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LanceSoft specializes in providing Registered Nurses, Nurse Practitioners, LPNs/LVNs, Social Workers, Medical Assistants, and Certified Nursing Assistants to work in Acute Care Centers, Skilled Nursing Facilities, Long-Term Care centers, Rehab Facilities, Behavioral Health Centers, Drug & Alcohol Facilities, Home Health & Community Health, Urgent Care Clinics, and many other provider-based facilities.
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No weekends- Newer model trucks- Benefits package includes: medical, dental, optical, life insurance, 401K Plan, paid holidays, vacation- and sick timeCandidate must have:- Valid CDL-B- Clean drug/alcohol screen- Clean criminal background due to jail deliveries- Current DOT medical card- Good MVR.
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Maintains order in the classroom by counseling students with behavioral problems; consulting with other professionals where there appears to be evidence of learning disabilities, drug, or alcohol abuse, problems of social adjustment, or child abuse.
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Pass a Ryder Background and Motor vehicle check including Drug and alcohol verification from previous employers for the last 3 years. Ryder is proud to be an Equal Opportunity Employer and Drug Free workplace.
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The Standard offers a drug and alcohol free work environment where possession, manufacture, transfer, offer, use of or being impaired by an illegal substance while on Standard property, or in other cases which the company believes might affect operations, safety or reputation of the company is prohibited.
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In the state of Washington, all technician and driving positions, including but not limited to van drivers and any other position requiring employees to drive a company-owned vehicle, are considered safety-sensitive and are therefore subject to drug and alcohol testing, including cannabis.
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Standard Insurance Company, The Standard Life Insurance Company of New York, Standard Retirement Services, Inc., StanCorp Equities, Inc. and StanCorp Investment Advisers, Inc., marketed as The Standard, are Affirmative Action/Equal Opportunity employers.
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The Clearinghouse is a secure online database that provides real-time information about commercial driver's license (CDL) and commercial learner's permit (CLP) holders' drug and alcohol program violations.
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Carefully unload products from the trailer with a two-wheeler, pallet jack, or by hand and place in designated customer storage areas. Registering to the FMCSA Clearinghouse is a requirement by the Department of Transportation.
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Random alcohol and drug testing is required. Must be able to pass DOT physical exam and pre-employment drug screening. Required CDL Class B. Must be approved by organizations auto insurance.
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This position is subject to the Federal Department of Transportation (DOT) drug & alcohol testing regulations as outlined in 49 CFR Part 382 and/or 49 CFR Part 199. Pass Pre-Employment drug screen and background check.
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Responsible for acting as an information resource to patients, physicians, nurses and other healthcare professionals regarding medication therapy and drug-related information and literature. Freedom from illegal use of and effects of use of drugs and alcohol in the workplace.
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TravelNurseSource is working with Lancesoft Inc to find a qualified Med/Surg RN in Rochester, Michigan, 48307! We have been recognized as one of the Largest Staffing firms and ranked in the top 50 fastest Growing Healthcare Staffing firms in 2022.
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Pass a Drug & Alcohol Test and undergo physical/DOT card! Medical and Dental benefits through Blue Cross Blue Shield, Vision through VSP. Pass a Drug & Alcohol Test and undergo physical/DOT card.
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Coordinate care with community agencies, shelters, employment agencies, and drug and alcohol counselors. NaphCare is hiring an experienced Medical Discharge Planner just like you to join our team at the Wayne County Jail located in Detroit, MI. Pay rates range from $22.00-$30.00 per hour based on type of license, certification, Shift, FT, PRN, temporary contract, site needs, licensure, and experience.
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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?
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).