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Disability jobs in Lufkin, TX

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Site Supervisor
Lufkin, TX
ResCare Title: Site SupervisorJob Category: Operations ManagementLine of Business: Residential ServicesAbout ResCareJoin us in transforming peoples' lives and their communities! ResCare is a one-of-a-kind human services company offering services for people with intellectual and developmental disabilities, home care for seniors, as well as education, vocational training, and job placement for people of ..

Last verified - 0 day(s) 20 hour(s) ago



Substance Abuse Counselor Intern-American Sign Language Interpreter ($1,000 Sign on Bonus)
Henderson, TX
Position Summary:                                                       Reports to the senior substance abuse counselor. Performs moderately complex substance abuse counseling work within the Correctional DWI Recovery Program. Work involves planning, coordinating and implementing substance abuse counseling activites; and coordinating with other departments to ensure the maximum utilzation of resources avaialbe for chemical dependency treatment and rehabilitation ..

Last verified - 0 day(s) 16 hour(s) ago



Area Supervisor
Palestine, TX
ResCare Title: Area SupervisorJob Category: Operations ManagementLine of Business: Residential ServicesAbout ResCareJoin us in transforming peoples' lives and their communities! ResCare is a one-of-a-kind human services company offering services for people with intellectual and developmental disabilities, home care for seniors, as well as education, vocational training, and job placement for people of ..

Last verified - 0 day(s) 20 hour(s) ago



Level III American Sign Language Interpreter - Substance Abuse Counselor Intern \/ CCJPA
Huntsville, TX
MTC is now hiring for treatment professionals at the Estelle Unit in Hunstville, Texas.   Substance Abuse Counselor I's plan, coordinate, and implement substance abuse counseling activities and coordinate with other departments to ensure the maximum utilization of resources available for chemical dependency treatment and rehabilitation.American Sign Language Interpreter must also hold and ..

Last verified - 0 day(s) 16 hour(s) ago



Residential Assistant Weekend Relief #1563
Huntsville, TX
Job Description: This position provides individuals with intellectual developmental disabilitieswith appropriate care, training, recreation, transportation as well asother services as appropriate. This position also participates in the development and design of Individualized Program Planning and training experiences. Minimum Requirements: Requires a High School Diploma or GED, 1yearexperience with intellectual disabilities and mental health preferred. Requires the ability to lift 45 lbs Pass an ABLE testand havebasic computer skills. Must have reliable transportation and valid TXDriver's License to beInsurable through **MEMBERS ONLY**SIGN UP NOW***. Effective January 1, 207, all Tri-County Behavioral Healthcare campuses are smoke free. Payscale: Starting at $26,247/yr Increase at 6 mo. $27,057/yr Increase at 9 mo. $27,894/yr NOTICE TO PROSPECTIVE EMPLOYEES Tri-County is an Equal Opportunity Employer and complies with all Federal and State laws pertaining to employment. Tri-County is committed to Affirmative Action and has an Affirmative Action Plan. The Texas Health and Safety Code, Section 533.007, allows Tri-County to check conviction records on applicants. Tri-County contracts with Pre-Check, Inc. to complete the following background checks in accordance with Texas State Health and Safety Code, Chapters 250-253: Criminal history check through the Texas Department of Public Safety (TXDPS), Employee Misconduct Registry (EMR), Nurse Aide Registry and for Medicaid and Medicare fraud. Tri-County will check the CARE System to determine if an applicant has a confirmed allegation of abuse, neglect or exploitation and will not hire any individual with a confirmed allegation. The Texas Administrative Code, Title 25, Chapter 414, Subsection K, has established the following list of offenses that are an absolute bar to employment: criminal homicide, kidnapping and unlawful restraint, indecency with a child, continued sexual abuse of young child or children, sexual assault, aggravated assault, injury to a child, elderly individual, or disabled individual, abandoning or endangering a child, aiding suicide, agreement to abduct from custody, sale or purchase of a child, arson; robbery, aggravated robbery, conviction under the laws of another state, federal law, or the Uniform Code of Military Justice for an offense containing elements that are substantially similar to the elements of an offense listed above, felony conviction for theft which occurred in the previous five (5) years, indecent exposure, improper relationship between educator and student, improper photography or visual reporting, deadly conduct, aggravated sexual assault, terroristic threat; online solicitation of a minor, money laundering, Medicaid fraud, Medicare fraud, cruelty to animals, false identification as a peace officer, disorderly conduct, and discharges of a firearm in a public place other than a public road or a sport shooting range, as defined by Section 250.001, Local Government Code. Offenses that are not an absolute bar to employment but may be considered a contraindication will also be considered during the pre-employment process. Tri-County will also complete a driver’s license check. All applicants, employees, contractors and volunteers will be checked prior to hire and monthly through the Texas Health and Human Services Commission Office of the Inspector General (OIG) List of Excluded Individuals. All applicants are required to successfully complete a drug screening and a physical agility test prior to new hire orientation. Applicants who are selected for a position in the Criminal Justice/Jail Diversion Department, TCOOMMI, and those who provide services to TCOOMMI, i.e., psychiatrists, nurses, etc., must have a Federal background check by fingerprinting through the FBI upon initial hire and annually thereafter. Applicants who have lived out of state for two or more years from the date of submission of this application must have a Federal background check by fingerprinting through the FBI if they are selected for a position. TRI-COUNTY’S POLICY OF DISPUTE RESOLUTION Consistent with the laws of the State of Texas, and notwithstanding any provision in an Arbitration Agreement, Tri-County's personnel rules, or any other writing that does not expressly purport to modify this specific Employee's employment at-will status, Employee's employment with Tri-County, regardless of specific job assignment, is, and shall remain, employment at-will. Accordingly, Employee has, and will have, the right to resign from Center's employment at any time, with or without notice, and with or without cause. Similarly, Tri-County may terminate Employee's employment at any time, with or without notice, and with or without cause. An Arbitration Agreement is not intended to, and does not alter Employee's at-will employment status with Tri-County. Employee's at-will employment with Tri-County may only be modified by a separate written agreement that specifically states intent to make that specific change and is signed by Employee and Tri-County’s Chief Executive Officer. Any controversy or dispute between Employee and Tri-County or any of its constituent members, employees, officers, agents, affiliates, or benefit plans, arising from or in any way related to Employee's employment by Tri-County, or the termination thereof, including but not limited to the construction or application of this Agreement, shall be resolved exclusively by final and binding single-person arbitration administered by the American Arbitration ("AAA") under its Employment Rules then applicable to the dispute as modified to limit any arbitration to 120 days and to limit discovery to two depositions per side, each no longer than three hours, and to preclude any written discovery beyond fifteen requests for production. Class and/or collective actions are waived and not permitted. Each Applicant must agree to arbitrate and to waive class and collective action participation and each Employee, without exception, must sign and agree to the termsof the Arbitration Agreement as a condition of employment with Tri-County. *Please print this page for a copy of this policy. Please also acknowledge below that you have read and received/printed a copy of this policy. POLICY ACKNOWLEDGEMENT I understand that, as a condition of my request that Tri-County consider my application and possibly hire me, I must agree to Tri-County's Policy of Dispute Resolution, which I understand requires that all disputes between applicants or employees and Tri-County, its constituent member entities, and/or its officials and/or employees must be resolved solely by arbitration, in accordance with Tri-County's Dispute Resolution Policy, a copy of which I have been provided with in this application and that such policy further requires I waive any right to participate in any class or collective action, either as representative or member and that, instead, I must resolve any dispute, as an applicant or employee, through a single-party arbitration under the specific terms and conditions set forth in Tri-County's Dispute Resolution Policy. I hereby acknowledge receipt of that Policy and agree to be bound by all of its terms in connection with the consideration of my application for employment and throughout my employment, including termination thereof, if I am hired. ..

Last verified - 0 day(s) 18 hour(s) ago


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CROSSMARK Walmart Retail Merchandiser Part Time
Longview, TX
**MEMBERS ONLY**SIGN UP NOW*** Walmart Retail Merchandiser Part Time Posted Date 2 days ago (7/11/2018 11:39 AM) Req ID 2018-111222 Primary Work Location : Location US-TX-Longview Category Retail/Merchandising # of Openings 1 Overview **MEMBERS ONLY**SIGN UP NOW*** is a leading sales and marketing agency that supports major consumer brands and retailers, and we are proud to be ..

Last verified - 3 day(s) 0 hour(s) ago



Longview - Direct Support Professional
Longview, TX
ResCare Title: Longview - Direct Support ProfessionalJob Category: Direct Care/OperationsLine of Business: Residential ServicesAbout ResCareJoin us in transforming peoples' lives and their communities! ResCare is a one-of-a-kind human services company offering services for people with intellectual and developmental disabilities, home care for seniors, as well as education, vocational training, and job placement ..

Last verified - 0 day(s) 20 hour(s) ago



Psychosocial Rehabilitation Specialist #2320
Conroe, TX
Job Description: Tri-County Behavioral Healthcare is seeking a motivated individual to provide case management to adults diagnosed with Bipolar Disorder, Major Depressive Disorder and/or Schizophrenia. Psychosocial Rehab Specialists: Offer ongoing monitoring,assessments, person centered recovery planning, support and assistance toindividuals served with chronic and persistent mental illness. Provide skills training and case management as identified by the Person-Centered Recovery Plan for independent living and community inclusion. Travel toclient's homes and/or other community settings. Works under limited supervision with considerable latitude for the use of initiative and independent clinical judgment Requires the ability to adhere to a demandingdaily schedule Must enter all documentation within the agency timeframes and policies. Minimum Requirements: Requires Bachelors degree in a Behavioral Science field Applicants must qualify as a Qualified Mental Health Professional(QMHP) as defined byDSHS 2 years related experience preferred, may consider applicant with less experience at a lower salary. Masters Degree in human services may be substituted for experience in MH field Bilingual preferred Applicants must have a Texas drivers license and be insurable through Tri-County Effective January 1, 2017 all Tri-County Behavioral Healthcare campuses are smoke free Payscale & Location: Starting: $38,527/yr 6 month increase: $39,798/yr 9 month increase: $41,110/yr Employee Benefits: **MEMBERS ONLY**SIGN UP NOW*** NOTICE TO PROSPECTIVE EMPLOYEES Tri-County is an Equal Opportunity Employer and complies with all Federal and State laws pertaining to employment. Tri-County is committed to Affirmative Action and has an Affirmative Action Plan. The Texas Health and Safety Code, Section 533.007, allows Tri-County to check conviction records on applicants. Tri-County contracts with Pre-Check, Inc. to complete the following background checks in accordance with Texas State Health and Safety Code, Chapters 250-253: Criminal history check through the Texas Department of Public Safety (TXDPS), Employee Misconduct Registry (EMR), Nurse Aide Registry and for Medicaid and Medicare fraud. Tri-County will check the CARE System to determine if an applicant has a confirmed allegation of abuse, neglect or exploitation and will not hire any individual with a confirmed allegation. The Texas Administrative Code, Title 25, Chapter 414, Subsection K, has established the following list of offenses that are an absolute bar to employment: criminal homicide, kidnapping and unlawful restraint, indecency with a child, continued sexual abuse of young child or children, sexual assault, aggravated assault, injury to a child, elderly individual, or disabled individual, abandoning or endangering a child, aiding suicide, agreement to abduct from custody, sale or purchase of a child, arson; robbery, aggravated robbery, conviction under the laws of another state, federal law, or the Uniform Code of Military Justice for an offense containing elements that are substantially similar to the elements of an offense listed above, felony conviction for theft which occurred in the previous five (5) years, indecent exposure, improper relationship between educator and student, improper photography or visual reporting, deadly conduct, aggravated sexual assault, terroristic threat; online solicitation of a minor, money laundering, Medicaid fraud, Medicare fraud, cruelty to animals, false identification as a peace officer, disorderly conduct, and discharges of a firearm in a public place other than a public road or a sport shooting range, as defined by Section 250.001, Local Government Code. Offenses that are not an absolute bar to employment but may be considered a contraindication will also be considered during the pre-employment process. Tri-County will also complete a driver’s license check. All applicants, employees, contractors and volunteers will be checked prior to hire and monthly through the Texas Health and Human Services Commission Office of the Inspector General (OIG) List of Excluded Individuals. All applicants are required to successfully complete a drug screening and a physical agility test prior to new hire orientation. Applicants who are selected for a position in the Criminal Justice/Jail Diversion Department, TCOOMMI, and those who provide services to TCOOMMI, i.e., psychiatrists, nurses, etc., must have a Federal background check by fingerprinting through the FBI upon initial hire and annually thereafter. Applicants who have lived out of state for two or more years from the date of submission of this application must have a Federal background check by fingerprinting through the FBI if they are selected for a position. TRI-COUNTY’S POLICY OF DISPUTE RESOLUTION Consistent with the laws of the State of Texas, and notwithstanding any provision in an Arbitration Agreement, Tri-County's personnel rules, or any other writing that does not expressly purport to modify this specific Employee's employment at-will status, Employee's employment with Tri-County, regardless of specific job assignment, is, and shall remain, employment at-will. Accordingly, Employee has, and will have, the right to resign from Center's employment at any time, with or without notice, and with or without cause. Similarly, Tri-County may terminate Employee's employment at any time, with or without notice, and with or without cause. An Arbitration Agreement is not intended to, and does not alter Employee's at-will employment status with Tri-County. Employee's at-will employment with Tri-County may only be modified by a separate written agreement that specifically states intent to make that specific change and is signed by Employee and Tri-County’s Chief Executive Officer. Any controversy or dispute between Employee and Tri-County or any of its constituent members, employees, officers, agents, affiliates, or benefit plans, arising from or in any way related to Employee's employment by Tri-County, or the termination thereof, including but not limited to the construction or application of this Agreement, shall be resolved exclusively by final and binding single-person arbitration administered by the American Arbitration ("AAA") under its Employment Rules then applicable to the dispute as modified to limit any arbitration to 120 days and to limit discovery to two depositions per side, each no longer than three hours, and to preclude any written discovery beyond fifteen requests for production. Class and/or collective actions are waived and not permitted. Each Applicant must agree to arbitrate and to waive class and collective action participation and each Employee, without exception, must sign and agree to the termsof the Arbitration Agreement as a condition of employment with Tri-County. *Please print this page for a copy of this policy. Please also acknowledge below that you have read and received/printed a copy of this policy. POLICY ACKNOWLEDGEMENT I understand that, as a condition of my request that Tri-County consider my application and possibly hire me, I must agree to Tri-County's Policy of Dispute Resolution, which I understand requires that all disputes between applicants or employees and Tri-County, its constituent member entities, and/or its officials and/or employees must be resolved solely by arbitration, in accordance with Tri-County's Dispute Resolution Policy, a copy of which I have been provided with in this application and that such policy further requires I waive any right to participate in any class or collective action, either as representative or member and that, instead, I must resolve any dispute, as an applicant or employee, through a single-party arbitration under the specific terms and conditions set forth in Tri-County's Dispute Resolution Policy. I hereby acknowledge receipt of that Policy and agree to be bound by all of its terms in connection with the consideration of my application for employment and throughout my employment, including termination thereof, if I am hired. ..

Last verified - 0 day(s) 18 hour(s) ago



Child & Youth Bilingual Rehabilitation Specialist #2096
Conroe, TX
Job Description: The Child and Youth Bilingual RehabilitationSpecialistcarries a combination of skills training and case management responsibilities for an identified caseload of children and youth. The ideal candidate will have a background in child and youth mental health and demonstrate the ability to work successfully in a fast pace environment. The position allows control over daily schedule according to client needs. Services will be held primarily in the community and in the homes of the children/youth on their caseload. Minimum Requirements: Requires Bachelor's Degree in Behavioral Science Field.Applicants must qualify as Qualified Mental Health Professional (QMHP) as defined by Department of State Health Services (DSHS). 3 years mental health experience and treatment strategies to effectively interact with clients, families and other agencies. (Will consider hiring someone with less than 3 years of experience at a lower salary) Master's degree in Behavioral Science fieldmay be substituted for experience Fluent in both Spanish and English required Applicants must have a valid Texas driver's license and be insurable through Tri-County. Effective January 1, 2017, all Tri-County Behavioral Healthcare campuses are smoke free. Payscale & Location: Starting at $39,798/YrIncrease at6 Mo. to $41,110/Yr9 Mo. to $42,468/Yr Pos#:2096 Type: Full-time Location: Conroe NOTICE TO PROSPECTIVE EMPLOYEES Tri-County is an Equal Opportunity Employer and complies with all Federal and State laws pertaining to employment. Tri-County is committed to Affirmative Action and has an Affirmative Action Plan. The Texas Health and Safety Code, Section 533.007, allows Tri-County to check conviction records on applicants. Tri-County contracts with Pre-Check, Inc. to complete the following background checks in accordance with Texas State Health and Safety Code, Chapters 250-253: Criminal history check through the Texas Department of Public Safety (TXDPS), Employee Misconduct Registry (EMR), Nurse Aide Registry and for Medicaid and Medicare fraud. Tri-County will check the CARE System to determine if an applicant has a confirmed allegation of abuse, neglect or exploitation and will not hire any individual with a confirmed allegation. The Texas Administrative Code, Title 25, Chapter 414, Subsection K, has established the following list of offenses that are an absolute bar to employment: criminal homicide, kidnapping and unlawful restraint, indecency with a child, continued sexual abuse of young child or children, sexual assault, aggravated assault, injury to a child, elderly individual, or disabled individual, abandoning or endangering a child, aiding suicide, agreement to abduct from custody, sale or purchase of a child, arson; robbery, aggravated robbery, conviction under the laws of another state, federal law, or the Uniform Code of Military Justice for an offense containing elements that are substantially similar to the elements of an offense listed above, felony conviction for theft which occurred in the previous five (5) years, indecent exposure, improper relationship between educator and student, improper photography or visual reporting, deadly conduct, aggravated sexual assault, terroristic threat; online solicitation of a minor, money laundering, Medicaid fraud, Medicare fraud, cruelty to animals, false identification as a peace officer, disorderly conduct, and discharges of a firearm in a public place other than a public road or a sport shooting range, as defined by Section 250.001, Local Government Code. Offenses that are not an absolute bar to employment but may be considered a contraindication will also be considered during the pre-employment process. Tri-County will also complete a driver’s license check. All applicants, employees, contractors and volunteers will be checked prior to hire and monthly through the Texas Health and Human Services Commission Office of the Inspector General (OIG) List of Excluded Individuals. All applicants are required to successfully complete a drug screening and a physical agility test prior to new hire orientation. Applicants who are selected for a position in the Criminal Justice/Jail Diversion Department, TCOOMMI, and those who provide services to TCOOMMI, i.e., psychiatrists, nurses, etc., must have a Federal background check by fingerprinting through the FBI upon initial hire and annually thereafter. Applicants who have lived out of state for two or more years from the date of submission of this application must have a Federal background check by fingerprinting through the FBI if they are selected for a position. TRI-COUNTY’S POLICY OF DISPUTE RESOLUTION Consistent with the laws of the State of Texas, and notwithstanding any provision in an Arbitration Agreement, Tri-County's personnel rules, or any other writing that does not expressly purport to modify this specific Employee's employment at-will status, Employee's employment with Tri-County, regardless of specific job assignment, is, and shall remain, employment at-will. Accordingly, Employee has, and will have, the right to resign from Center's employment at any time, with or without notice, and with or without cause. Similarly, Tri-County may terminate Employee's employment at any time, with or without notice, and with or without cause. An Arbitration Agreement is not intended to, and does not alter Employee's at-will employment status with Tri-County. Employee's at-will employment with Tri-County may only be modified by a separate written agreement that specifically states intent to make that specific change and is signed by Employee and Tri-County’s Chief Executive Officer. Any controversy or dispute between Employee and Tri-County or any of its constituent members, employees, officers, agents, affiliates, or benefit plans, arising from or in any way related to Employee's employment by Tri-County, or the termination thereof, including but not limited to the construction or application of this Agreement, shall be resolved exclusively by final and binding single-person arbitration administered by the American Arbitration ("AAA") under its Employment Rules then applicable to the dispute as modified to limit any arbitration to 120 days and to limit discovery to two depositions per side, each no longer than three hours, and to preclude any written discovery beyond fifteen requests for production. Class and/or collective actions are waived and not permitted. Each Applicant must agree to arbitrate and to waive class and collective action participation and each Employee, without exception, must sign and agree to the termsof the Arbitration Agreement as a condition of employment with Tri-County. *Please print this page for a copy of this policy. Please also acknowledge below that you have read and received/printed a copy of this policy. POLICY ACKNOWLEDGEMENT I understand that, as a condition of my request that Tri-County consider my application and possibly hire me, I must agree to Tri-County's Policy of Dispute Resolution, which I understand requires that all disputes between applicants or employees and Tri-County, its constituent member entities, and/or its officials and/or employees must be resolved solely by arbitration, in accordance with Tri-County's Dispute Resolution Policy, a copy of which I have been provided with in this application and that such policy further requires I waive any right to participate in any class or collective action, either as representative or member and that, instead, I must resolve any dispute, as an applicant or employee, through a single-party arbitration under the specific terms and conditions set forth in Tri-County's Dispute Resolution Policy. I hereby acknowledge receipt of that Policy and agree to be bound by all of its terms in connection with the consideration of my application for employment and throughout my employment, including termination thereof, if I am hired. ..

Last verified - 0 day(s) 18 hour(s) ago



Child & Youth Bilingual Rehab Specialist #2005
Conroe, TX
Job Description: This position carries a combination of skills training and case management responsibilities for an identified caseload of children and youth. The ideal candidate will have a background in child and adolescent mental health and demonstrated ability to work successfully in a fast paced environment. Services will be held primarily in the community and in the child/youth home. Minimum Requirements: Requires Bachelor's Degree in Behavioral Science Field.Applicants must qualify as Qualified Mental Health Professional (QMHP) as defined by Department of State Health Services (DSHS). 3 years mental health experience and treatment strategies to effectively interact with clients, families and other agencies. (Will consider hiring someone with less than 3 years of experience at a lower salary) Master's degree in Behavioral Science fieldmay be substituted for 2 years experience Fluent in both English and Spanish Applicants must have a valid Texas driver's license and be insurable through Tri-County. Effective January 1, 2016, all Tri-County Behavioral Healthcare campuses are smoke free. Payscale & Location: Starting at $39,798/YrIncrease at6 Mo. to $41,110/Yr9 Mo. to $42,468/Yr Pos#: 2005 Type: Full-time Location: Conroe Notice to Prospective Employees **MEMBERS ONLY**SIGN UP NOW*** is an Equal Opportunity Employer and complies with all Federal and State laws pertaining to employment. **MEMBERS ONLY**SIGN UP NOW*** is committed to Affirmative Action and has an Affirmative Action Plan. The Texas Health and Safety Code, Section 533.007, allows Tri-County to check conviction records on applicants. **MEMBERS ONLY**SIGN UP NOW*** contracts with Pre-Check, Inc. to complete the following background checks in accordance with Texas State Health and Safety Code, Chapters 250-253: Criminal history check through the Texas Department of Public Safety (TXDPS), Employee Misconduct Registry (EMR), Nurse Aide Registry and for Medicaid and Medicare fraud. **MEMBERS ONLY**SIGN UP NOW*** will check the CARE System to determine if an applicant has a confirmed allegation of abuse, neglect or exploitation and will not hire any individual with a confirmed allegation. The Texas Administrative Code, Title 25, Chapter 414, Subsection K, has established the following list of offenses that are an absolute bar to employment: criminal homicide, kidnapping and unlawful restraint, indecency with a child, continued sexual abuse of young child or children, sexual assault, aggravated assault, injury to a child, elderly individual, or disabled individual, abandoning or endangering a child, aiding suicide, agreement to abduct from custody, sale or purchase of a child, arson; robbery, aggravated robbery, conviction under the laws of another state, federal law, or the Uniform Code of Military Justice for an offense containing elements that are substantially similar to the elements of an offense listed above, felony conviction for theft which occurred in the previous five (5) years, indecent exposure, improper relationship between educator and student, improper photography or visual reporting, deadly conduct, aggravated sexual assault, terroristic threat; online solicitation of a minor, money laundering, Medicaid fraud, Medicare fraud, cruelty to animals, false identification as a peace officer, disorderly conduct, and discharges of a firearm in a public place other than a public road or a sport shooting range, as defined by Section 250.001, Local Government Code. Offenses that are not an absolute bar to employment but may be considered a contraindication will also be considered during the pre-employment process. Tri-County will also complete a driver’s license check. All applicants, employees, contractors and volunteers will be checked prior to hire and monthly through the Texas Health and Human Services Commission Office of the Inspector General (OIG) List of Excluded Individuals. All applicants are required to successfully complete a drug screening and a physical agility test prior to new hire orientation. Applicants who are selected for a position in the Criminal Justice/Jail Diversion Department, TCOOMMI, and those who provide services to TCOOMMI, i.e., psychiatrists, nurses, etc., must have a Federal background check by fingerprinting through the FBI upon initial hire and annually thereafter. Applicants who have lived out of state for two or more years from the date of submission of this application must have a Federal background check by fingerprinting through the FBI if they are selected for a position...

Last verified - 0 day(s) 18 hour(s) ago


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