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This information does not constitute an expressed or implied contract or offer of employment. Any provision contained herein may be modified and\/or revoked without notice.<\/p>\n
Application Instructions \u2013 Carefully read the posting and note the minimum qualifications and the selection process. Please indicate all relevant education and experience on the application. A County application is always required and is utilized as the primary document to determine if the applicant meets the minimum qualifications. Resumes can be included as a supplement but cannot be used in lieu of completing the application. Applications must be entirely completed, and \u201csee resume\u201d will not be acceptable. Applicants applying for more than one position must complete a separate application for each position. Applications must be signed and dated, and returned to the Human Resources Department on or before the closing date. Completed applications should be submitted or mailed to: Mason County Human Resources, 411 North Fifth Street, Shelton, WA 98584 or humanresources@masoncountywa.gov Mailed applications must be postmarked no later than the closing date. Additional materials will not be accepted after the closing date (with exception to mailed applications\/material with postmark by the closing date). Applicants should keep a copy of their completed application and any supplemental pages because they will not be returned nor copied after receipt.<\/p>\n
Applicant Qualifications \u2013 All candidates must meet minimum requirements. Often, the most competitive applicants will possess qualifications far exceeding the required minimum. If a large number of applications are received, only the most qualified applicants will be involved in the selection process.<\/p>\n
Authorization to Work \u2013 Successful candidates must present documentation proving authorization to work in the United States (as required by federal law).<\/p>\n
Work Environment \u2013 Mason County maintains a drug-free work environment and prohibits smoking in all County buildings.<\/p>\n
\u201cAt-will\u201d Positions \u2013 Some positions are considered \u201cat-will\u201d or at the pleasure of the employer. Therefore, the County does not need to establish \u201cjust cause\u201d or \u201ccause\u201d to terminate the employment relationship. Selection to at-will position does not create or constitute an employment contract or agreement.<\/p>\n
Affirmative Action\/Equal Employment Opportunity \u2013 Mason County is an equal opportunity employer, committed to fair employment practices and does not unlawfully discriminate on the basis of race, sex, age, color, sexual orientation, religion, national origin, marital status, genetic information, veteran\u2019s status, disability, or any other bias prohibited by federal, state or local law.<\/p>\n
Accommodation \u2013 Applicants with a disability requiring accommodation during the selection process should notify the Human Resources Department at (360) 427-9670 Ext. 290.<\/p>\n
Health Insurance \u2013 Regular full-time employees and their qualifying dependents are eligible for medical, dental, vision, and life insurance coverage. Some regular part-time employees may receive the same coverage. Employees may partially contribute premiums depending upon the type of coverage selected.<\/p>\n
Paid Leave \u2013 Sick leave, holidays, and vacation are provided in accordance with the County policy or union contracts. Vacation accrual rates increase at regular intervals based on length of service with the County.<\/p>\n
Retirement Plan \u2013 All regular Mason County employees are enrolled in the Washington State Public Employee\u2019s Retirement System (PERS, PSERS or LEOFF). The County and employees contribute jointly to the plans.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n","protected":false},"excerpt":{"rendered":"","protected":false},"author":3815,"featured_media":34097,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_mi_skip_tracking":false,"_s2mail":"yes"},"categories":[14,15],"tags":[32,28,33,141,13],"_links":{"self":[{"href":"https:\/\/sites.evergreen.edu\/mesweekly\/wp-json\/wp\/v2\/posts\/42142"}],"collection":[{"href":"https:\/\/sites.evergreen.edu\/mesweekly\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/sites.evergreen.edu\/mesweekly\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/sites.evergreen.edu\/mesweekly\/wp-json\/wp\/v2\/users\/3815"}],"replies":[{"embeddable":true,"href":"https:\/\/sites.evergreen.edu\/mesweekly\/wp-json\/wp\/v2\/comments?post=42142"}],"version-history":[{"count":2,"href":"https:\/\/sites.evergreen.edu\/mesweekly\/wp-json\/wp\/v2\/posts\/42142\/revisions"}],"predecessor-version":[{"id":42144,"href":"https:\/\/sites.evergreen.edu\/mesweekly\/wp-json\/wp\/v2\/posts\/42142\/revisions\/42144"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/sites.evergreen.edu\/mesweekly\/wp-json\/wp\/v2\/media\/34097"}],"wp:attachment":[{"href":"https:\/\/sites.evergreen.edu\/mesweekly\/wp-json\/wp\/v2\/media?parent=42142"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/sites.evergreen.edu\/mesweekly\/wp-json\/wp\/v2\/categories?post=42142"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/sites.evergreen.edu\/mesweekly\/wp-json\/wp\/v2\/tags?post=42142"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}