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Lara Looking For New Mmmp Application Prosessing Director


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https://www.governmentjobs.com/careers/michigan/jobs/1506745/state-administrative-manager-15

 

State Administrative Manager 15

Salary

? $34.87 - $50.15 Hourly

$34.87 - $50.15 Hourly

Location

? Lansing, MI

Lansing, MI

Job Type

Permanent Full Time

Department

Licensing and Regulatory Affairs - LARA

Job Number

6401-16-BPL 254 AppSAM

Closing

8/14/2016 5:00 PM Eastern

Description

Benefits

Questions

Job Description

 

 

This position is responsible for the overall direction to the Application Processing Section of the Michigan Medical Marihuana Program (MMMP) and ensuring that the Program complies with all mandates set forth by the Michigan Medical Marihuana Act (MMMA) and the General Rules. This position is responsible for overseeing the administrative operations for the Application Processing Section of the MMMP and the supervision of staff assigned to the Section. The position ensures the confidentiality of registrants' information within the program and acts as a back-up for the manager of the Customer Service Section of the MMMP. Responsibilities may include, but are not limited to, assisting with responses to search warrants, subpoenas, release for disclosure of information, grand jury subpoenas, and other legal documents requesting information of patients and caregivers. Read the position description HERE.

https://civilservice.state.mi.us/AgencyPDFs/BPL%20MMPAppSAMpd.pdf

 

Required Education and Experience

 

Education

Possession of a bachelor's degree in any major.

 

Experience

Four years of professional experience, including two years equivalent to the experienced (P11) level or one year equivalent to the advanced (12) level.

Agency

State of Michigan

Address

400 South Pine Street

 

Lansing, Michigan, 48909.

Phone

(800) 788-1766

Website

https://www.governmentjobs.com/careers/michigan

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interesting stuff in that pdf.

 

Pending legislation could increase the amount of work that needs to be processed. The MMMP currently

receives 10,000 – 15,000 applications per month.

 

 

KNOWLEDGE, SKILLS, AND ABILITIES:

Ability to handle difficult customers and direct staff in how to manage stressful situations

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Good maybe they can get their stuff together.

I submitted a patient drop form way back in March. Never processes. Cashed the check and told me they never received anything. Had to resend and finally today I got a letter confirming the drop.

Also waiting on an 85 dollar refund from 4 months ago from a different application I sent in that they claim to have never received, yet still cashed the check.

That is a mess over there!

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interesting stuff in that pdf.

 

 

Ability to handle difficult customers and direct staff in how to manage stressful situations

LOL were difficult ?... if they did there job in a timely fashion...wouldn't be no issues..how stressful could it be... no concern of how stressful a situation iit is for us..

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Only ex law enforcement need apply. 

 

And the sign said "Long-haired freaky people need not apply"
So I tucked my hair up under my hat and I went in to ask him why
He said "You look like a fine upstanding young man, I think you'll do"
So I took off my hat, I said "Imagine that. Huh! Me workin' for you!"


Read more: Five Man Electrical Band - Signs Lyrics | MetroLyrics 

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Pre-Employment Testing

Many federal, state and local governments require pre-employment drug testing for civil service jobs, including road construction and maintenance crews, law enforcement officers and social services staff. Applicants cannot perform any work duties until the employer receives confirmation that the individual passed a drug screen. Any civil service job applicant who refuses to take or fails to pass a pre-employment drug screen is ineligible for a government job, and you may not have another chance if you are turned away for one of these reasons. In Michigan, a positive test or refusal to take a mandatory drug test results in an applicant’s disqualification from consideration for a civil service job for three years.





Random Testing

Some civil service employers, including the U.S. Department of Defense (DoD) and many school districts, use random or periodic drug testing. With random testing, all employees have an equal chance of being selected for testing. The employer places identifying information for all of the employees into a pool, and a random draw of names determines which employees must take drug tests. The testing programs are designed to ensure that each employee is likely to be selected at some point. The DoD's random testing program aims to test 100 percent of all civilian employees at least once every two years. In some states, laws or court decisions stopped the use of random drug testing for public employees. According to the Society for Human Resource Management, courts struck down an attempt in 2013 by Florida's governor to create a random drug testing program for state workers. Where random testing is not allowed, civil service jobs might require periodic drug testing. Employers must disclose these tests in advance and provide employees with information on when the tests will occur.


Related Reading: Drug Tests & Criminal Background Checks for Workplace Safety





Reasonable Suspicion Testing

Civil service employers may require an employee to take a mandatory drug test if the employer establishes reasonable suspicion that the individual is under the influence of drugs. The reasonable suspicion standard requires the employer to document in writing the reason for the drug test. The documentation must include details. Typically, reasonable suspicion requires documentation by a supervisor who has direct involvement with the employee. Generally, the supervisor's documentation will include information about behavior observed, heard or reported by the supervisor. Examples of reasonable suspicion include an employee who stumbles while walking or an employee who pulls out a bottle of whiskey and takes a drink while a supervisor is watching. Civil service employees can refuse to take a drug test required due to a finding of reasonable suspicion, but the employer may terminate the employee. If an employee does not believe reasonable suspicion has been established, he can seek legal recourse or, as is the case in some states, appeal to a state or county official whose job is to resolve disputes between government bureaucracies and civil service employees.





Kinds of Testing Methods

For most civil service jobs, the test method used may be hair testing or urine testing. For hair testing, individuals provide strands of hair to be tested. Each half-inch of hair provides 30 days of drug use history, and testing labs generally collect a 1.5-inch sample. Urine testing normally finds only drugs used within the past 5-10 days. Civil service employers could use a blood test to check for drugs, but drugs leave the bloodstream within 24 to 48 hours. Therefore, this method would be most useful if an employer believed the employee used drugs within a short timeframe prior to the administering of the drug test.





Drugs Screened

While civil service employers can test employees for any substance declared a Schedule I or Schedule II drug by the federal Drug Enforcement Agency, typical drug screens test for amphetamines, cocaine, marijuana, opiates and phencyclidine. Testing labs call the basic test a five-panel drug screen, but most labs also offer a 10- or 12-panel drug screen. The number represents how many illegal substances for which tests are administered. For civil service jobs, a 10-panel drug screen is a definite possibility, and this is particularly true for work that is dangerous in nature or which could lead to serious damage, injury or death if the job is performed by someone under the influence of drugs. Some employers test for nicotine, which is found in tobacco products, but this has not been common among civil service employers.


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