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Sick Leave: Full-Time employees shall accrue four (4) hours of sick leave each bi-weekly pay period. Two through five years - four (4) hours each bi-weekly pay period. Eleven years and more - eight (8) hours each bi-weekly pay period.
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12-hour shift schedule (4 on 4 off; 84 hours bi-weekly) with bi-weekly pay. 12-hour shift schedule (4 on 4 off; 84 hours bi-weekly) with bi-weekly pay. Intermediate to advanced knowledge of mold making, production, setup and plastic injection molding.
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Working 4 on 4 off; 84 hours bi-weekly) with bi-weekly pay. Working 4 on 4 off; 84 hours bi-weekly) with bi-weekly pay. State/Federal approved Mold Maker or Tool & Die Journeyman's Card is an asset.
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Complete weekly/bi-weekly "fulfillment" by printing and mailing membership, Adopt-an-Animal and Sea Turtle Guardian materials. Lead membership administrative efforts including, but not limited to, membership sales, daily data processes, renewal efforts (ex: direct mail) and weekly onsite fulfillment.
$17.5 - $19.25 an hourExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Flexible pay options; get paid daily, weekly, or bi-weekly with pay advances through UKG Wallet. Effective 2024 we are pleased to offer our full-time employees a variety of medical coverage options through Anthem Blue Cross Blue Shield.
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0.75 FTE (60 hours per bi-weekly pay periods) 1.0 FTE (80 hours per bi-weekly pay periods) 0.6 FTE (48 hours per bi-weekly pay periods) 0.9 FTE (72 hours per bi-weekly pay periods.
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EQUAL OPPORTUNITY EMPLOYER Equal Opportunity Employer State of South Carolina Blue Cross Blue Shield Health & Dental Insurance Eyemed Vision Insurance SC State Retirement Long Term Disability Family Medical Leave Paid Annual Leave and Sick Time (accrued bi-weekly) Bi-weekly Pay Schedule On-site Health Clinic Employee Wellness Programs Discount YMCA Membership Lunch & Learn Programs Optional 401k and Deferred Comp Plans Optional Short Term Disability (Colonial Life.
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After one year of service, City employees receive longevity payments on their bi-weekly paycheck. Payments for dental insurance are deducted from employees' bi-weekly paychecks.
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Sick Leave - Full-time regular employees accrue 3.08 hours of sick leave per bi-weekly pay period with an advance at hire of 40.04 hours which will be balanced at the completion of 13 bi-weekly pay periods.
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Benefits: Bi-Weekly pay. Responsibilities: Visit multiple event sites where you may drop off, stage, or install event rental equipment including tenting, flooring, staging, games, furniture, decor, arcade games, pipe and drape, and more.
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Bi-weekly Pay Schedule. Bi-weekly Pay Schedule. Informs Body Shop Manager of all customer complaints so they may be handled before vehicle leaves shop. Works with Body Shop Manager and Sales Staff to ensure sold trucks are prepared properly.
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The PMHNP will collaborate with multiple professionals: psychiatric staff, PMHNPs, psychologists, and psychotherapists in bi-weekly, monthly, and quarterly meetings. We are immediately hiring PMHNP, Psychiatric Mental Health Nurse Practitioners to work in a private practice mental health clinic under the supervision of a licensed Psychiatrist and/or PMHNP.
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Bi-weekly Pay & bonus opportunity. FSM , A Groundworks Company, specializes in helping homeowners with their foundation repair, basement waterproofing, crawl space encapsulation, and concrete needs.
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Bi-weekly Pay & bonus opportunities. We are hiring Installers (Construction General Laborers) in Grand Junction, CO. The Installer is a vital member of our crew and will travel (in a company-provided vehicle) to homes in the general area to install foundation repair, crawl space encapsulation, basement waterproofing, and concrete lifting solutions.
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Direct deposit bi-weekly pay. As a Store Reset Merchandiser, you're the maestro of transformation, injecting fresh energy into the store. Direct deposit bi-weekly pay. Join our lively team at Signature Retail Services as a full-time Store Reset Merchandiser.
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Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
A Potential TikTok Ban?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
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?
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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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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).