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Paid FMLA leave of absence. At our practice, we believe that the optometrist is the hero of primary eye care, enabling and safeguarding their patients ability to experience his or her best vision.
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Maintain and continually increase knowledge about the details of benefit plans and programs, including but not limited to health insurance, dental insurance, vision insurance, disability insurance, life insurance, worksite coverage, COBRA, FMLA, and other health and welfare initiatives.
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Conduct new hire orientations and lead the integration planning for new hires at all levels Manage leaves of absence, including FMLA and workers’ compensation Develop and facilitate multiple training programs.
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Counsel Verily’s People & Culture Team (PACT) team on all aspects of employment, benefits, and labor matters such as: employee and contractor questions; HR practices; performance management; separation agreements; employment law claims (such as discrimination, harassment, and retaliation); disability, FMLA, leaves of absence, ADA, and reasonable.
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Ability to safely and successfully perform the essential job functions consistent with the ADA, FMLA and other federal, state and local standards, including meeting qualitative and/or quantitative productivity standards.
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EEOC Know Your Rights Poster in English EEOC Know Your Rights Poster in Spanish EEOC Poster Optimized for Screen Readers Federal FMLA Poster Federal EPPAC Poster. Be a key internal link between all internal and external stakeholders including Category Management, Sourcing, Product Development, Quality Assurance, Logistics, Vendor Relations, Finance, Supply Chain, Legal, Inventory Management, Michaels Global Sourcing Asia Offices, Vendors, and Buying Agents.
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Applicant Rights Under Federal Employment Law: FMLA, EEO, EPPA. Conduct quality AIA (American Institute of Architects) and IDCEC (Interior Design Continuing Education Council) continuing education seminars.
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Analytical and problem-solving skills to assess information and apply critical thinking to support the investigative process Strong understanding of core Human Resources employment laws including but not limited to Title VII, FMLA, FLSA, ADA, ADEA, OSHA, EPA, COBRA, HIPAA, WARN, Workers Compensation, etc.
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Maintain regular and punctual attendance (consistent with ADA and/or FMLA) Recruiting vendor agreements will only be valid if in writing and signed by AHF’s Corporate Talent Acquisition Manager or his or her designee.
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Reviews medical files and provides recommendations for utilization review, chart reviews, medical necessity, appropriateness of care and return to work, short and long-term disability, Family and Medical Leave Act (FMLA), Group health and workers’ compensation claims.
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Supervises and directs HR staff and workflow including payroll, benefits, FMLA, COBRA, general HR functions. Supervises and directs HR staff and workflow including payroll, benefits, FMLA, COBRA, general HR functions.
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A solid foundation in employment law, FMLA, ADA, and other relevant regulations. A solid foundation in employment law, FMLA, ADA, and other relevant regulations. Generate reports, maintain process consistency, and offer support across HR systems.
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Applicants have rights under Federal Employment Laws Family and Medical Leave Act (FMLA); Equal Employment Opportunity (EEO); Employee Polygraph Protection Act (EPPA). High-speed internet with at least 10 mbps download speed (No Satellite, Wifi, or Cellular/Wireless carrier hotspot or internet services.
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Experience with Leave Management, including FMLA, ADA and Workers Compensation. Experience with Human Resource Information Services Systems (HRIS), such as Paycor and Case Management ticketing systems such as TopDesk experience a plus.
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Manage and maintain policy assignments and balances (PTO, FMLA, STD, HSA Bank Accounts etc. Manage and maintain policy assignments and balances (PTO, FMLA, STD, HSA Bank Accounts etc. Our network consists of multiple brands across the Northeast, Mid-Atlantic, Southeast and Midwest providing exceptional care and personalized treatment to both adults and children every day.
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fmla job in Dallas, TX
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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).
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.