Medical Assistant and Administrative Assistant

This is a very unique job opportunity at a Boutique Medical Practice in Alaska. The clinic currently has two locations, one in Anchorage and one in Juneau. Please review the job applicant requirements in detail and please do not apply, if you're not able to adhere to the guidelines and plans set-forth for hiring.

Initial Part I Interviews will be via Zoom on January 9 and January 10, 2024 from 8 a.m.- 6 p.m. AKST. Candidates will not be given a time slot until you confirm that you want the interview. Candidates are not able to pick their time slot, as they will be offered in the order that is available. 

Part II Interviews will be in Anchorage and in person at the Anchorage Clinic. These in-person interviews will only be extended to candidates that advance past the Part I Zoom Interview. In-person interviews will occur on the afternoon of January 24, 2024. Please do not apply is you're unable to accommodate the interview dates set-forth. 

About the job:

-While medical and Administrative experience is great, it is not required. This position is a dual clinical and Administrative role with rotating days and times of each.

-This position has a lot of room for growth, for the right employee. Bonuses are part of the compensation package and within a couple of years, this is able to be a highly compensated and rewarding career for the right employee(s).

-The dual role position comes with significant training (approximately 60-90 days) where the pay is $16.00 per hour during training times. The training schedule is set in advance and is not able to be altered for any reason. The Training schedule is an average of 60-80 hours per month and is considered part-time.

-After the training period, weekends, holidays, and on-call are never part of the schedule. However, 12 hour shifts three days per week are required. There is no exception to this schedule and the schedule is provided at least 90 days in advance and will include Mondays-Fridays on a rotating three day work week schedule. This is considered Full-Time. At this time, the pay will increase to $22.00 per hour.

-Travel is required (and expenses provided by employer) 2-4 times per month between Anchorage and Juneau. This is not optional.

-Strict adherence to Employer Policies are required. Several of the policies require acknowledgement in order to apply and be considered for the position. Please make sure to review and confirm ability to adhere to these policies prior to application.

In order to apply for this position please include a cover letter with the following information confirmed:                                             -You are available for stated interview dates listed above and you have read and are able to adhere to the policies listed below.

Appearance and Dress-code Policy:

-Employees must have natural hair colors. If dye is placed, this must be pre-approved by management and performed by a licensed professional for each treatment. Platinum, white, and all the colors of the rainbow are not natural and or acceptable hair colors for the workplace. No exceptions.

-Hair-cuts must be professional and kempt. Employees should not be giving or receiving hair-cuts unless it is from a licensed professional.

-Employees with hair longer than 2 inches must wear their hair in a professional tightly pinned bun or a sleek professional ponytail; FOR ANY DAYS THAT CLINIC CARE IS PROVIDED. For example: Medical Assisting. All hair accessories must match and coordinate with approved work-wear and must be approved by management prior to wearing. If the work day is not a clinic care day, employee may wear hair in a neat and well-groomed “down” or “half-up” style. If hair accessories are included in said “look”, employee must match and coordinate with approved work-wear and must be approved by management prior to wearing. Let it be noted, that e-mailing or texting employer to get approval the day of or the week of is not appropriate. Non-urgent communication policy should be followed with photos sent, and at least allow seven days for approval of said items. Once approved, employee may wear the accessories until the accessories are at their end of life (no longer look presentable). Asking if any item is approved during working hours or in passing during clinic time or at an employee’s personal medical/cosmetic appointment is not and will not be tolerated.

-Face, skin, teeth, nails, and hair must be clean, non-offensive, and well groomed. Teeth Charms are not allowed in the workplace.

-Make-up application must be natural and professional. Bright lipstick and bold eyeshadow is not professional, unless prior approved by management. Make-up application should not be distracting. Management reserves the right to send any employee home with suspension for offensive and distracting make-up application.

-Employees may have two ear piercings per ear LOBULE ONLY. No other piercings of any kind should be visible. Studs of matching and coordinating professional tender may be worn and may be no larger than the size of a standard #2 pencil eraser head.

-At no time should employee have cleavage, back, and/or mid-drift exposed.

-Professional workwear will be provided for employee and approved by employer. Employee may not alter any approved workwear. Employee is only allowed to wear approved and provided workwear.

-No false or acrylic finger nails of anykind may be worn. Nails may be natural length and natural shape, being no longer than the end of the tip of your associated finger. Employees may have tasteful and professional work-appropriate color and design with gel polish only. Dip and regular polish is not permitted due to workplace hazard and safety. Chipped polish may not be worn at any time and must be removed immediately outside of work hours. If employee elects not to have gel polish, a clean, bare natural nail is allowed and preferred. If gel colors and/or designs become offensive and unprofessional, management reserves the right to take this option away at any time, without notice.

-Boots worn in snow or other weather conditions need to be removed on the bench inside Floor 1. Boots are to be placed in the "Boot Bag" provided by employer and employee is to change into work appropriate shoes. Under no circumstances are “outdoor” shoes to be worn past the first floor bench during associated weather.

Workplace Code of Conduct, Professionalism, and Appearance Guidelines for Employees:

-Employer is a drug-free workplace and we reserve the right to perform a toxicology screen with a third party vendor on employees at anytime.

-Misuse or Abuse of prescribed medications will result in immediate termination, if deemed unsafe for the workplace, to and from the workplace, and/or causing negative issues with productivity and work flow.

-HIPAA Compliance as well as the privacy of patients and staff are highly enforced. Adherence to these policies is a must.

-Due to the privacy and nature of the workplace, outside guest whom are not employed by Employer are never allowed inside the workplace, unless approved by a managing member of Facility. ANY VISITORS ARE TO MEET EMPLOYEE OUTSIDE THE BUILDING OR AT A SECONDARY LOCATION. If non-approved visitors are caught entering the premises, employee will be terminated immediately upon verification.

-Personal hygiene is a must at the workplace for the health, safety, and the clinic ambience set forth by Employer.

-Timeliness of arrival and departure from the workday is a must of each employee. Employee should never arrive before or stay after scheduled hours, unless approved with management prior.

-Employees must be available during work hours to communicate with other members of the Workplace Team.

-Employees are welcomed to use an access point of entry that they prefer into the clinic (unless directed otherwise by management); however, please make sure all doors are locked prior to leaving for the day. Double check manually prior to leaving.

-Employees are to leave door unlocked for any scheduled Monday-Friday work days during the hours of 8 a.m.-4:30 p.m. AKST. No exceptions except when at lunch. If at lunch, door must be locked. 

-Each year, employee will set workplace goals for themselves. Employer hopes to help each employee achieve these goals and will be reevaluated yearly, as long as employee is comfortable and expresses an interest. However, pay, bonuses, vacation, and any other benefits may be changed, at any time, with employee given written notice prior to date of the next pay period.

-Employee must adhere to workplace dress code and appearance. If employee is not in adherence to policy, employee will be suspended for 3 unpaid work days. If this happens more than twice in a one year period, employee will be terminated immediately. See Appearance and Dress Code Policy.

-Employee must follow Vacation and Time Off Request Policy for any scheduled time off. 

-If employee receives any kind of quarterly bonus, employee must be present every work day of the quarter during scheduled hours unless vacation is approved, prior, and adheres to policy. 

-Additional benefits such as holiday bonuses, gift cards, luncheons, etc. are at the discretion of the managing partners and are based on work performance and adherence to all work place policies. These benefits are never to be expected or anticipated by employee.

-Personal electronics of any kind such as, but not limited to: watches, phones, computers, tablets, etc. are not to be visible or “on” (vibrate or sound) within the workplace, ever. It is recommended that employee keeps these items in personal vehicle to only use during allotted lunch breaks; however, if they are kept inside the workplace, they, again, are never to be visible or “on”.

-Employee will never use workplace electronics for personal communication, even if employee is on a lunch break. This includes, but is not limited to: logging into personal e-mail, personal web searches, personal bill-payments, social media accounts, phone accounts, etc.

-Employee is not to discuss personal matters and conduct personal life while within the workplace, during work hours. This includes, but is not limited to: personal conversation(s) with other employees, partners, providers or anyone that enters the facility during employee’s scheduled work hours. Due to ample productivity being lost and unprofessional conduct, previous employment has made it very clear that personal and workplace boundaries are not respected. Therefore, no personal matters are to be brought into the workplace.

-Employer has an Open Door Policy in regards to personal work matters to be addressed in the work environment. Time must be scheduled. Email must be used to schedule said time, unless the matter is deemed Urgent. See Communication Policy.  Employees may speak with either managing partner that you feel comfortable with.