Beacon of Hope Crisis Center strives to support all employees to empower survivors to become independent and self-sufficient. We work together, support each other, and collaborate to meet the needs of victims in the community. We encourage the sharing of new ideas and create growth opportunities. Our team actively engages in ongoing training opportunities to stay informed on the best practices for working with victims and related topics. We continue to adapt to the needs of victims in the community by listening and creating new ways to help them overcome barriers. We are so grateful for our community partners that work alongside us to help victims. We take the initiative to provide training and education to different groups to help raise awareness and prevent ongoing violence. Together we can help victims break the cycle of violence and live free from the grip of domestic violence and sexual assault. Beacon of Hope Crisis Center is an equal opportunity employer, read more in the job descriptions.
Beacon of Hope Crisis Center is a Certified employer of choice through EmployIndy’s Good Wages Initiative (GWI). As a Certified GWI Employer, we pay all full-time employees at least $18/hr and offer employer-sponsored health coverage.
View job descriptions by clicking on the images below.
We prefer that all applicants be fully vaccinated for COVID-19 out of an abundance of caution for our staff, clients, and partners. We do recognize that Indiana imposes limits on employers and we do provide for individual exemptions based on medical reasons, religious reasons, and natural immunity from prior infection.
The following documentation would need to be provided if seeking an exemption:
To seek an exemption based on medical reasons, the employee must submit a statement in writing from a licensed physician, physician’s assistant, or an advanced practice registered nurse who has examined the employee, stating that it is the medical professional’s opinion that the COVID-19 vaccine is medically contraindicated, or detrimental to the employee’s health.
To seek an exemption based on religious reasons, the employee must submit a statement indicating they decline the vaccine because of a sincerely held religious belief.
Lastly, if the employee seeks an exemption based on natural immunity, the employee must present the results of an FDA-approved lab test (such as PCR, antigen, or antibody/serology test) within at least the last three months. The employer may request the employee submit new test results no more than once every three months.