Are you a Health Care Worker/Aide

Employment: Apply Today For:
  • Home Care Sales Manager
  • Registered Nurse
  • Certified Nursing Assistant
  • Certified Geriatric Nursing Assistant
  • Certified Medical Assistant
  • Certified Medical Technician
  • Home Health Aides
  • Companion
  • Transportation and Escort Specialists
  • Live-in Caregiver
  • We are always looking for individuals who can help make everyday activities easier for our clients, and who have a genuine desire to enrich the lives of others and make the world a better place!
 We compassionately care about our employees as well.

We Have Two Types Of  Job Applications:

Electronic and Manual.
If you would like to apply for one of the listed jobs, fill the electronic application, complete it, and hit submit. Someone will call you for an interview.

Click  THIS ELECTRONIC APPLICATION   and be sure fill the entire application.  

If you would rather fill a manual employment application, click   THIS APPLICATION  for the Jamhuri Manual Job Application. Be sure to print, fill the entire application, sign, and mail it back to our office at the address below:
Every application must include three professional references, including telephone numbers.

Att: HR Department. 


P.O. Box 32381 PIKESVILLE, MD 21282

Attention: Maryland requires all healthcare employees to be vaccinated against COVID-19, with limited exceptions. This requirement applies to all our employees.

For Any Questions or Concerns,

Call us today at +1-800-547-2851 We are located in Pikesville, Maryland.


Please Read Below To Understand The Requirements Of Our Employment Procedure:

Required Documents: 

  • CPR and First Aid Certifications
  • Reference checking with previous employers
  • State required health screenings
  • Verification of active CNA / CMT / GNA / LPN / RN licenses or certificates
  • Personal and panel interviews
  • Criminal background check
  • Skills competency check by Registered Nurse
  • All caregivers MUST have current CPR AND FIRST-AID certificates.
  • We pay employees directly and issue a W2 at the end of the year. We do not hire independent contractors.
  • Criminal background checks, drug screenings, and references checks are conducted on all employees before hiring.
  • All employee’s certifications and licensees are validated before hiring and reviewed as needed.
  • We maintain Liability Insurance, and our employees are bonded (theft insurance).
  • Our agency has a procedure to investigate complaints of abuse, neglect, and theft and respond to allegations; the policy is accessible to the client, and caregivers are educated about the policy.
  • We have a 24-hour emergency contact available to both clients and caregivers.
  • We have a security policy in place to protect the personal, health, and financial information of our clients and employees.
We consider applicants for all positions without regard to race, religion, creed, color,   gender, national origin, citizenship status, age, disability, marital or veteran status, sexual orientation, or any other legally protected status.


Here Below Is the Employee Forms Checklist:

Before First Day 
Form Title
Employment Agreement or Contract
Clarifies rights and obligations of both employer and employee
Nondisclosure Agreement (NDA) 
Protects sensitive business information
Non-Compete Agreement (NCA)
Restricts employee from working for competitors after leaving your company
Background Check
Recommended screening for all employees. May be mandated by law in some states.
Complete On First Day
Form Title
Required Documentation
Form I-9
Employment Eligibility Verification
(May also be processed through E-Verify)
          See lists of acceptable               documents
Form W-2
Wage and Tax Statement
        Social Security number
Form W-4
Employee’s Withholding Certificate
    Tax withholding estimator
State Tax Withholding Forms
State income tax
(not required in all states)
      Check with your state’s                revenue or taxation office
Complete After Onboarding
Form Title
State New Hire Reporting
Required within 20 days of hire
(See state-specific details)
Employee Handbook Acknowledgment
Confirms employee has received and read a copy of the employee handbook (if applicable)
Policy Acknowledgment
Confirms employee has received and read a copy of company-specific policies (if applicable)
Direct Deposit Form
Employee provides banking information so that wages may be wired directly to their account(s)
Emergency Contact Form
Provides contact details in case of accidents or health emergencies
Employee Interests Questionnaire
Generally used to gather information such as food preferences, clothing size, or other details that make it easier to organize gifts and prizes
Federal and State Forms
State and federal new employee forms are mandatory and should be completed as soon as possible. And you’ll need to file most of the completed forms with the relevant government agency.
Form I-9 (Employment Eligibility Verification)
Form I-9 is required by the Department of Homeland Security’s U.S. Citizenship and Immigration Services (USCIS). It’s the government form with the most stringent compliance requirements—and the fines for noncompliance can be significant.
Your employee will need to complete and sign Section 1, Employee Information and Attestation, no later than their first day of employment (but not before they’ve accepted the job offer).
You must fill out and sign Section 2, Employer or Authorized Representative Review and Verification, within three business days of your new employee’s first day of employment.
You’re also required to physically examine the document or documents presented by your new hire to establish their identity and their employment authorization, which shows their eligibility to be employed in the U.S. This means you need to see original or certified documents, although certain receipts are acceptable.
Identity and Employment Authorization Documents
Employees must present either a document from List A in the Lists of Acceptable Documents, or a document from each of List B and List C. The Lists of Acceptable Documents are located on page three of Form I-9.
For example, a U.S. Passport or a U.S. Passport Card qualifies as a List A document, while a voter’s registration card and a state-issued birth certificate can be presented as a List B and a List C document, respectively.
Acceptable Receipts
In certain situations, the following receipts are acceptable in lieu of a document from the Lists of Acceptable Documents:
  • A receipt showing your employee has applied to replace a lost, stolen or damaged document.
  • The arrival portion of Form I-94 or I-94A showing both a temporary I-551 stamp and your employee’s photo.
  • The departure portion of Form I-94 or I-94A showing a refugee admission stamp.
However, your employee must also present the actual documents for your examination within a specified time frame.
If you’re enrolled in E-Verify, a web-based system administered by the Social Security Administration (SSA) and the USCIS, you can verify your new employee’s identity and employment authorization through the E-Verify system. While the system is voluntary, you should check with your state to see if it has mandated the use of the system.
Form W-2 (Wage and Tax Statement)
You will also need to fill out Form W-2 and file it with the SSA. To complete this form, you’ll need your new employee’s Social Security number. If your employee doesn’t have their Social Security card, you can use the SSA’s Social Security Number Verification Service.
Form W-4 (Employee’s Withholding Certificate)
The IRS requires employees to complete a Form W-4 when they start a new job. The form includes instructions for completion, and there is also an online tax withholding estimator they can use for increased accuracy.
The form contains information your payroll department will need to calculate how much to withhold from your new hire’s pay for income tax purposes. You do not, however, need to submit this form to the IRS. Employees should consider completing a new Form W-4 if their financial situation changes.
State Tax Withholding Forms
Your state might also require your employee to fill out a state tax withholding form. Contact your state’s revenue or taxation office if you’re unsure if it requires a separate tax withholding form for your employee.
State New Hire Reporting
Under the Personal Responsibility and Work Opportunity Reconciliation Act of 1996 (PRWORA), all employers are required to report new hires within 20 days of the date of hire, although individual states may set more stringent reporting requirements.
To see what your state’s requirements are for reporting new hires, the Office of Child Support Enforcement provides state-specific information about each state’s requirements and contact information. If you have employees in more than one state, you can register with the Child Support Portal to select one state where you can report all of your new hires.
Internal New Hire Forms and Paperwork
Internal new hire paperwork includes documents such as the offer letter, policy acknowledgments and employment contracts. While these documents aren’t legally required, they make sense from both a legal and a business perspective.
Your new hire forms and paperwork might include the following:
Offer Letter
The offer letter contains details about the specific terms of the position you’re offering your new hire, such as salary or compensation, job description and start date.
Employment Agreement or Contract
Most states don’t require an employment agreement or contract for new hires. But an employment agreement clarifies the rights and obligations of both parties, and is highly recommended because it serves to protect both you and your employee.
Nondisclosure Agreement (NDA)
A nondisclosure agreement often forms part of the employment agreement, but it can also be a stand-alone agreement. If your new hire will have access to sensitive or confidential business information, it’s usually a good idea to have them sign an NDA.
Non-Compete Agreement (NCA)
A non-compete agreement can also form part of an employment agreement, but can be a stand-alone agreement as well. A non-compete agreement restricts an employee from working for your competitors within a specific geographic area for a specific period of time after they leave your company.
Background Check
It’s quite common for employers to conduct background checks before hiring a new employee. In fact, according to a survey by the Society of Human Resource Management, 87% of employers conduct background checks. And in some fields—for example, healthcare and child care—background checks are mandated by law.
Employee Handbook Acknowledgment Form
Employee handbooks typically contain important information about things such as your company’s policies and benefits. If your company has an employee handbook, once your new hire has had a chance to read it, have them sign a form acknowledging they received a copy. The form often includes an acknowledgment that they’ve reviewed it, and agree to abide by the policies in it as well.
Policy Acknowledgment Form
If your business has any workplace policies that aren’t included in the employee handbook—for example, policies about personal emails on company email accounts or internet browsing restrictions—once your new employee has had a chance to review these policies, have them sign a policy acknowledgment form.
Employee Benefits Forms and Paperwork
If your company offers employee benefits, you’ll need to provide your new hire with the proper enrollment forms as well as relevant benefit information. These are typically provided by your insurance provider. Many providers also offer employees online sites or portals, in which case you’ll need to give your employee instructions on how to create a login and account on the portal.
Employee-Provided Information
In addition to the information you require for mandatory government forms, you’ll want to obtain certain information from your new hire as well. The most efficient time to do this is during the onboarding process. Similar to your internal new hire documents, you’re not required to obtain this information, but it makes good business sense.
Direct Deposit Form
The majority of employers in the U.S. pay their employees via direct deposit. If you do, too, you’ll need your new hire to fill out a direct deposit form so you know where to send their wages.
Emergency Contact Form
Accidents and health incidents happen, and you need to know who to contact in case of an emergency. You should have an emergency contact form for all of your employees to fill out so you have this information at hand.
Employee Interests Questionnaire
If you give your employees holiday gifts or have monthly or annual “best employee” awards, a questionnaire about their interests will make it easier for you to select gifts and prizes that your employee will like. Be sure, though, to make the questionnaire optional, as some employees may not want to provide this kind of personal information.