Collector/Account Specialist - Bemis Law Offices

Reports To: Director of Operations

FLSA Status: Non-Exempt.

Job Details: 

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.

While performing the duties of this job, the employee is regularly required to talk or hear. The employee is frequently required to sit; stand; walk; sit; use hands; reach with hands and arms and climb or balance. The employee is sometimes required to stoop, kneel, crouch, or crawl. The noise level in the work environment is usually light to moderate; the employee must occasionally lift and/or move up to 25 pounds.

Our company is committed to equal employment opportunities. We will not discriminate against employees or applicants for employment on any legally recognized basis [“protected class”] including, but not limited to: race; color; religion; genetic information; national origin; sex; pregnancy, childbirth, or related medical conditions; age; disability; citizenship status; uniform service member status; or any other protected class under federal, state, or local law.

In California, the following also are a protected class: race; religious creed; color; national origin; ancestry; physical disability; mental disability; a medical condition, including genetic characteristics; genetic information; marital status; sex; pregnancy, childbirth, or related medical conditions or breastfeeding; perceived pregnancy; actual or perceived gender; gender identity or expression (including transgender); sexual orientation; service in the military forces of the State of California or of the United States; military and veteran status; lawful conduct occurring during nonworking hours away from company premises; age [40 or over]; and citizenship status. Included in the definition of each protected category is the perception of membership in a protected category and an individual’s association with an actual or perceived member of a protected category.

The ADA prohibits disability discrimination in the full range of employment and personnel practices, such as recruitment, hiring, rates of pay, promotions, and selection for training. To be protected by the ADA, an individual must have a disability, and the individual must be qualified to perform the essential functions of the job in question, with or without reasonable accommodation by the employer.

In addition to protecting individuals with disabilities, the ADA prohibits an employer from discriminating against an applicant or employee who has a known association with an individual with a disability.

The ADA requires that employers provide reasonable accommodation for the known disability of a qualified individual unless to do so would impose an undue hardship on the operation of the employer's business (42 USC 12102et seq.). An employer is not required to provide reasonable accommodation to an individual who meets the definition of "disability" under the law only because he or she is "regarded as" having a disability (42 USC 12201(h)).

“Reasonable Accommodation” is any change or adjustment to a job or work environment that permits a qualified applicant or employee with a disability to participate in the job application process, perform the essential functions of a job, or enjoy benefits and privileges of employment equal to those enjoyed by employees without disabilities.

We will provide reasonable accommodations to applicants with disabilities. If you need a reasonable accommodation for any part of the application and hiring process, notify the organization so we can initiate the accommodation processes. The decision on granting reasonable accommodation will be on a case-by-case basis.

Job Type: Full-time.

Pay: $13.00 - $22.00 per hour.

COVID-19 considerations:
We are following all guidelines as outlined by the Center for Disease Control. We take the protection of our employees very seriously.