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Will provide guidance and policy interpretation to managers and HRBPs∯*∯ Will assist in compensation projects including incentive plan design and documentation, developing of efficient compensation processes, development of salary structures and the annual budgeting process.
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Our Staff Counsel team is currently seeking a Workers’ Compensation Defense Attorney who resides in California. Investigates and manages Workers’ Compensation cases from inception until conclusion through dismissal, settlement, or trial.
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Senior Workers’ Compensation Compliance Auditor. Under the general direction of a Supervising Workers' Compensation Compliance Officer within the DWC Audit and Enforcement Unit of the Division of Workers' Compensation, The Senior Workers' Compensation Compliance Officer performs workers' compensation claim file audits on insurance companies, self-insured employers, and third-party administrators to ensure that they have met their obligations under the Labor Code and the California Code of Regulations.
$6,399 - $8,010 a monthFull-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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To analyze mid- and higher-level workers compensation claims to determine benefits due; to ensure ongoing adjudication of claims within company standards and industry best practices; and to identify subrogation of claims and negotiate settlements.
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Develops and manages workers compensation claims' action plans to resolution, coordinates return-to-work efforts, and approves claim payments. Manages workers compensation claims determining compensability and benefits due on long term indemnity claims, monitors reserve accuracy, and files necessary documentation with state agency.
$44 - $48 an hourExpandApply NowActive JobUpdated 2 months ago - UpvoteDownvoteShare Job
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RESPONSIBILITIES AND DUTIES Administer compensation programs for the agency, including annual increases, market equity adjustments and promotions. Provides compensation policy interpretation, analysis, guidance and technical advice for resolution of issues involving compensation policies and programs.
$75,504 - $95,332 a yearFull-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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Previous experience in a legal support role, preferably in workers' compensation or a related field. This is a dynamic and challenging role that offers the opportunity to contribute to the legal defense of workers' compensation cases.
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One year workers' compensation defense attorney experience preferred. The Law Offices of Bradford & Barthel, LLP seeks workers' compensation attorneys throughout the State of California.
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You are interested in developing or furthering your legal expertise as an associate attorney in the area of workers' compensation. Come work for a mid-size law firm established in 1952, located in Sacramento, California, that specializes in workers' compensation defense.
$100,000 - $180,000 a yearFull-timeExpandApply NowActive JobUpdated 2 months ago - UpvoteDownvoteShare Job
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Paradies Lagardère is an award-winning and innovative Airport Concessionaire.
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Under the general direction of the Supervising Administrative Law Judge, the Administrative Law Judge is assigned to hear and decide judicial matters arising under the Labor Code and California Code of Regulations relating to workers' compensation and related laws and does other related work within the Division of Workers' Compensation.
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This position provides hybrid telework opportunities, with employees required to work in-person at least two days per week.
$6,760 - $8,398 a monthFull-timeExpandApply NowActive JobUpdated 2 days ago
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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).
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.