Number of Applicants
:000+
TEXT ‘Work4ESGW’ to View phone number on ars2.equest.com to apply
Join our awesome Easterseals-Goodwill team in providing quality care services. Employees working 30 hours plus are eligible for the Montana Healthcare for Healthcare Workers Initiative 70/30 plan with a $35.00 monthly premium!
Easterseals-Goodwill provides quality in-home personal care services in Great Falls and rural communities. Our goal is to offer support to help elderly individuals, individuals with disabilities, individuals recovering from surgery, illness or injury, or individuals in transition from nursing homes to live independently in their own homes.
Works with Personal Care Coordinator, Medicaid Case Management Team, and other referral sources in implementing Personal Care Attendant Services and Private Duty Nursing Services to meet patient needs. This includes recruiting, hiring, orientating, supervising Personal Care Attendants; evaluating patient needs and placing appropriate care attendant(s) to meet the needs of the patient; monitors personal care attendant services and recipient satisfaction. Other duties include:
Requirements
Experience
Easterseals-Goodwill offers a comprehensive & competitive benefits package including:
Easterseals-Goodwill is a 501(c)(3) nonprofit organization and is a qualifying employer for the Public Service Loan Forgiveness (“PSLF”) program. Under the PSLF, you may be eligible for student loan forgiveness on qualifying loans under specific terms. Contact your loan provider for more information.
Easterseals-Goodwill is an Affirmative Action/Equal Opportunity Employer and encourages applications from the disabled, minorities, women, and veterans of the U.S. armed services. ESGW will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
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