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Social Worker
4 months ago
Licensed Master Social Worker
Social Workers help patients understand their rights and responsibilities, and guide them in managing the physical, mental, emotional, and financial demands of End Stage Renal Disease. Responsibilities include assessing, educating, and collaborating with patients on care planning. Master of Social Work and Licensed Certified Social Worker with at least one year of clinical experience required. Dialysis experienced preferred. Social workers with LMSW and recent Social Workers Graduate Students are encouraged to applied. Sign on bonus available up to $20,000 depending on experience.
Why choose Innovative Renal Care?
- Be part of a team that makes a difference in people's lives
- Annual raises significantly above the industry standard and we do not cap salaries
- We recognize your most recent dialysis experience to calculate paid time off accrual.
Our team lives by our values of Integrity, Innovation, Compassion, Accountability, Results Driven, and Everyone Counts
Integrity - Deliver on our promises with dedication and clarity.
Innovation - Engage and empower others by sharing ideas and successes.
Compassion - Treat patients and their families with the utmost respect and empathy.
Accountability - Take ownership when resolving issues and solving problems, trusting others to support us.
Results Driven - Keep raising the bar for our own performance, helping, and encouraging our colleagues to do the same.
Everyone Counts- Respect people of all backgrounds. Strive to create a diverse and equitable workplace.
Innovative Renal Care is an equal opportunity employer and a drug free workplace. All qualified applicants will receive consideration for employment without regards to race, color, religion, sex, sexual orientation, gender identity, national origin, citizenship, disability, or protected veteran status.
#LI-JW1
EducationRequired- Masters or better in Social Work
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)
