Great atmosphere, most clients are friendly.
I loved the patients, the comments after eating breakfast, lunch, and Supper sent down form nurses and Techs. Was heart warming after a Meal. So the answer is the patients..
I would say the most stressful day working at kimco staffing was the heat being in the warehouse.
Positivity which was taken for granted for
the work in group whas good and the service in the company
This site is BS. That's all I can say. All I get is phone calls from a job placement person, even though they have my resume, have filled out numerous applications, but all the stuff they send me, I've never ever done, period. I recommend choosing another site.
In the many posts that I read daily on this community forum, I noticed that there is a handful of terms and phrases that people use incorrectly when giving advice to their fellow Jobcasers. Feel free to share any that I may have missed, but here are two:
- Right-To-Work vs At-Will Many users cite "right-to-work" as the reason an employer can fire you without reason. In actuality, the term that they are defining is "Employment at Will"
At-Will In its simplest definition, “at-will” is a common-law doctrine that defines an employment relationship between an employer and employee in which the employer has the right to terminate the employee at any time with or without cause and for any reason. Similarly, the employee is free to quit employment at any time without cause or for any reason. The doctrine also allows employers to increase or reduce wages, alter benefits, or otherwise change employee terms and conditions of employment at-will.
With the exception of Montana, all states have adopted the at-will doctrine. Some states, although they have adopted the at-will doctrine, require employers to provide employees notice before changing wages, benefits, and/or other terms and conditions of employment. See State Wage Payment Laws.
In order to escape the at-will doctrine, an employer and employee may entered into an employment contract which designates that the contact may only be terminated due to just cause. Although these types of employment contracts are typically written and signed by both the employer and employee, verbal agreements may also meet the requirements necessary to overcome at-will employment. Moreover, in some states, employee handbooks may be sufficient as well to overcome the at-will protections offered to employers. Collective bargaining agreements also typically trump employer’s at-will employment rights.
In addition to an employment contracts, there are both federal and state laws that limit an employer’s at-will employment rights. These laws protect employees from adverse employment actions, up to an including termination, based on many various factors, which can vary from state to state. These factors include, but are not limited to:
Race Religion Sex National origin Military service Union affiliation Marital status Whistleblowing Disability Age (typically 40 and over) See The At-Will Presumption and Exceptions to the Rule for more information on the at-will doctrine.
Right-to-work The term “right-to-work” is often confused as meaning that an individual has the right to gainful employment. The reality is right-to-work refers to whether a union and employer can agree to compel all employees in a designated bargaining unit to pay dues or assessments to the union.
- Wrongful Termination Many Jobcasers toss the words "Wrongful Termination" about with reckless abandon without knowing that it is a true legal term with a true legal definition. Just because someone says they were fired for no reason doesn't mean it was wrongful. Although many individuals who are terminated from their job feel their termination was "wrongful," especially if it was done without cause, the legal definition of wrongful termination is quite specific. To be wrongfully terminated is to be fired for an illegal reason, which may involve violation of federal anti-discrimination laws or a contractual breach. For instance, an employee cannot be fired on the basis of her race, gender, ethnic background, religion, or disability. It is also illegal to fire an employee because they lodged a legal complaint against the employer, or because the employee brought the employer’s wrongdoing to light as a whistleblower. Such adverse actions are considered "retaliation" and are unlawful.
Just because you feel you were fired for no reason, or for weak/undocumented circumstances, doesn't mean it was wrongful.
I started the Gentiva Respiratory Services/DME branch manager in Selma Al. I am a Respiratory Therapist. I started with 9 oxygen patients and we had 351 patients 4 years later. Gentiva was a great company. But Lincare bought all the RT/DME in 2007. I can honestly say in my 40 years of experience, this was the worse job ever. After the merge, I was written up {I had never been written up in my life} 3 times for made up allegations including arriving late to work to not being a good manager. All these were bogus claims. Lincare forced all managers in Al to either resign from the abuse they received or fired them. I hung in till the end. Jon Stephens fired me. I was treated unfairly and Lincare does not care about patients, only numbers
Hey Joseph, most legitimate job require applicants to apply and qualify with a history of previous work experience in skills in order to be considered for hire. Have you applied anywhere yet? What type of job(s) are you looking for?