What are the responsibilities and job description for the Tobacco Enforcement Officer - Part Time position at Public Health Management Corporation?
PHMC is proud to be a leader in public health. PHMC requires all employees to be fully vaccinated for COVID-19 before the first day of employment. We will offer the vaccination at no cost via our Health Centers.
SUBSIDIARY: Health Promotion Council
PROGRAM: Tobacco Enforcement
RESPONSIBILITIES:
The Tobacco Enforcement Officer assists in the implementation of local youth access campaigns aimed at decreasing the sale of tobacco to Philadelphia County youth. Part-time staff are responsible for driving underage youth to stores throughout Philadelphia County that sell tobacco products and supervising them as they attempt to purchase tobacco products, accounting for money spent, attending all HPC youth access trainings, and assisting in the implementation of the PA Synar Survey. The Tobacco Enforcement Officer must have a flexible schedule to work after-school hours, holidays, and weekends.
You must have a flexible schedule to work after school hours, holidays, and weekends.
Mileage reimbursement is provided.
REQUIREMENTS:
- High school diploma or equivalent required
- Must be tobacco-free and aged 21 or older
- Position requires a valid driver’s license (no points) and regular access to a registered and insured automobile
- Child Abuse, Criminal History, and FBI clearances required
- Ability to work well with youth and the Senior Program Coordinator
- Ability to work independently and as part of a team
- Extremely well-organized and detail-oriented
- Commitment to tobacco control and good health practices, including a thorough understanding of the goals and mission of this project
- Safe driving skills
- You will be required to attend all mandatory meetings/trainings.
PHMC is an Equal Opportunity and E-Verify Employer.
Education
Required- High School or better
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
