementing, and maximizing the organ donation and procurement process in collaboration with the advisor on call (AOC), donation and family advocate (DFA), hospital staff, physicians, and medical director as needed.
$81,120 - $99,840 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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If the patient/family declines social work services, MSW continues to assist physicians and other team members in understanding significant social and emotional factors related to health problems and death/dying issues.
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Develops and plans services that address and/or include family therapy, marital counseling, child abuse and sexual abuse therapy, major family disruption, developmental disabilities, death and suicide.
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General understanding of concepts of relevant areas of civil engineering design, including gravity and pressure systems, geotechnical, survey, storm water/drainage design, road design, erosion and sediment control, and grading.
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This full-time position earns a competitive pay and is eligible for a great benefits package, including traditional and Roth 401K, 3% 401K safe harbor company contribution, various medical insurance plans, FSA & DCA, employee discounts on our products and materials, life/accidental death & dismemberment insurance, long & short-term disability, paid holidays, paid time off (PTO), employee assistance program, and a legal counseling program.
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Benefits: USRx Care & ScriptSourcing Pharmacy Benefits Teladoc® Allied health plan members (and their dependents – even if not covered under your Allied health plan)can access free sick or acute care consults with board-certified physicians 24/7 (AD&D) Accidental Death & Dismemberment benefits Disability - Long-Term and or Short-Term Disability Supplemental Benefits - Accident & Critical Illness Cancer benefits.
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FEATURED BLOG POSTS
The Effects of Workplace Racism and Sexism
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?
When Rage Applying Strikes: How to Identify Unserious Candidates
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.
How to Increase Job Ad Exposure
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.
How to Navigate Hiring Out of State
The job market has shifted significantly in recent years. The accelerated adoption of technology has not only pushed many companies into remote working arrangements but also increased the availability of supporting tools and technologies (i.e., video conferencing and collaboration software).
Building a Candidate Pipeline Through Internships
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
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.
Recruitment strategies that are weird, but actually work
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.