Speech Language Pathologist, Early Intervention

Job Description

Job Description

We're looking for Early Intervention Therapists with a passion for educating families and helping children thrive, to provide services in the following areas:

Allegheny County - South and West territories

Beaver County

Washington County

The Therapist's client territory is centrally located to their residence location to ensure commute time & distance supports a desired work schedule.

* We are not accepting applications for CFY candidates at this time.

Responsibilities include:

The role requires strong interpersonal, relationship-based skills as well as clinical skills in order to help children reach their potential.

Development, implementation, and documentation of treatment plans based on patients' individual needs, in accordance with TEIS procedures and parents' requirements. Incorporation of family-friendly therapy into children's everyday routines. Local travel for in-home Early Intervention Services.

Requirements

Ideal candidates will have:

• ASHA Certificate of Clinical Competence (CCC)
• PA State License
• Clearances
• Child Abuse (Act 33)
• Criminal History (Act 34)
• FBI Fingerprinting
• Mandated Reporter Training (Act 31)
• Current Pennsylvania driver's license, insurance and personal vehicle
• Desire to work in pediatrics, specifically with children ages 0 to 3

Benefits

About Us

We are a growing early intervention company based in southwestern Pennsylvania. TEIS Early Intervention Provider has been transforming the lives of children (ages 0 to 3) and their families for more than 20 years.

Our clients trust us with their children's development because progress is our passion.

Why work for TEIS? Employee Satisfaction is one of our top priorities!

• We offer highly competitive compensation packages, full benefits, employer discretionary 401k contribution, education allowances, PTO, Paid Holidays, and more!
• Flexible scheduling- Create your treatment plans and adapt your schedule to fit your personal needs.
• Supportive, team-oriented work environment - We will help you meet your professional goals by training, mentoring, and supporting you to reach your potential. We put employees first, giving them the tools to help families they work with reach their full potential.

• NEW! TEIS is now an EMPLOYEE-OWNED Company! By utilizing an Employee Stock Ownership Plan (ESOP), TEIS employees now have access to a company paid retirement benefit stock, in addition to their 401k.

Our Policies

TEIS is committed to providing Equal Employment Opportunities to all individuals without regard to race, color, religion, gender, national origin, age, disability, marital status, sexual orientation, or any other characteristic protected by law. For further information about the applicability of Federal Equal Opportunity Laws, including the Americans with Disabilities Act, the Equal Pay Act, the Age Discrimination in Employment Act, please visit

TEIS does not discriminate on the basis of gender in compensation or benefits for women and men who work in the same establishment and perform jobs that require equal skill, effort, and responsibility and which are performed under similar conditions.

TEIS will make reasonable accommodations for qualified individuals with known disabilities unless doing so would result in an undue hardship.

It is against the policies of TEIS for an employee to harass another person because of the person's sex, race, color, religion, national origin, age, disability, sexual orientation, marital status, or other characteristic protected by law. Actions, words, jokes, or comments based on such characteristics will not be tolerated.

Consequently, it is against the policies of TEIS for an employee to harass another person. Unwelcome advances, and other verbal or physical conduct that constitutes harassment when: (1) submission to such conduct is made either explicitly or implicitly a term or condition of an individual's employment; (2) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; or (3) such conduct has the purpose or effect of unreasonably interfering with an individual's work performance or environment.