We are not going to have competitive and rec teams. Note that these files are not intended to be user-friendly this is raw data presented in a specific machine-readable format per the requirements outlined by the Department of Health and Human Services. These evaluations are only to be used to help divide up our teams evenly, talent and size wise. The MRFs for the benefit package options under the Alaska Airlines, Inc. The Transparency in Coverage Final Rules require certain group health plans to disclose on a public website information regarding in-network provider rates and historical out-of-network allowed amounts and billed charges for covered items and services in two separate machine-readable files (MRFs). Learn more about how we comply with the OFCCP’s Pay Transparency Nondiscrimination Provision. We do not discriminate or retaliate against applicants or employees who inquire about, disclose, or discuss their compensation or that of other applicants or employees. If you need accommodation for any part of the application process because of a medical condition or disability, please send an email to to let us know the nature of your request. We are committed to creating a diverse and inclusive workplace where everyone is valued, treated with dignity and respect, and empowered to do their best work. Click here to access our Employee/Applicant Privacy. If you’re applying for a position in San Francisco, review the guidelines in your area.Īll candidates will receive consideration for employment without regard to any characteristics protected by law. Sizewise is committed to providing equal employment opportunities to all employees and qualified applicants.
During the performance of a city contract, we will provide equal benefits to employees with spouses and employees with domestic partners where required. We are an E-Verify® employer, where required by law. Learn more about your right to work, EEO rights, how EEO is the law, federal, state and local labor law postings. People of color, women, LGBTQIA+, immigrants, veterans, and persons with disabilities are encouraged to apply. If you’d like to view a copy of our affirmative action plans, please fill out an AAP Inspection Request Form. If youd like to follow up with our Talent Acquisition department. We may use your information to maintain the safety and security of Alaska Airlines and Horizon Air, its employees, and others as required or permitted by law. Were always looking for energetic, outgoing people ready to make a. We also consider qualified applicants with criminal histories, consistent with applicable federal, state, and local law. We take affirmative action to ensure equal opportunity for all qualified applicants and employees and do not discriminate based upon race, color, religion, sex (including pregnancy, childbirth, reproductive health decisions, or related medical conditions), sexual orientation, gender identity, gender expression, national origin, age, protected veteran or disability status, genetic information (including family medical history), political views or activity, or other legally protected characteristics. We are proud to be an Equal Employment Opportunity (EEO) and Affirmative Action (AA) employer that is committed to diversity, equity, and inclusion. Nine-hour days, five days a week with on-call two nights and two solid days off? And many lulls between deliveries and many nights no calls came in at all! Well, some employees did not like that lack of work! They preferred keeping busy all the time.Equal Employment Opportunity & Affirmative Action This situation destroyed an employee's "work/life balance".Īnd really, it was not that much work. And months to find someone who did not run away from such work. It takes weeks to have an employee working to actually be of any help. And this meant being on-call for three or four nights a week besides your normal day shift. So this meant those employees who were left, and not management, had to work twice as hard.
Sizewise talent how to#
YOU have been trained to know how to do to all this already! But people quit anyways. You can gown up, wear that mask and protective gloves. The third and last major complaint I heard was delivering to a patient's room who, once again, had something seriously contagious. Difficult? Hell yes! But it is part of the job, and furthermore, you typically had off after that two-nights week for 48 hours. The second reason was being on-call two nights out of seven. The idea you had to actually clean equipment that can, could or might have "deadly" germs on it was one reason it was difficult to keep employees. Too many workers out there in the world of work had germ phobias.
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