VRX Labs is a startup business with offices throughout California. Our business will specialize in the safety and quality assurance testing for the cannabis and cannabis related products, complying with the rules and regulations set forth by the Bureau of Cannabis Control (BCC) in the state of California.
Founded by physicians, scientists, and business people committed to making a positive impact in the state of California, the hallmarks of the business – our motto and mission statement - is to provide Efficient, Reliable, and Consistent testing. We are committed to becoming the industry leader in this new market space.
We are looking for experienced people to help build our business. This is a great opportunity for an energetic, hands-on, process oriented professional who is looking to make a major impact and grow with a high-potential firm.
Position: HUMAN RESOURCE MANAGER
Please submit cover letter, resume and desired salary for consideration. Also, please specify if you are willing to relocate within the state of California.
Location: Long Beach, CA
Job Description: 
This position will be reporting to the Chief Executive Officer of VRX Labs. Human Resource Manager needs to develop and manage department to lead and direct employees. The HR Manager will plan, direct, and coordinate the administrative functions of the HR organization to include recruiting, interviewing of new staff, collaboration with executive management on strategic HR planning and serve as a link between management and its employees. HR must have a working knowledge in California employment laws, experience in HR policy and development and documentation, compensation/benefits, employee relations, safety, labor relations, wage and hour, EEO, and EEOC. The manager will establish and document policies and procedures to guide the organization’s implementation of HR best practices that will lead to a high-performance culture and the retention of a superior workforce. Compensation plan development and benefit program administration will be the responsibility of the Human Resource Manager. Possess strong written and verbal communication skills and affiliation with related professional Human Resource organizations.
Responsibilities: 
<ul>
<li>Recruit, Interview and hire for open positions at VRX Labs</li>
<li>Process and verify new employee paperwork and complete on-boarding process for all new employees</li>
<li>New employee on-boarding and assimilation including but not limited to: coordinating new hire set-up, conducting new hire orientation, and communication with new hires</li>
<li>Prepare new hire packages, prepare desks, desk phones and prepare basic supply package for first day</li>
<li>Create all essential documents and manuals that will be used for HR and company usage</li>
<li>Maintaining employee files</li>
<li>Liaise with IT to set-up new desk phones and ordering new equipment for new hires</li>
<li>Schedule interviews</li>
<li>Coordinate Security checks for new hires</li>
<li>Track mandatory Health &amp; Safety training</li>
<li>Assist in coordinating employee training for new hires and temporary employees</li>
<li>Coordinate and conduct job fairs</li>
<li>Liaise with remote sites to coordinate flow of paperwork for HR</li>
<li>Liaises with security contact to coordinate new pass cards</li>
<li>Administrate Benefit packages</li>
<li>Other duties as assigned</li>
</ul>
Background and Experience: 
<ul>
<li>Minimum of a Bachelor’ degree or equivalent in Human Resource, Business or related major.</li>
<li>A minimum of 7 years of progressive leadership experience in Human Resource positions to include specialized training in employment law, employee relations and labor relations combined with active affiliations with appropriate Human Resource networks.</li>
<li>Strong interpersonal, verbal communication, written communication and presentation skills.</li>
<li>Excellent organizational and planning skills to set and exceed established goals, schedules and deadlines required.</li>
<li>Strong initiative to take direction, apply learning’s, and execute on requests.</li>
<li>Ability to maintain confidential information as it pertains to HR issues.</li>
<li>Possess advanced level computer skills in word processing, email, spreadsheets, and presentations.</li>
</ul>
Job Type: Full-time
Salary: Competitive salary
Job Type: Full-time
Experience:
<ul><li>Human Resources: 7 years</li></ul>
Education:
<ul><li>Bachelor's</li></ul>

Human Resources Manager

<ul>
<li>Ability to dig pits, trenches and/or indentations manually or mechanically</li>
<li>Ability to safely identify utilities in the trench/bore path.</li>
<li>Ability to restore and landscape disturbed areas of the jobsite</li>
<li>Ability to safely and correctly stub-up conduit and wire</li>
<li>Performs site set-up and clean-up</li>
<li>Ability to clean vehicles, trailers, tools and equipment</li>
<li>Ability to safely and correctly direct multi-directional traffic with appropriate signage</li>
<li>Ability to follow simple instructions</li>
</ul>
 QUALIFICATIONS
<ul>
<li>Must have an understanding of basic construction principles</li>
<li>Must have ability to follow directions</li>
<li>Must have the ability to operate manual and mechanical equipment necessary to complete jobs</li>
<li>Must have or able to obtain knowledge of “safety systems” associated with trenching and/or drilling including set-up and emergency procedures</li>
</ul>
 SAFETY RESPONSIBILITIES
<ul>
<li>The employee shall follow all safety rules at all times.</li>
<li>The employee shall not engage in unsafe acts.</li>
<li>The employee is expected to attend and participate in all safety meetings and training.</li>
<li>The employee shall use all prescribed safety equipment that is required to safely do the job at hand.</li>
<li>The employee shall report unsafe acts or conditions to his or her immediate Supervisor or Safety Personnel.</li>
<li>The employee shall report any and all injuries, accidents and/or incidents immediately their immediate Supervisor.</li>
<li>The employee shall be a safe worker on and off the job.</li>
</ul>
 SUPERVISORY RESPONSIBILITIES

This position does not have supervisory duties.

ON-CALL AND TRAVEL REQUIREMENTS

This position may require being on call. Employee will respond to emergency call between the hours of 5:00 p.m. to 8:00 a.m. This position may require weekend work, night work and/or overnight travel.

EDUCATION AND EXPERIENCE

A High School Diploma or general education degree (GED); or one (1) to three (3) months related experience and/or training; or equivalent combination of education and experience.

LANGUAGE SKILLS

This position requires the ability to communicate in English (English and Spanish preferred) with coworkers, customers and the general public.

MATHEMATICAL SKILLS

This position requires the ability to do math equation and summaries for reporting work completed.

COMPUTER SKILLS

This position does not require specific computer knowledge.

REASONING SKILLS

This position requires the ability to apply common sense understanding to carry out instructions in written, oral, or diagram form.

CERTIFICATES, LICENSES, REGISTRATIONS

Must be able to drive a manual transmission vehicle and have a valid Class D drivers license.

PHYSICAL DEMANDS

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this position.

While performing the duties of this position, the employee is regularly required to use hands to finger, handle, or feel; bend, squat, stoop, kneel, crouch, or crawl; talk and hear. The employee frequently is required to stand, walk, sit, reach with hands and arms, and climb or balance. The employee must be able to lift and/or move up to 50 pounds regularly and frequently lift or move up to 100 pounds. Specific vision abilities required by this position include close vision, distance vision, color vision, peripheral vision, depth perception, and ability to adjust focus.

WORK ENVIRONMENT

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this position.

While performing the duties of this position, the employee is regularly exposed to outside weather conditions and may be subject to adverse conditions such as high humidity, temperatures, rain, snow and prolonged sun exposure. The outside work environment will vary throughout the workday including changes in terrain, traffic, urban settings and/or rural settings. The employee is occasionally exposed to natural gas and to the risk of electrical shock. The noise level in the work environment is usually moderate.

Star Construction, LLC offers a competitive and comprehensive compensation and benefits package including Medical, Dental, Vision, Life, Short and Long-term disability insurance as well as 401k retirement plan with company match, tuition reimbursement, PTO and paid Holidays.

Star Construction, LLC ("Star") provides specialty contracting services ranging from full service turn-key project management to specialized applications meeting telecommunications industry needs. Services include placing poles, anchors and guys, aerial strand and cable, direct buried pipe, trenching cable, conventional and directional boring , placing underground conduit systems, performing inside wiring and cabling, and testing and maintenance services.

Headquartered in Knoxville, Tennessee, Star was incorporated in 1954 and serves telecommunications and other utility customers in the Southeastern United States. With Star's extensive management experience, it is well positioned to provide the quality service that customers expect, as well as expand to meet the needs of corporate, medical, educational and governmental communities as they discover the tremendous potential of optical fiber networks, broadband systems and other applications.

__________________________________________________________________ 
When you apply for this job, you will be asked to answer questions regarding your criminal background. Answering “Yes” to the criminal background questions will not automatically bar you from employment. A criminal background check will be conducted following any conditional offer of employment. Only those crimes which are substantially related to the position you are seeking will be considered. Please note that for certain contractors with whom we do business, based on the nature of their operation, the type of offense and related factors may affect your assignment to that contractor. Factors that will be taken into account include: (1) The facts or circumstances surrounding the offense or conduct; (2) the number of offenses for which you were convicted or plea was entered; (3) your age at the time of conviction or plea, or release from prison; (4) any evidence that you performed the same or similar type of work, post conviction/plea, with the same or different employers, with no known incidents of criminal conduct; (5) the length and consistency of employment history before and after the offense or conduct; (6) any rehabilitation efforts, e.g. education/training; (7) any employment or character references and any other information regarding your fitness for the particular position; and/or (8) whether you are bonded under a federal, state, or local bonding program. 
For applicants residing in and/or applying for a position in a state or locality listed below, please review the specific directions below before submitting your application. 
CALIFORNIA APPLICANTS: Do not identify any misdemeanor conviction for which probation has been successfully completed or otherwise discharged and the case has been dismissed by a court. Also, do not identify marijuana related convictions entered by the court more than 2 years ago that involve: unlawful possession of marijuana; transportation or giving away of up to 28.5 grams of marijuana, other than concentrated cannabis, or the offering to transport or give away up to 28.5 grams of marijuana, other than concentrated cannabis; possession of paraphernalia used to smoke marijuana; being in a place with knowledge that marijuana was being used; or being under the influence of marijuana. Also, do not identify any arrest or detention that did not result in a conviction or any record of a referral to, and participation in, any pretrial or post trial diversion program. (SAN FRANCISCO APPLICANTS: Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS AFTER THE FIRST INTERVIEW. When answering such questions, please do not disclose any misdemeanor and felony convictions that occurred more than seven years prior to the inquiry or : (a) arrests other than those which charges are still pending, (b) completion of any diversion program, (c) sealed or juvenile offenses, or (d) infractions that are not 
felonies or misdemeanors.) 
CONNECTICUT APPLICANTS: Do not identify any arrest, criminal charge or conviction the records of which have been erased by a court based on sections 46b-146, 54-76o or 54-142a of the Connecticut General Statutes. Criminal records subject to erasure under these sections are records concerning a finding of delinquency or the fact that a child was a member of a family with service needs, an adjudication as a youthful offender, a criminal charge that was dismissed or not prosecuted, a criminal charge for which the person was found not guilty, or a conviction for which the offender received an absolute pardon. Any person whose criminal records have been judicially erased under one or more of these sections is deemed to have never been arrested within the meaning of the law as it applies to the particular proceedings that have been erased, and may so swear under oath. 
GEORGIA APPLICANTS: Do not identify any verdict or plea of guilty or nolo contendere that was discharged by the court under Georgia’s First Offender Act. 
HAWAII APPLICANTS: Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT. Please limit your responses to any convictions within the past 10 years, excluding any period of time when you were incarcerated. 
IOWA APPLICANTS: Convictions will not automatically be a bar to employment, but the job, and the time, nature and seriousness of the crime will be considered. 
MARYLAND APPLICANTS: UNDER MARYLAND LAW, AN EMPLOYER MAY NOT REQUIRE OR DEMAND, AS A CONDITION OF EMPLOYMENT, PROSPECTIVE EMPLOYMENT OR CONTINUED EMPLOYMENT, THAT ANY INDIVIDUAL SUBMIT TO OR TAKE A LIE DETECTOR OR SIMILAR TEST. AN EMPLOYER WHO VIOLATES THIS LAW IS GUILTY OF A MISDEMEANOR AND SUBJECT TO A FINE NOT EXCEEDING $100. 
MASSACHUSETTS APPLICANTS: Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT. You do not have to identify any record relating to prior arrests, criminal court appearances or convictions for which the record has been sealed and is on file with the Commissioner of Probation. You also do not have to identify prior arrests, court appearances and adjudications in cases of delinquency or as a child in need of services which did not result in a complaint transferred to the superior court for criminal prosecution. You also do not have to identify (1) an arrest, detention or disposition regarding any violation of law in which no conviction resulted; (2) first-time misdemeanor convictions for drunkenness, simple assault, speeding, minor traffic violations, affray or disturbance of the peace; and (3) convictions for other misdemeanors where the date of conviction or the end of any period of incarceration was more than 5 years ago, unless there have been subsequent convictions within those 5 years. 
It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability. 
MICHIGAN APPLICANTS: Do not identify any misdemeanor arrests, detentions or dispositions that did not result in conviction. 
MINNESOTA APPLICANTS: Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE BEEN NOTIFIED OF SELECTION FOR AN INTERVIEW, OR IF NO INTERVIEW, WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT. 
NEBRASKA APPLICANTS: Do not identify a sealed juvenile record of arrest, custody, complaint, disposition, diversion, adjudication or sentence. 
NEVADA APPLICANTS: Please note that the discharge and dismissal of certain first time drug offenses, after the accused has completed probation and any required treatment or educational programs, does not constitute a “conviction” for purposes of employment. 
NEW YORK APPLICANTS: You may answer “no record” concerning any criminal proceeding that terminated in your favor, per section 160.50 of the New York Criminal Procedure Law; any criminal proceeding that terminated in a “youthful offender adjudication,” as defined in section 720.35 of the New York Criminal Procedure Law; any conviction for a “violation” that already has been sealed by the court, per section 160.55 of the New York Criminal Procedure Law; and any conviction that was sealed pursuant to section 160.58 of the New York Criminal Procedure Law in connection with the licensing, employment or providing of credit or insurance. (BUFFALO APPLICANTS: Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS AFTER BEING INTERVIEWED IN PERSON OR BY TELEPHONE.) 
NEW JERSEY APPLICANTS (NEWARK ONLY): Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT. You are not required to identify: (1) convictions for indictable offenses that are more than eight years old, measured from the date of sentencing; (2) disorderly person convictions or municipal ordinance violations that are more than five years old, measured from the date of sentencing; or (3) juvenile adjudications of delinquency; or criminal charges that never resulted in a conviction (4) records that have been erased, expunged, the subject of executive pardon or otherwise legally nullified. 
OHIO APPLICANTS: Do not report any arrest or conviction for a minor misdemeanor drug violation as defined under Ohio Rev. Code 2925.11. 
PENNSYLVANIA APPLICANTS: Do not identify convictions for summary offenses. (PHILADELPHIA APPLICANTS: Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT.) 
RHODE ISLAND APPLICANTS: Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT. 
The Company is subject to Chapters 29-38 of Title 28 of the General Laws of Rhode Island, and is therefore covered by the state’s workers’ compensation law. 
WASHINGTON APPLICANTS: Do not identify any conviction entered by the court more than 10 years ago unless some period of incarceration resulting from that conviction took place within the last ten years. (SEATTLE APPLICANTS: Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT.)

Laborer - Underground Construction

A Bit About Us
 
greenRush “The Amazon of Cannabis” is the most advanced cannabis technology &amp; marketing company in the world. Our platform provides consumers with access to thousands of products across hundreds of dispensaries and cities.
 
Why greenRush
 
Work with a great team and have a huge impact! Opportunity to work in one of the hottest and fastest growing industries in the Bay Area Entry level position with a pathway to build your career – amazing growth opportunity!
 
The Role
 
We are looking for a talented, curious, and highly motivated Business Analyst/Data Scientist to join the team. A strong candidate will be able to turn data into insights and work with product team to turn those insights into features our users will love.
 
Responsibilities
 
Own KPIs and business dashboards. Use SQL and analytics tools to create KPI’s and deliver them to business users through real-time dashboards.
 
Collaborate with Business and Data teams to gather requirements, develop, and deliver regular reports.
 
Analyze and understand trends and drivers, as well as business risks and opportunities to produce recommendations and insights to drive effective decisions.
 
Work closely with different business teams to prioritize and support decision making.
 
Support data quality initiatives through analysis and monitoring data streams.
 
Qualifications &amp; Skills
 Good data skills: experience using SQL for complex queries and joining datasets from multiple systems. Knowledge of Salesforce is a plus
 
Experience working with analysis tools such as Pandas, SciPy, Scikit, Jupyter/iPython notebooks
 
An understanding of basic descriptive and inferential statistics
 
Ability to multitask and comfortable working in a fast-paced and dynamic environment
 
High level of written and verbal communication skills
 
Highly organized and able to self-manage your daily schedule and priorities
 
A team player!
 
Fast learner
 
Passion for the value of data and communicating insights to a broad audience with varying levels of technical expertise
 
APPLICATION VIDEO
 
In the video please introduce yourself and why you’re a great fit for this role.
 
The video should be one minute or less and should be uploaded to YouTube. If you don’t want other people to find it, mark it as unlisted. Don’t mark it as private or disallow embedding , or we won’t be able to see it.
 
The video should contain nothing except for you talking. No screenshots or postproduction wizardry please; we don’t want this to turn into a video making contest.
 
Please do not recite a script written beforehand. Just talk spontaneously as you would to a friend. People delivering memorized speeches (or worse still, text read off the screen) usually come off as robotic. Unless you’re a good enough actor to fake spontaneity, you lose more in the stilted delivery than you gain from a more polished message.
 
Please do not add any background music to your video. We regularly give up 10 seconds into a video because we can’t stand the random background music.
 
Most importantly, have fun with this (bonus points for creativity)! It is an opportunity for us to get to know you better!
 KEYWORDS: 
Cannabis, Marijuana, Dispensary, Business Intelligence, SQL, Data Analytics

Business Intelligence Associate

Retail General Manager
Buds &amp; Roses is Los Angeles’ premier cannabis retailer, specializing in sourcing only the safest and highest quality products, and in providing an exquisite experience for all enthusiasts.
We will be interviewing qualified candidates for the position of General Manager of our location at 13047 Ventura Blvd., Studio City, CA, 91604. Our strong customer service platform, outstanding product selection and quality, professionally trained, and expert staff, and our committed ownership truly set us apart in this industry and market.
Our ideal candidate will have a solid base of retail sales and management experience, and will possess a high level of previously demonstrated ability in Sales, Customer Service, Training, Operations and Sales Management.
Compensation ranges from 50k-60k+ for this position, based on experience, scope of management duties, and ability to affect ROI, in a combination of base salary and monthly/quarterly bonuses, dependent on your measured ability to;
<ul>
<li>consistently achieve your own “fair share” of personal sales and service goals</li>
<li>recruit, interview, hire, stay well-staffed, and train at all levels of store personnel in operations, product knowledge, sales and customer service</li>
<li>manage comprehensive store operations that are executed at a high level of productivity, efficiency, and accuracy</li>
<li>control and improve upon variable metrics, including revenue, margins, expense control, labor and productivity</li>
<li>manage our staff to operate at a very high level of customer service AND sales/profitability</li>
</ul>
In addition to a competitive salary and incentive package, we also offer Health Care Subsidy, Employee Discount, Sick, Personal, Vacation leave, and paid Management/ Sales/Service Training.
We will be accepting applications for this position from May 17th through June 8th, and will be conducting interviews during and after those dates.
Job Type: Full-time
Salary: $50,000.00 to $60,000.00 /year
Experience:
<ul><li>Management: 3 years</li></ul>
Education:
<ul><li>Bachelor's</li></ul>
Location:
<ul><li>Los Angeles, CA</li></ul>
License:
<ul><li>Driver's License</li></ul>

Retail General Manager

Tjader &amp; Highstrom Utility Services, LLC is an industry leading underground utility contractor out of New Richmond WI, and we are looking to add to our workforce in the West Central part of Wisconsin &amp; Southeastern Minnesota area.

 Work in the New Richmond, Baldwin, Eau Claire, Glenwood City, Menomonie Ashland, Superior, Hayward, Rice Lake, Spooner, Cumberland Wisconsin areas and also the Red Wing, Minnesota area. Looking for hard working individuals who enjoy working in a positive team environment

Tjader &amp; Highstrom offers competitive wages, health insurance, 401(k) savings plan, dental insurance &amp; life insurance. . CDL is preferred but not required for all positions. Pre-employment drug screening, and valid driver license is mandatory. (E.O.E)
 ESSENTIAL DUTIES AND RESPONSIBILITIES
<ul>
<li> Ability to follow simple instructions</li>
<li> Ability to dig pits, trenches and/or indentations manually or mechanically
 </li>
<li>Ability to safely identify utilities in the trench/bore path.</li>
<li> Ability to restore and landscape disturbed areas of the jobsite</li>
<li> Performs site set-up and clean-up</li>
<li> Ability to clean vehicles, trailers, tools and equipment</li>
<li> Ability to demonstrate job skill, procedures and techniques to new hires
</li>
</ul>
 QUALIFICATIONS
<ul>
<li> Must have ability to follow directions</li>
<li> Must have the ability to operate manual and mechanical equipment necessary to complete jobs</li>
<li> Must have or able to obtain knowledge of “safety systems” associated with trenching and/or drilling including set-up and emergency procedures</li>
</ul>
 SAFETY RESPONSIBILITIES
<ul>
<li> The employee shall follow all safety rules at all times.
 </li>
<li>The employee shall not engage in unsafe acts.</li>
<li> The employee is expected to attend and participate in all safety meetings and training.</li>
<li> The employee shall use all prescribed safety equipment that is required to safely do the job at hand.</li>
<li> The employee shall report unsafe acts or conditions to his or her immediate Supervisor or Safety Personnel.</li>
<li> The employee shall report any and all injuries, accidents and/or incidents immediately their immediate Supervisor.
 </li>
<li>The employee shall be a safe worker on and off the job.</li>
</ul>
 SUPERVISORY RESPONSIBILITIES

This position does not have supervisory duties.


ON-CALL AND TRAVEL REQUIREMENTS

This position may require being on-call. Employee will respond to emergency call between the hours of 5:00 p.m. to 8:00 a.m. This position may require weekend work, night work and/or overnight travel.

PHYSICAL DEMANDS

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this position.

 While performing the duties of this position, the employee is regularly required to use hands to finger, handle, or feel; bend, stoop, kneel, crouch, or crawl; and talk or hear. The employee frequently is required to stand, walk, sit, reach with hands and arms, and climb or balance. The employee must be able to lift and/or move up to 50 pounds repeatedly and frequently lift or move up to 100 pounds. Specific vision abilities required by this position include close vision, distance vision, color vision, peripheral vision, depth perception, and ability to adjust focus.

WORK ENVIRONMENT

The work environment characteristics described here are representative of those an employee encounters while performing the essential functions of this position.

 While performing the duties of this position, the employee is regularly exposed to outside weather conditions and may be subject to adverse conditions such as high humidity, high temperatures, high wind, extreme cold, rain, sleet, and snow. The outside work environment will vary throughout the workday including changes in terrain, traffic, urban settings and/or rural settings. The employee is occasionally exposed to natural gas and to the risk of electrical shock. The noise level in the work environment is usually moderate.
 __________________________________________________________________ 
Our Company is an equal employment opportunity employer. The Company’s policy is not to discriminate against any applicant or employee based on race, color, sex, sexual orientation, gender identity, genetic information, religion, national origin, age, disability, veteran status, or any other basis protected by applicable federal, state, or local laws. The Company also prohibits harassment of applicants or employees based on any of these protected categories. It is also the Company’s policy to comply with all applicable state and federal laws respecting consideration of unemployment status in making hiring decisions. 
__________________________________________________________________ 
When you apply for this job, you will be asked to answer questions regarding your criminal background. Answering “Yes” to the criminal background questions will not automatically bar you from employment. A criminal background check will be conducted following any conditional offer of employment. Only those crimes which are substantially related to the position you are seeking will be considered. Please note that for certain contractors with whom we do business, based on the nature of their operation, the type of offense and related factors may affect your assignment to that contractor. Factors that will be taken into account include: (1) The facts or circumstances surrounding the offense or conduct; (2) the number of offenses for which you were convicted or plea was entered; (3) your age at the time of conviction or plea, or release from prison; (4) any evidence that you performed the same or similar type of work, post conviction/plea, with the same or different employers, with no known incidents of criminal conduct; (5) the length and consistency of employment history before and after the offense or conduct; (6) any rehabilitation efforts, e.g. education/training; (7) any employment or character references and any other information regarding your fitness for the particular position; and/or (8) whether you are bonded under a federal, state, or local bonding program. 
For applicants residing in and/or applying for a position in a state or locality listed below, please review the specific directions below before submitting your application. 
CALIFORNIA APPLICANTS: Do not identify any misdemeanor conviction for which probation has been successfully completed or otherwise discharged and the case has been dismissed by a court. Also, do not identify marijuana related convictions entered by the court more than 2 years ago that involve: unlawful possession of marijuana; transportation or giving away of up to 28.5 grams of marijuana, other than concentrated cannabis, or the offering to transport or give away up to 28.5 grams of marijuana, other than concentrated cannabis; possession of paraphernalia used to smoke marijuana; being in a place with knowledge that marijuana was being used; or being under the influence of marijuana. Also, do not identify any arrest or detention that did not result in a conviction or any record of a referral to, and participation in, any pretrial or post trial diversion program. (SAN FRANCISCO APPLICANTS: Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS AFTER THE FIRST INTERVIEW. When answering such questions, please do not disclose any misdemeanor and felony convictions that occurred more than seven years prior to the inquiry or : (a) arrests other than those which charges are still pending, (b) completion of any diversion program, (c) sealed or juvenile offenses, or (d) infractions that are not 
felonies or misdemeanors.) 
CONNECTICUT APPLICANTS: Do not identify any arrest, criminal charge or conviction the records of which have been erased by a court based on sections 46b-146, 54-76o or 54-142a of the Connecticut General Statutes. Criminal records subject to erasure under these sections are records concerning a finding of delinquency or the fact that a child was a member of a family with service needs, an adjudication as a youthful offender, a criminal charge that was dismissed or not prosecuted, a criminal charge for which the person was found not guilty, or a conviction for which the offender received an absolute pardon. Any person whose criminal records have been judicially erased under one or more of these sections is deemed to have never been arrested within the meaning of the law as it applies to the particular proceedings that have been erased, and may so swear under oath. 
GEORGIA APPLICANTS: Do not identify any verdict or plea of guilty or nolo contendere that was discharged by the court under Georgia’s First Offender Act. 
HAWAII APPLICANTS: Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT. Please limit your responses to any convictions within the past 10 years, excluding any period of time when you were incarcerated. 
IOWA APPLICANTS: Convictions will not automatically be a bar to employment, but the job, and the time, nature and seriousness of the crime will be considered. 
MARYLAND APPLICANTS: UNDER MARYLAND LAW, AN EMPLOYER MAY NOT REQUIRE OR DEMAND, AS A CONDITION OF EMPLOYMENT, PROSPECTIVE EMPLOYMENT OR CONTINUED EMPLOYMENT, THAT ANY INDIVIDUAL SUBMIT TO OR TAKE A LIE DETECTOR OR SIMILAR TEST. AN EMPLOYER WHO VIOLATES THIS LAW IS GUILTY OF A MISDEMEANOR AND SUBJECT TO A FINE NOT EXCEEDING $100. 
MASSACHUSETTS APPLICANTS: Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT. You do not have to identify any record relating to prior arrests, criminal court appearances or convictions for which the record has been sealed and is on file with the Commissioner of Probation. You also do not have to identify prior arrests, court appearances and adjudications in cases of delinquency or as a child in need of services which did not result in a complaint transferred to the superior court for criminal prosecution. You also do not have to identify (1) an arrest, detention or disposition regarding any violation of law in which no conviction resulted; (2) first-time misdemeanor convictions for drunkenness, simple assault, speeding, minor traffic violations, affray or disturbance of the peace; and (3) convictions for other misdemeanors where the date of conviction or the end of any period of incarceration was more than 5 years ago, unless there have been subsequent convictions within those 5 years. 
It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability. 
MICHIGAN APPLICANTS: Do not identify any misdemeanor arrests, detentions or dispositions that did not result in conviction. 
MINNESOTA APPLICANTS: Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE BEEN NOTIFIED OF SELECTION FOR AN INTERVIEW, OR IF NO INTERVIEW, WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT. 
NEBRASKA APPLICANTS: Do not identify a sealed juvenile record of arrest, custody, complaint, disposition, diversion, adjudication or sentence. 
NEVADA APPLICANTS: Please note that the discharge and dismissal of certain first time drug offenses, after the accused has completed probation and any required treatment or educational programs, does not constitute a “conviction” for purposes of employment. 
NEW YORK APPLICANTS: You may answer “no record” concerning any criminal proceeding that terminated in your favor, per section 160.50 of the New York Criminal Procedure Law; any criminal proceeding that terminated in a “youthful offender adjudication,” as defined in section 720.35 of the New York Criminal Procedure Law; any conviction for a “violation” that already has been sealed by the court, per section 160.55 of the New York Criminal Procedure Law; and any conviction that was sealed pursuant to section 160.58 of the New York Criminal Procedure Law in connection with the licensing, employment or providing of credit or insurance. (BUFFALO APPLICANTS: Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS AFTER BEING INTERVIEWED IN PERSON OR BY TELEPHONE.) 
NEW JERSEY APPLICANTS (NEWARK ONLY): Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT. You are not required to identify: (1) convictions for indictable offenses that are more than eight years old, measured from the date of sentencing; (2) disorderly person convictions or municipal ordinance violations that are more than five years old, measured from the date of sentencing; or (3) juvenile adjudications of delinquency; or criminal charges that never resulted in a conviction (4) records that have been erased, expunged, the subject of executive pardon or otherwise legally nullified. 
OHIO APPLICANTS: Do not report any arrest or conviction for a minor misdemeanor drug violation as defined under Ohio Rev. Code 2925.11. 
PENNSYLVANIA APPLICANTS: Do not identify convictions for summary offenses. (PHILADELPHIA APPLICANTS: Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT.) 
RHODE ISLAND APPLICANTS: Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT. 
The Company is subject to Chapters 29-38 of Title 28 of the General Laws of Rhode Island, and is therefore covered by the state’s workers’ compensation law. 
WASHINGTON APPLICANTS: Do not identify any conviction entered by the court more than 10 years ago unless some period of incarceration resulting from that conviction took place within the last ten years. (SEATTLE APPLICANTS: Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT.)

Construction Laborer

Job Title: Sr. Ruby on Rails Developer 
Location: Oakland 
Compensation: $160-170k 
Our client is a leader in sustainable, sun-grown cannabis representing two of California's most special micro-climates and their small farmer ecosystems. They give scale to premier, artisan farmers in Mendocino County and Southern Humboldt by distributing branded products through both wholesale and retail channels. 
As a leader in California cannabis, our client has notably and strategically purchased an 80-acre, 85,000 square foot historic family winery in Mendocino which is being converted into the largest-ever cannabis processing and distribution center in Northern California. 
Job Title Responsibilities: 
Designing and implementing new product features, large and small on a host of applications that represent supply chain management, inventory forecasting, farmer apps, wholesale buyer portals, BI tools, and online e-commerce systems 
Identifying bottlenecks and bugs, and devising solutions to these problems 
Collaborating with other team members through code reviews and occasional pair programming 
Guiding technical decision making and contributing towards improving our engineering process 
Working with the Head of Engineering, Product Management and other team leaders to inform product road mapping 
Writing and improving automated tests using Rspec and Capybara 
Conduct technical and- feature risk assessments 
Understanding and influencing the vision and overall strategy 
Helping maintain code quality, organization and automatization 
Job Title Requirements: 
7+ years of production engineering experience 
5+ years experience with Ruby on Rails - full-stack experience is a must 
5+ years experience with Javascript 
Experience PostgreSQL database 
Comfort with front end technologies such as: jQuery, css, html 
Ability to work and participate in an agile team setting with an open, collaborative communication style 
Strong problem solving, debugging skills, eye for detail, and an ability to anticipate and find corner cases 
Proficient in design of algorithms and data structures 
Experience in Unit Testing or Test Driven Development 
Plus: 
Comfort with Angular &amp; Bootstrap on the front-end or javascript frameworks such as React or Ember 
Exposure to AWS 
Working knowledge of Heroku 
#LI-ES1 
About Nelson: For more than 45 years, we've been passionate about helping people find jobs they love - rewarding jobs that further career goals. At Nelson, we partner with companies that have outstanding reputations. Working with innovative startups to Fortune 500 companies, our skilled recruiters have access to opportunities beyond what you can find on your own.

With Nelson, you'll get the most out of your career. Together, we'll set career goals and find you a position where your skills shine. Whether you are looking for a position in: accounting &amp; finance, administration, computer gaming, digital media, engineering, human resources, legal, light industrial, manufacturing, or technology, Nelson helps place people in full-time, temporary, temp-to-hire, project, and contract positions.

Sr. Ruby on Rails Developer

Directional Boring Operator - Tjader &amp; Highstrom Utility Services, LLC is looking for an experienced Directional Boring Operator for our projects in Wisconsin. CDL is required, drug test, and background check must be passed before starting. We offer a complete health benefits package and a 401k plan with a company match.

_________________________ 
Our Company is an equal employment opportunity employer. The Company’s policy is not to discriminate against any applicant or employee based on race, color, sex, sexual orientation, gender identity, genetic information, religion, national origin, age, disability, veteran status, or any other basis protected by applicable federal, state, or local laws. The Company also prohibits harassment of applicants or employees based on any of these protected categories. It is also the Company’s policy to comply with all applicable state and federal laws respecting consideration of unemployment status in making hiring decisions. 
__________________________________________________________________ 
When you apply for this job, you will be asked to answer questions regarding your criminal background. Answering “Yes” to the criminal background questions will not automatically bar you from employment. A criminal background check will be conducted following any conditional offer of employment. Only those crimes which are substantially related to the position you are seeking will be considered. Please note that for certain contractors with whom we do business, based on the nature of their operation, the type of offense and related factors may affect your assignment to that contractor. Factors that will be taken into account include: (1) The facts or circumstances surrounding the offense or conduct; (2) the number of offenses for which you were convicted or plea was entered; (3) your age at the time of conviction or plea, or release from prison; (4) any evidence that you performed the same or similar type of work, post conviction/plea, with the same or different employers, with no known incidents of criminal conduct; (5) the length and consistency of employment history before and after the offense or conduct; (6) any rehabilitation efforts, e.g. education/training; (7) any employment or character references and any other information regarding your fitness for the particular position; and/or (8) whether you are bonded under a federal, state, or local bonding program. 
For applicants residing in and/or applying for a position in a state or locality listed below, please review the specific directions below before submitting your application. 
CALIFORNIA APPLICANTS: Do not identify any misdemeanor conviction for which probation has been successfully completed or otherwise discharged and the case has been dismissed by a court. Also, do not identify marijuana related convictions entered by the court more than 2 years ago that involve: unlawful possession of marijuana; transportation or giving away of up to 28.5 grams of marijuana, other than concentrated cannabis, or the offering to transport or give away up to 28.5 grams of marijuana, other than concentrated cannabis; possession of paraphernalia used to smoke marijuana; being in a place with knowledge that marijuana was being used; or being under the influence of marijuana. Also, do not identify any arrest or detention that did not result in a conviction or any record of a referral to, and participation in, any pretrial or post trial diversion program. (SAN FRANCISCO APPLICANTS: Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS AFTER THE FIRST INTERVIEW. When answering such questions, please do not disclose any misdemeanor and felony convictions that occurred more than seven years prior to the inquiry or : (a) arrests other than those which charges are still pending, (b) completion of any diversion program, (c) sealed or juvenile offenses, or (d) infractions that are not 
felonies or misdemeanors.) 
CONNECTICUT APPLICANTS: Do not identify any arrest, criminal charge or conviction the records of which have been erased by a court based on sections 46b-146, 54-76o or 54-142a of the Connecticut General Statutes. Criminal records subject to erasure under these sections are records concerning a finding of delinquency or the fact that a child was a member of a family with service needs, an adjudication as a youthful offender, a criminal charge that was dismissed or not prosecuted, a criminal charge for which the person was found not guilty, or a conviction for which the offender received an absolute pardon. Any person whose criminal records have been judicially erased under one or more of these sections is deemed to have never been arrested within the meaning of the law as it applies to the particular proceedings that have been erased, and may so swear under oath. 
GEORGIA APPLICANTS: Do not identify any verdict or plea of guilty or nolo contendere that was discharged by the court under Georgia’s First Offender Act. 
HAWAII APPLICANTS: Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT. Please limit your responses to any convictions within the past 10 years, excluding any period of time when you were incarcerated. 
IOWA APPLICANTS: Convictions will not automatically be a bar to employment, but the job, and the time, nature and seriousness of the crime will be considered. 
MARYLAND APPLICANTS: UNDER MARYLAND LAW, AN EMPLOYER MAY NOT REQUIRE OR DEMAND, AS A CONDITION OF EMPLOYMENT, PROSPECTIVE EMPLOYMENT OR CONTINUED EMPLOYMENT, THAT ANY INDIVIDUAL SUBMIT TO OR TAKE A LIE DETECTOR OR SIMILAR TEST. AN EMPLOYER WHO VIOLATES THIS LAW IS GUILTY OF A MISDEMEANOR AND SUBJECT TO A FINE NOT EXCEEDING $100. 
MASSACHUSETTS APPLICANTS: Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT. You do not have to identify any record relating to prior arrests, criminal court appearances or convictions for which the record has been sealed and is on file with the Commissioner of Probation. You also do not have to identify prior arrests, court appearances and adjudications in cases of delinquency or as a child in need of services which did not result in a complaint transferred to the superior court for criminal prosecution. You also do not have to identify (1) an arrest, detention or disposition regarding any violation of law in which no conviction resulted; (2) first-time misdemeanor convictions for drunkenness, simple assault, speeding, minor traffic violations, affray or disturbance of the peace; and (3) convictions for other misdemeanors where the date of conviction or the end of any period of incarceration was more than 5 years ago, unless there have been subsequent convictions within those 5 years. 
It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability. 
MICHIGAN APPLICANTS: Do not identify any misdemeanor arrests, detentions or dispositions that did not result in conviction. 
MINNESOTA APPLICANTS: Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE BEEN NOTIFIED OF SELECTION FOR AN INTERVIEW, OR IF NO INTERVIEW, WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT. 
NEBRASKA APPLICANTS: Do not identify a sealed juvenile record of arrest, custody, complaint, disposition, diversion, adjudication or sentence. 
NEVADA APPLICANTS: Please note that the discharge and dismissal of certain first time drug offenses, after the accused has completed probation and any required treatment or educational programs, does not constitute a “conviction” for purposes of employment. 
NEW YORK APPLICANTS: You may answer “no record” concerning any criminal proceeding that terminated in your favor, per section 160.50 of the New York Criminal Procedure Law; any criminal proceeding that terminated in a “youthful offender adjudication,” as defined in section 720.35 of the New York Criminal Procedure Law; any conviction for a “violation” that already has been sealed by the court, per section 160.55 of the New York Criminal Procedure Law; and any conviction that was sealed pursuant to section 160.58 of the New York Criminal Procedure Law in connection with the licensing, employment or providing of credit or insurance. (BUFFALO APPLICANTS: Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS AFTER BEING INTERVIEWED IN PERSON OR BY TELEPHONE.) 
NEW JERSEY APPLICANTS (NEWARK ONLY): Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT. You are not required to identify: (1) convictions for indictable offenses that are more than eight years old, measured from the date of sentencing; (2) disorderly person convictions or municipal ordinance violations that are more than five years old, measured from the date of sentencing; or (3) juvenile adjudications of delinquency; or criminal charges that never resulted in a conviction (4) records that have been erased, expunged, the subject of executive pardon or otherwise legally nullified. 
OHIO APPLICANTS: Do not report any arrest or conviction for a minor misdemeanor drug violation as defined under Ohio Rev. Code 2925.11. 
PENNSYLVANIA APPLICANTS: Do not identify convictions for summary offenses. (PHILADELPHIA APPLICANTS: Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT.) 
RHODE ISLAND APPLICANTS: Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT. 
The Company is subject to Chapters 29-38 of Title 28 of the General Laws of Rhode Island, and is therefore covered by the state’s workers’ compensation law. 
WASHINGTON APPLICANTS: Do not identify any conviction entered by the court more than 10 years ago unless some period of incarceration resulting from that conviction took place within the last ten years. (SEATTLE APPLICANTS: Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT.)

Laborer - Directional Drill Bore - Western and Central Wisconsin

Our mission is to be the leading provider of cannabis oil to both consumers and premium edible brands in legal US and international markets. Our company produces and sells a line of high-end marijuana oil to both consumers and premium edible brands. We are interested in someone who is passionate about the Cannabis industry and Cura’s “Everything is Possible” culture. That is at the heart of who we are, and every team member must feel the same sense of ownership, innovation, and hustle as we shape the industry across the U.S and around the world. We need exceptionally talented, bright, and driven people. If you'd like to be a part of cannabis history we have the job for you.
JOB PURPOSE
Cura is seeking a Creative Director to lead the Creative Services team at our Portland office. This team is responsible for creating a variety of visual content from single digital ads to fully integrated marketing campaigns. Additional areas of focus include social media graphics, in-house video, photography, UI/UX projects, and book cover design. As the leader of this team, you will manage art directors, senior designers and production designers in the creation of original and modified visual content for a wide range of upstream and downstream clients in our print and audiobook publishing. The success of this team is measured by the quality of the work it produces. The leading candidate for this role is someone who excels at managing a team with varied, sometimes competing, deliverables, while developing each member of the team to his/her greatest potential. The Creative Director will not produce content, but must be passionate about actively leading and developing the team of art directors and designers, and be committed to creating great work. The broad scope of our creative work is results-driven, so strong interpersonal and time-management skills are a must. The Creative Director must also have excellent communication, presentation, and interpersonal skills.
QUALIFICATIONS
<ul>
<li>7 to 10 years agency or in-house creative experience with digital design and multiple distribution channels</li>
<li>Experience managing people and developing creative talent</li>
<li>Bachelor’s degree in design, or equivalent professional creative experience with a complimentary degree</li>
<li>Experience setting art direction, coordinating, and reviewing the work of the design team, other clients, and internal stakeholders to ensure highest quality</li>
<li>An online portfolio or samples of work demonstrating strong creative direction, visual design acumen, or experience creating great experiences</li>
<li>Prefer publishing and copy writing experience and a love of books</li>
<li>Exceptional attention to detail</li>
<li>Ability to work with highly technical teams and handle multiple projects in a fast-paced environment</li>
<li>Working knowledge of design tools, such as Photoshop and the full Adobe Creative Suite</li>
</ul>
COMPENSATION
<ul>
<li>Depending on Experience</li>
</ul>
ALL APPLICANTS MUST BE OVER THE AGE OF 21 YEARS TO BE ELIGIBLE FOR EMPLOYMENT AT CURA.
We offer Medical, Dental, and Vision benefits on the 1st of the month following 60 days. We are an equal opportunity employer

Creative Director

About Canna Care Docs…
Canna Care Docs, is the specialist in cannabis medicine. Powered by Sail, we are on a mission to solve the issue of cannabis access for patients. We’re passionate about improving our patient’s quality of life and bringing cannabis into mainstream healthcare.
Why Work for Canna Care Docs?
Our team is a dedicated, fun, compassionate group of people full of positive energy. Does this sound like the place for you? Days can intense but are very rewarding. You’ll see yourself grow and evolve as you are presented with new challenges every single day. If a place where you can help people, grow professionally, and laugh every day sounds like a good place to work, come join us!
Job Responsibilities: 
The Nurse Practitioner will be responsible for: 
<ul>
<li>Perform non-invasive exams and obtain health histories</li>
<li>Evaluate patient for verification of a qualifying condition</li>
<li>Complete an electronic certification in the MMJ Online System</li>
<li>Work within sailmd™ and sailcmr™ platform</li>
</ul>
What You Bring: 
<ul>
<li>Be a Massachusetts-licensed Certified Nurse Practitioner (CNP)</li>
<li>Hold an active license with no prescribing restrictions</li>
<li>Hold a Board Authorization by the Massachusetts Board of Registration in Nursing to practice as a CNP</li>
<li>A Massachusetts Controlled Substances Registration (MCSR)</li>
</ul>
Check us out before you apply at www.cannacaredocs.com and www.sailcannabis.co. If you think you have what it takes, submit your resume and cover letter. We will do our best to get back to you timely but due to the quantity of applications, only qualified candidates will be contacted.
Job Type: Part-time
License:
<ul><li>NP</li></ul>

NP for Medical Marijuana Evaluation Center

Pharmacy Technician, Dispensary
The Dispensary Pharmacy Technician performs the function of filling prescription orders. He/she will assist the pharmacist to print patient invoices and patient labels, pull medications according to the prescribed order, inspect sterile preparations prior to dispensing, and applying patient labels to medications in the Prescription Dispensing area. As needed, the pharmacy technician may be asked to file paperwork, make outbound calls to patients and health care providers, request and receive prescription refills, and perform data entry functions. The technician will manage inventory in the dispensing room.
MINIMUM QUALIFICATIONS
<ul>
<li>Obtain a high school diploma or GED.</li>
<li>Valid Pharmacy Technician License issued by the California State Board of Pharmacy.</li>
<li>Excellent verbal and communication skills.</li>
<li>Computer experience and accurate data entry skills.</li>
<li>Strong problem solving skills.</li>
<li>Knowledge of pharmacy terminology.</li>
<li>Detail and organizational skills to sort, file and retrieve information.</li>
<li>Ability to manage assigned workload within deadlines.</li>
<li>Ability to work in a self-directed work team environment and function effectively in a high-volume, multiple demand environments.</li>
</ul>
PREFERRED QUALIFICATIONS
<ul>
<li>Work experience in a compounding pharmacy.</li>
<li>Work experience in customer service.</li>
</ul>
SPECIAL CONDITIONS
<ul><li>Must be able to work various hours based on business needs.</li></ul>
Must be able to stand, stoop, bend, lift 25 pounds, and perform manual dexterity activities required to type a keyboard and pull medications off the shelf.
Job Type: Full-time

Pharmacy Technician Dispensary

Approximately 8,000 square foot grow looking for an Assistant Grower. You would be working with a team of other garden workers and trimmers.
An ideal candidate would be/have: 
<ul>
<li>Willing to work flexible hours</li>
<li>An understanding of MED regulations</li>
<li>An understanding of growing principles</li>
<li>Previous experience in a commercial grow operations</li>
<li>Key badged (You must already be a Colorado Resident and over 21)</li>
<li>Pay is negotiable based on previous experience</li>
<li>Willing to be a team player and work well with others</li>
<li>There is potential for upward mobility</li>
</ul>
PLEASE ATTACH A PICTURE OF YOUR BADGE WITH YOUR RESUME.
Job Type: Full-time

Assistant Grower

Position Purpose

The Manager provides guidance, instruction, direction, and leadership to the Grower Inventory &amp; Customer Reconciliation team by acting as the subject matter expert of the audit, account reconciliation, and exception escalation process. The role will focus on establishing standardized procedures, developing an annual plan (but subject to intra-period ad hoc changes due to business requirements), measuring and communicating audit progress, and completing reconciliations in relation to customer stock audits. The Manager is responsible for managing and executing the Annual Customer Audit Plan, while ensuring accuracy in all audit reconciliations and compliance with the IFCO authority matrix. The Manager will also work closely with the grower customer base and IFCO’s grower sales team to escalate unresolved reconciliations through to customer billings, settlement negotiations, and cash collections. The Manager will guide the team to improve grower reporting and compliance processes to increase the efficiency of the 80+MM RPC pool, and supervise multiple new field roles designed to improve customer compliance.

 The Manager is responsible for constructively listening, motivating, providing guidance and for tracking team progress and results. She is also responsible for ensuring that all policies, and procedures are up‐to‐date. Detects practices that are and are not working and identifies areas for process improvement and make recommendations to leadership. Assess the need for internal resource and customer training.

 Major/Key Accountabilities
<ul>
<li>
Direct leadership of Asset Specialists, Customer Reconciliation Analysts and Field Grower Inventory personnel</li>
<li>
Collaborate with the business and the customers on best practice implementation design and process improvements Assist in developing a control environment that sets the tone of the organization and influences the control consciousness</li>
<li>
Create opportunities for team members to provide input on procedures/processes and share their expertise with other team members.</li>
<li>
Serve as a resource and subject matter expert to team members; providing them with guidance and is available to answer all questions around the audit process and reconciliation processes.</li>
<li>
Develop and improve processes to more accurately reflect the physical location of the RPC pool throughout the RPC supply chain in IFCO’s ERP systems (SAP &amp; Webclearing)</li>
<li>
Build relationships with customers at all levels and implement multi-level control programs, including implementing a commercial billing program to charge for lost assets or excessive dwell</li>
<li>
Communicate with customers and sales teams regarding reporting, compliance to rental terms, reporting automation options, and customer status updates.</li>
<li>
Enforce the stock audit procedures that are specific to the NA market but are consistent with the objectives of the Global Audit Policy</li>
<li>
Manage third party audit firm and the customer audits they execute, and visit customers when needed.</li>
<li>
Monitor and measure the stock audit process and results</li>
<li>
Establish strong partnerships with Customer Operations and Sales and work in a collaborative manner to constantly improve customer audit processes and outcomes.</li>
<li>
Analyze and interpret complex data flows through the supply chain, with the objective of identifying audit variance drivers</li>
<li>
Daily follow up with customers regarding asset reconciliation and recovery.</li>
<li>
Manage inventory reports by collecting, analyzing, and summarizing data and trends.</li>
<li>
Facilitate problem solving &amp; collaboration</li>
<li>
Develop more robust retail inventory tracking and reconciliation controls and implement throughout organization and retail partner network</li>
<li>
Approves customer resets based on the needs of reconciliation</li>
<li>
Monitor and manage MyIFCO (ship log reporting) with customers; improving automated reporting rate and accuracy of retail reporting.</li>
<li>
Provide ad-hoc support and analysis to key business partners, including but not limited to: Sales, Customer Operations, Finance, etc.</li>
<li>
Lead and/or support projects and business initiatives associated with or impacted by the audit process.</li>
<li>
Communication – Clarify the AM process and risk to sales team/customer</li>
<li>
Ensure that each team member feels that their work is valued, appreciated, and meaningful to the success of the team</li>
<li>
Provides Training to New Team Members and other departments</li>
</ul>
 
Measures
<ul>
<li>
Asset turns</li>
<li>
Recovery rates</li>
<li>
Maintaining accurate and timely records</li>
<li>
Average customer DOH</li>
<li>
Customer compliance</li>
<li>
Accurate and effective customer reporting, reporting compliance</li>
</ul>
 
Authority/Decision Making
<ul>
<li>
Approval of transactional changes to customer accounts</li>
<li>
Manages 3rd Party Audit</li>
<li>
Has first level of approval on customer resets</li>
</ul>
 
Challenges
<ul>
<li>
Time management</li>
<li>
Dealing with shifts in priorities based on immediate business requirements</li>
<li>
Customer cooperation and compliance</li>
<li>
Problem solving based on analysis</li>
<li>
Coordinating 3rd part Audit vendor and the needs of IFCO</li>
</ul>
 
Key contacts

Internal:

<ul><li>Sales Team, Asset Reconciliation team, Asset Specialists, Accounting, Customer Operations, Asset Recovery Specialists</li></ul>

External:
<ul><li>
Customers, External Auditor</li></ul>
 
Qualifications
<ul>
<li>
Bachelor’s degree in Finance, Business Administration, Supply Chain or equivalent discipline.</li>
<li>
Demonstrated proficiency with a variety of computer software applications, including SAP, Microsoft Excel, PowerPoint, Outlook and Word</li>
</ul>
 
Experience
<ul>
<li>
3-5 years in one or multiple areas: Supply Chain, Finance, Audit/Inventory management or related areas in a results-driven, matrix business environment</li>
<li>
At least 3 years managerial / supervisory experience</li>
<li>
Demonstrated operational audit experience preferred</li>
<li>
Experience in creating an environment in which people want to do their best while building strong team morale.</li>
<li>
Ability to work in a dynamic environment with changing priorities, demonstrated ability to anticipate next steps, take initiative, exercise discretion and apply sound judgment.</li>
<li>
Demonstrated professionalism and high quality customer service work ethic in order to liaison with business leaders, board members, and extensive external connections.</li>
<li>
Proven ability to identify areas of opportunity to improve overall business processes.</li>
</ul>
 
Skills and Knowledge
<ul>
<li>
Working knowledge of an SAP or other comparable ERP environments, Siebel, Microsoft Excel, Powerpoint, and Access Database</li>
<li>
Ability to demonstrate leadership among a group of peers</li>
<li>
Strong motivational and empowerment skills</li>
<li>
Strong relationship management skills, able to form strong working relationships with diverse groups of people</li>
<li>
Customer service orientation and ability to motivate others</li>
<li>
Team orientation and desire / ability to partner and collaborate cross functionally</li>
<li>
Collaboration and negotiation skills</li>
<li>
Excellent listening and follow-up skills</li>
<li>
Willingness and ability to travel 25% of the time</li>
<li>
Methodical, process oriented, and solutions oriented problem solving skills</li>
</ul>
 
Languages

Essential:

<ul><li>English</li></ul>

Desirable:
<ul><li>
Spanish</li></ul>

Grower Inventory Manager - Tampa, FL

Security Alarm Tech - Apprentice &amp; Experienced
~ Electronic Security /Access Control / CCTV Systems/ Low Voltage Systems ~
What we are looking for:
<ul>
<li>Proven experience in our industries or strong work ethic and the ability to learn.</li>
<li>A strong, "blue collar" mentality, who is not afraid to work with their hands or get dirty at times, in the line of work</li>
<li>To be in good physical condition for many construction-related tasks</li>
<li>To be able to work in a fast-paced environment</li>
<li>Able to carry and work comfortably on ladders &amp; lift equipment, utilize power tools, and basic hand tools</li>
<li>Experience with IP address schemes, Firewalls, Network Set-Up, Audio Video a huge plus!</li>
</ul>
***Job Description***
<ul>
<li>Our company will provide power tools and other equipment, but you will need to provide your own hand tools (Screwdrivers, Tool Bag, Multi-meter, etc.)</li>
<li>Networking skills to Install CCTV DVR's &amp; NVR's with Port Forwarding Capabilities</li>
<li>Access Control experience a huge plus</li>
<li>You must be legally able to work in the USA, have a valid CO driver's license, and possess a good driving record</li>
<li>Also mandatory is a high school diploma or equivalent.</li>
<li>The candidate must be able to lift 50-75 lbs and climb ladders</li>
<li>A mandatory, and very thorough background check will be conducted</li>
<li>MED support badge required -- company will reimburse after 90 days</li>
</ul>
"Important Note: Our company performs 90% of our work to ensure security system compliance with the State of Colorado's Marijuana Enforcement Division. Therefore our employees and technicians must be willing and comfortable working within the cannabis industry. All of our employees must be able to pass the personal background requirements as set forth by these government agencies. Background checks and Marijuana Enforcement Division Badges are paid for by the company."
***Employment Info***
<ul>
<li>You must be able to pass a Personal Background Test prior to hire.</li>
<li>We are an Equal Opportunity Employer</li>
<li>We are a drug-free workplace</li>
<li>Typical daytime work shifts are 8am-5pm, M-F</li>
</ul>
MILITARY VETERANS STRONGLY ENCOURAGED TO APPLY.
Job Types: Full-time, Part-time
Salary: $16.00 to $25.00 /hour

Security Alarm Tech - Apprentice & Experienced

Job Summary
A part-time custodial position responsible for helping to maintain our cultivation center and administrative offices by carrying out cleaning duties.
Responsibilities and Duties
Follow INSA Policies &amp; Procedures for the daily operation of the dispensary and fully comply with state medical cannabis regulations.
Clean, stock and supply designated facility areas (dusting, sweeping, vacuuming, mopping,cleaningvents, restroom maintenance etc.).
Must be able to accommodate scheduling expectations including some weekends, nights and regularly scheduled shift times, and applicable holidays.
Promptly notify management of low equipment stock levels.
Make adjustments and minor repairs.
Stock and maintain supply rooms.
Requirements
Must be at least 21 years of age.
Prior experience in facilities cleaning / maintenance preferred.
Knowledge of cleaning chemicals and supplies.
Familiarity with Material Safety Data Sheets (MSDS) and OSHA regulations.
Ability to lift 50 lbs.
High school degree or equivalent.
Job Type: Part-time
Education:
<ul><li>High school or equivalent</li></ul>
Required work authorization:
<ul><li>United States</li></ul>

Custodian

Aerial Crew Groundhand
 
***Recruiters, do NOT contact with unsolicited services. Direct applicants only.
 Job Status: Full Time/ Weekly Production-Based Pay
 Benefits: Health Insurance, 401k, Stock Investment Plan, Employee Assistance Program, Paid Holidays and PTO
 
Job Summary
 
To perform tasks associated with the construction/upgrade of aerial cable television systems. Specific duties include, but are not limited to:
 
Maintain proper inventory on vehicle based on work assignment
 Throw 1-2 lb. weighted rope over elevated cable lines, and tree branches
 Pull lashing equipment down cable lines to secure wires
 Use pounding equipment to install grounding rods and anchors into ground
 Assist in pulling out cable lines and other equipment used in installing cable TV wires
 Operate chain hoist to add tension to cable and guy wires
 Read blueprints to interpret daily work assignment
 Operate vehicle, following all safety and traffic regulations
 Direct traffic flow in accordance with local D.O.T. guidelines
 Other responsibilities as directed by Supervision
 Knowledge, Skills and Abilities
 
Ability and willingness to follow direction from Supervision
 Willingness to work both individually and in a team environment
 Ability to communicate professionally with co-workers, homeowners, and customers
 Ability to climb numerous telephone poles daily, approx. 20’ in height
 Ability to lift and/or pull 75 pounds several times each day
 Ability to endure long periods of standing, sitting, or walking
 Ability to work in an outdoor environment during all times of the year
 Must have a valid driver’s license
 Must be authorized to work in the United States
 Must be able to pass drug and background screening
 __
 
Our Company is an equal employment opportunity employer. The Company’s policy is not to discriminate against any applicant or employee based on race, color, sex, sexual orientation, gender identity, genetic information, religion, national origin, age, disability, veteran status, or any other basis protected by applicable federal, state, or local laws. The Company also prohibits harassment of applicants or employees based on any of these protected categories. It is also the Company’s policy to comply with all applicable state and federal laws respecting consideration of unemployment status in making hiring decisions.
 __
 When you apply for this job, you will be asked to answer questions regarding your criminal background. Answering “Yes” to the criminal background questions will not automatically bar you from employment. A criminal background check will be conducted following any conditional offer of employment. Only those crimes which are substantially related to the position you are seeking will be considered. Please note that for certain contractors with whom we do business, based on the nature of their operation, the type of offense and related factors may affect your assignment to that contractor. Factors that will be taken into account include: (1) The facts or circumstances surrounding the offense or conduct; (2) the number of offenses for which you were convicted or plea was entered; (3) your age at the time of conviction or plea, or release from prison; (4) any evidence that you performed the same or similar type of work, post conviction/plea, with the same or different employers, with no known incidents of criminal conduct; (5) the length and consistency of employment history before and after the offense or conduct; (6) any rehabilitation efforts, e.g. education/training; (7) any employment or character references and any other information regarding your fitness for the particular position; and/or (8) whether you are bonded under a federal, state, or local bonding program.
 
For applicants residing in and/or applying for a position in a state or locality listed below, please review the specific directions below before submitting your application.
 CALIFORNIA APPLICANTS: Do not identify any misdemeanor conviction for which probation has been successfully completed or otherwise discharged and the case has been dismissed by a court. Also, do not identify marijuana related convictions entered by the court more than 2 years ago that involve: unlawful possession of marijuana; transportation or giving away of up to 28.5 grams of marijuana, other than concentrated cannabis, or the offering to transport or give away up to 28.5 grams of marijuana, other than concentrated cannabis; possession of paraphernalia used to smoke marijuana; being in a place with knowledge that marijuana was being used; or being under the influence of marijuana. Also, do not identify any arrest or detention that did not result in a conviction or any record of a referral to, and participation in, any pretrial or post trial diversion program. (SAN FRANCISCO APPLICANTS: Choose the answer: &quot;I live in and/or am applying for a job in a state that does not require an answer at this time.&quot; YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS AFTER THE FIRST INTERVIEW. When answering such questions, please do not disclose any misdemeanor and felony convictions that occurred more than seven years prior to the inquiry or : (a) arrests other than those which charges are still pending, (b) completion of any diversion program, (c) sealed or juvenile offenses, or (d) infractions that are not felonies or misdemeanors.)
 CONNECTICUT APPLICANTS: Do not identify any arrest, criminal charge or conviction the records of which have been erased by a court based on sections 46b-146, 54-76o or 54-142a of the Connecticut General Statutes. Criminal records subject to erasure under these sections are records concerning a finding of delinquency or the fact that a child was a member of a family with service needs, an adjudication as a youthful offender, a criminal charge that was dismissed or not prosecuted, a criminal charge for which the person was found not guilty, or a conviction for which the offender received an absolute pardon. Any person whose criminal records have been judicially erased under one or more of these sections is deemed to have never been arrested within the meaning of the law as it applies to the particular proceedings that have been erased, and may so swear under oath.
 GEORGIA APPLICANTS: Do not identify any verdict or plea of guilty or nolo contendere that was discharged by the court under Georgia’s First Offender Act.
 HAWAII APPLICANTS: Choose the answer: &quot;I live in and/or am applying for a job in a state that does not require an answer at this time.&quot; YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT. Please limit your responses to any convictions within the past 10 years, excluding any period of time when you were incarcerated.
 IOWA APPLICANTS: Convictions will not automatically be a bar to employment, but the job, and the time, nature and seriousness of the crime will be considered.
 MARYLAND APPLICANTS: UNDER MARYLAND LAW, AN EMPLOYER MAY NOT REQUIRE OR DEMAND, AS A CONDITION OF EMPLOYMENT, PROSPECTIVE EMPLOYMENT OR CONTINUED EMPLOYMENT, THAT ANY INDIVIDUAL SUBMIT TO OR TAKE A LIE DETECTOR OR SIMILAR TEST. AN EMPLOYER WHO VIOLATES THIS LAW IS GUILTY OF A MISDEMEANOR AND SUBJECT TO A FINE NOT EXCEEDING $100.
 MASSACHUSETTS APPLICANTS: Choose the answer: &quot;I live in and/or am applying for a job in a state that does not require an answer at this time.&quot; YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT. You do not have to identify any record relating to prior arrests, criminal court appearances or convictions for which the record has been sealed and is on file with the Commissioner of Probation. You also do not have to identify prior arrests, court appearances and adjudications in cases of delinquency or as a child in need of services which did not result in a complaint transferred to the superior court for criminal prosecution. You also do not have to identify (1) an arrest, detention or disposition regarding any violation of law in which no conviction resulted; (2) first-time misdemeanor convictions for drunkenness, simple assault, speeding, minor traffic violations, affray or disturbance of the peace; and (3) convictions for other misdemeanors where the date of conviction or the end of any period of incarceration was more than 5 years ago, unless there have been subsequent convictions within those 5 years.
 
It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.
 MICHIGAN APPLICANTS: Do not identify any misdemeanor arrests, detentions or dispositions that did not result in conviction.
 MINNESOTA APPLICANTS: Choose the answer: &quot;I live in and/or am applying for a job in a state that does not require an answer at this time.&quot; YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE BEEN NOTIFIED OF SELECTION FOR AN INTERVIEW, OR IF NO INTERVIEW, WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT.
 NEBRASKA APPLICANTS: Do not identify a sealed juvenile record of arrest, custody, complaint, disposition, diversion, adjudication or sentence.
 NEVADA APPLICANTS: Please note that the discharge and dismissal of certain first time drug offenses, after the accused has completed probation and any required treatment or educational programs, does not constitute a “conviction” for purposes of employment.
 NEW YORK APPLICANTS: You may answer “no record” concerning any criminal proceeding that terminated in your favor, per section 160.50 of the New York Criminal Procedure Law; any criminal proceeding that terminated in a “youthful offender adjudication,” as defined in section 720.35 of the New York Criminal Procedure Law; any conviction for a “violation” that already has been sealed by the court, per section 160.55 of the New York Criminal Procedure Law; and any conviction that was sealed pursuant to section 160.58 of the New York Criminal Procedure Law in connection with the licensing, employment or providing of credit or insurance. (BUFFALO APPLICANTS: Choose the answer: &quot;I live in and/or am applying for a job in a state that does not require an answer at this time.&quot; YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS AFTER BEING INTERVIEWED IN PERSON OR BY TELEPHONE.)
 NEW JERSEY APPLICANTS (NEWARK ONLY): Choose the answer: &quot;I live in and/or am applying for a job in a state that does not require an answer at this time.&quot; YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT. You are not required to identify: (1) convictions for indictable offenses that are more than eight years old, measured from the date of sentencing; (2) disorderly person convictions or municipal ordinance violations that are more than five years old, measured from the date of sentencing; or (3) juvenile adjudications of delinquency; or criminal charges that never resulted in a conviction (4) records that have been erased, expunged, the subject of executive pardon or otherwise legally nullified.
 OHIO APPLICANTS: Do not report any arrest or conviction for a minor misdemeanor drug violation as defined under Ohio Rev. Code 2925.11.
 PENNSYLVANIA APPLICANTS: Do not identify convictions for summary offenses. (PHILADELPHIA APPLICANTS: Choose the answer: &quot;I live in and/or am applying for a job in a state that does not require an answer at this time.&quot; YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT.)
 RHODE ISLAND APPLICANTS: Choose the answer: &quot;I live in and/or am applying for a job in a state that does not require an answer at this time.&quot; YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT.
 
The Company is subject to Chapters 29-38 of Title 28 of the General Laws of Rhode Island, and is therefore covered by the state’s workers’ compensation law.
 WASHINGTON APPLICANTS: Do not identify any conviction entered by the court more than 10 years ago unless some period of incarceration resulting from that conviction took place within the last ten years. (SEATTLE APPLICANTS: Choose the answer: &quot;I live in and/or am applying for a job in a state that does not require an answer at this time.&quot; YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT.)

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