Job Vacancy Announcements

Blue Cross/Blue Shield has the following position open to external candidates:

*Procurement Specialist (located onsite in Topeka, KS)

Interested applicants can apply online at www.bcbsks.com/careers. 

Topeka Job Fair
Wednesday, June 8, 11:00 am - 2:00 pm,
Heritage Hall (Stormont Vail Event Center) 17th Street and SW Topeka Blvd.

Schedule: 11:00 am - Noon Presentation on how to step up and get hired. Noon-2:00 pm Meet with employers and apply.  

FREE to job seekers!

• Confidence Training
• Job seeker Training
• Meet the employers listed below
• Job openings listed below
• Want a reminder email? ------> Enter an email address at: www.StepUpJobFairs.com

JOB OPENINGS

Site Coordinator, Career Readiness Coordinator, Youth Development Leaders, Social Emotional Support Staff, Bus Drivers, Tutors, CNA, CMA, RN, LPN, Cook, Dining Service Aide, Dishwasher , Laundry Aide, Custodian, Maintenance Technician, Social Worker, Equipment Operators, Engineering Technicians, Rehab Counselors, General Maintenance and Repair Technician Senior, Child Protection Specialist, Employee Relations Human Resource Professional, Registered Nurse, Licensed Practical Nurse, Certified Medical Assistant and Clinic Support Specialist, Custodians, Correctional Officers, Account Clerks II, Direct Support Professionals, Compliance Officer, Head of Loan Administration, IT Systems & Operations Manager, Senior Credit Analyst, Loan Assistant, Operations Assistant, Customer Service Representative, Part-Time Tellers, 6 Therapist Supervisors, 15 Youth and Family Therapists, Industrial Mechanical Technician I, Instructor Assistant, COOP Planner II, Resource Protection Officer-LEO, NE Regional EM Coordinator, Seasonal Laborer, Resource Protection Officer, Accountant V, General Maintenance and Repair Technician Sr., Engineering Technician Senior (Drafting/GIS Technician), Custodial Specialist, Building System Technician, Public Assistance (PA) On Call Disaster Augmentee, Part time receptionist, Sales representative, Cook, Sever, CMA, C.N.A., Plumbing, Carpentry, Cement Masonry, Building Construction Technology, Dental Assistant, Certified Nursing Assistant, Welding, CDL, Pet Care Technician, Customer Care Specialist, Pet Grooming Apprentice, Dog Training Intern, Janitorial/Handyman/Maintenance, Full time evening CMA’s, Full time night shift CNA/CMA’s, Part time nurses, AND MORE.

EMPLOYERS
1. Adjutant General's Department
2. Boys & Girls Club
3. Brewster Place
4. Bridge Haven
5. Brown's Tree Service
6. Community Solutions
7. Home Instead
8. Interim Healthcare
9. J-Six Enterprises
10. Job Corps
11. Kansas Department of Corrections
12. Kansas Department of Revenue
13. Kansas Department of Transportation
14. Kansas Dept for Children & Families
15. Kansas Dept. of Labor
16. Kaw Valley Bank
17. Lawrence Memorial Hospital
18. Legend Senior Living
19. Maximus
20. Office of Kansas Attorney General
21. Shawnee County Department of Corrections
22. Shawnee County Health Department
23. SLI
24. The Dirty Dog
25. Valeo Behavioral Health Care
26. AND THEY'RE STILL SIGNING UP!

Peter Steimle
Sr. Advertising Specialist
Lawrence Journal-World & Tonganoxie Mirror
Step UP Job Fairs
Jobs.Lawrence.com
785.832.7119

The Intrust Bank job vacancy listing is attached for your use. Please feel free to share with others. 

Fast Facts about the Housing Choice Voucher Program (Section 8)

The?Housing Choice Voucher Program,?also known as Section 8, is the federal government’s program for helping low-income families afford housing. Participants can choose housing that meets the requirements of the program and receive housing vouchers to help with their rental costs.

Curious about Section 8 housing? Below are five fast facts to better understand the Housing Choice Voucher Program to help you on your path of finding government assistance.

You can choose where you live

The participant is free to choose any housing that meets the requirements of the Housing Choice Voucher Program and is not limited to units located in subsidized housing projects.?Contact your local?Public Housing Agent (PHA)?to learn about how to apply to the program and the requirements when looking for a house.

You can move while receiving assistance from the voucher program

The Housing Choice Voucher Program?is designed to allow families to move without the loss of housing assistance. Moves are permissible if the family notifies the PHA ahead of time, terminates its existing lease within the lease provisions, and finds acceptable alternate housing.

You have responsibilities as the tenant while receiving assistance

While receiving assistance from the Housing Choice Voucher Program, the tenant must comply with the lease and the program requirements, pay its share of rent on time, maintain the unit in good condition and notify the PHA of any changes in income or family composition.

The landlord in the voucher program must provide housing that meets the program’s standards

The landlord must provide decent, safe, and sanitary housing to a tenant at a reasonable rent. The dwelling unit must pass the program's housing quality standards and be maintained up to those standards if the owner receives housing assistance payments. In addition, the landlord is expected to provide the services agreed to as part of the lease signed with the tenant and the contract signed with the PHA.

The?Department of Housing and Urban Development (HUD) covers the cost of the program

The Department of Housing and Urban Development (HUD)?provides funds to allow PHAs to make housing assistance payments on behalf of the families. HUD also pays the PHA a fee for the costs of administering the?program. When additional funds become available to assist new families, HUD invites PHAs to submit applications for funds for additional housing vouchers.?

How do I obtain these benefits?

As the official benefits website of the U.S. government, Benefits.gov can help you start your benefits search by connecting you to available assistance you may be eligible to receive. In order to obtain the Housing Choice Voucher Program, contact the local PHA, you can locate your local PHA’s contact information on HUD’s website here.

Office of Disability Employment Policy (ODEP) Business $ense

May 2022

Creating a Mental Health-Friendly Workplace: An EARN Training Module

Just in time for Mental Health Awareness Month, the Employer Assistance and Resource Network on Disability Inclusion (EARN) has released a new training module on creating a mental health-friendly workplace.

A companion resource to EARN’s Mental Health Toolkit, the short online course is designed to help employers learn strategies for supporting worker mental health. It provides a deeper dive into the 4As outlined in EARN’s Mental Health Toolkit—build awareness and supportive culture, provide accommodations to employees with mental health conditions, offer employee assistance and ensure access to mental health treatment—along with links to valuable online resources. The module also features a series of quiz questions to help users assess how well they retained the information presented.

“Mental health conditions impact one in five American adults each year,” the module explains. “EARN’s Mental Health Toolkit and training are a gateway to background, tools and resources that can help employers learn how to support workplace mental health and wellbeing and cultivate a welcoming and supportive work environment for all employees, including those with mental health conditions.”
Visit EARN’s website to access the Mental Health Toolkit and Training Module.

U.S. Department of Labor
Office of Disability Employment Policy
DRIVING CHANGE • CREATING OPPORTUNITY

View the Business Sense newsletter on our website

ODEP News Brief

Driving Change | Creating Opportunity

May 27, 2022

Personal Use or Reasonable Accommodation

The Job Accommodation Network will present a webcast on “Personal Use or Reasonable Accommodation: What’s What?” on June 9 from 2:00-3:00 p.m. ET. In the webcast, JAN consultants will examine some common and not so common issues when determining what is considered a personal use item and what is considered a reasonable accommodation in the workplace.

• Register for “Personal Use or Reasonable Accommodation: What’s What?”

Job Accommodation Network Newsletter

In observance of Mental Health Awareness Month, the Job Accommodation Network’s May newsletter focuses on accommodating and supporting employees with mental health conditions. Topics include supporting teleworkers, asking employees if they need assistance, and processing emotional support animal requests.

• Read the JAN newsletter

Competitive Integrated Employment for People with Mental Health Conditions

In recognition of Mental Health Awareness Month, the Employment First Community of Practice will hold a webinar on “Funding for Competitive Integrated Employment Support Services for People with Mental Health Conditions” on June 1 from 3:00-4:00 p.m. ET. The webinar will provide background on the development of the Advancing State Policy for Recovery and Employment initiative and how CIE programs supporting people with mental health conditions are developed and funded in Iowa, Wisconsin and Florida.

• Register for “Funding for Competitive Integrated Employment Support Services for People with Mental Health Conditions”

Employer Assistance and Resource Network on Disability Inclusion Newsletter

The Employer Assistance and Resource Network on Disability Inclusion released its May newsletter. In addition to articles and resources for supporting mental health in the workplace, the newsletter features EARN’s new accessibility checklists for events and training.

• Read the EARN newsletter

Supporting Employee Mental Health and Wellbeing

As Mental Health Awareness Month ends, the Employer Assistance and Resource Network on Disability Inclusion published “Supporting Employee Mental Health and Wellbeing: The Importance of an Individualized Approach.” This learning guide on workplace mental health and wellbeing helps employers understand the importance of using an individualized approach to support employee mental health. It also explores how an intersectional lens is necessary to understand the impact of the COVID-19 pandemic on employees’ mental health. It includes statistics on the increase in depression and anxiety among certain historically underserved populations, such as people with disabilities and the LGBTQ+ community. Read the guide to learn strategies employers can use to create a mental health-friendly workplace for employees from all backgrounds.

• Read “Supporting Employee Mental Health and Wellbeing: The Importance of an Individualized Approach” (attached below)

Creating a Truly Inclusive Workplace

The teams at the Partnership on Inclusive Apprenticeship and the Partnership on Employment & Accessible Technology posted a podcast episode on “Creating a Truly Inclusive Workplace: A Conversation Between Colleagues with Disabilities” highlighting the importance of inclusive workplaces. In this episode, four colleagues discuss their personal experiences as employees with disabilities, including mental health disabilities, visual impairment and substance use disorder. Based on their lived experiences, they offer advice on what employers and fellow team members can do to create a truly inclusive and stigma free workplace.

• Listen to “Creating a Truly Inclusive Workplace: A Conversation Between Colleagues with Disabilities”

State Tax Incentives for Disability Employment

The Council of State Governments, in collaboration with the State Exchange on Employment & Disability, published a blog on “Engaging the Private Sector: States Employ Tax Incentives to Support Hiring of People with Disabilities.” The blog highlights various state policies to help the private sector provide meaningful job opportunities for individuals with disabilities.

• Read “Engaging the Private Sector: States Employ Tax Incentives to Support Hiring of People with Disabilities”

The EEO Status of Workers with Disabilities in the Federal Sector

The Equal Employment Opportunity Commission released a report on “The EEO Status of Workers with Disabilities in the Federal Sector.” The study examines federal workers with disabilities’ demographics, hiring, advancement and separation from employment at federal agencies, discrimination complaints based on disability, and ways that federal agencies are improving accessibility for people with disabilities.

• Read the EEOC news release

U.S. Department of Labor
Office of Disability Employment Policy
DRIVING CHANGE • CREATING OPPORTUNITY

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