Licensed Vocational Nurse - Up to $6,500 in Bonus Incentives
Company: Tri-County Behavioral Healthcare
Location: Conroe
Posted on: May 14, 2022
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Job Description:
This position is eligible for a $2,000 sign on bonus and up to
$4,500 additional incentive payments, for a total of $6,500 by
12/31/22. The Licensed Vocational Nurse will implement physician,
APN and PA orders on Crisis Stabilization Unit.
Administer medication, provide medication education, draw blood
samples,
labs and obtain EKG tracings as indicated. Will assist RN's in
performing
assigned duties on the unit. Observe and document patient status
and
behavior. Provide crisis stabilization nursing to psychiatric
patients. This
position is considered "essential staff". This staff member will
also be
required to work holidays as needed.
The following full-time shifts are available:
(1) 7:00 PM - 07:00 AM - Thursday, Friday, Saturday and every other
Wednesday
Minimum Requirements:
Requires license to practice Vocational Nursing in the State of
Texas.
2 years psychiatric nursing preferred.
Applicants must have a valid TDL and be insurable through
Tri-County.
Effective January 1, 2017, all Tri-County Behavioral Healthcare
campuses are smoke free.
Payscale:
$26.22/hr
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
completes 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 terms of the Arbitration
Agreement as a condition of employment with Tri-County.
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.
Keywords: Tri-County Behavioral Healthcare, Conroe , Licensed Vocational Nurse - Up to $6,500 in Bonus Incentives, Healthcare , Conroe, Texas
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