EAP Coordinator coordinates and implements an organization's Employee Assistance Program (EAP). Serves as a knowledgeable resource for employees seeking information and guidance on mental health and wellness topics. Being an EAP Coordinator conducts confidential assessments to determine the needs of employees seeking assistance. Provides short-term counseling and support services to employees and provides referrals to external resources when necessary. Additionally, EAP Coordinator maintains accurate and confidential records of EAP services provided, ensuring compliance with privacy laws and regulations. Typically requires a bachelor's degree. Typically reports to a manager. The EAP Coordinator work is generally independent and collaborative in nature. Contributes to moderately complex aspects of a project. To be an EAP Coordinator typically requires 4-7 years of related experience. (Copyright 2024 Salary.com)
Job Summary:
The Rental Fleet Maintenance Coordinator is responsible for supporting the Rental Fleet ROI maximization by supporting the Rental Fleet Maintenance Supervisors in their efforts to control and minimize fleet maintenance and repair costs, as well as, repair after rent turnaround.
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Disclaimer: Please note that the above statements are intended to describe the general nature and level of work being performed by employees assigned to this classification. They are not to be interpreted as an exhaustive list of all responsibilities, duties, and skills required of the incumbents so classified. All incumbents may be required to perform duties outside of their normal responsibilities, as needed.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
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