Job Description

Job Description

Job Description

Interventional Pain Specialists of Georgia is growing and we are excited to announce an opening for a front desk associate/medical office assistant! This is a great opportunity to be a part of our supportive and rewarding environment. We are looking for a driven individual who is eager to learn and help others while contributing to our continued success. If you are interested, please apply and upload your resume!

Responsibilities:

• Greet patients professionally both in person and on the phone.
• Check patients in and make sure schedule reflects appointment status.
• Check patients out and schedule their next appointment.
• Conduct confirmation phone calls for appointments.
• Pull next day's patient charts and organize per scheduled appointment time.
• Prepare new patient charts.
• Verify and update patient demographic and insurance information at each visit.
• Scan pertinent patient information into EMR including insurance cards, picture IDs, and medical records.
• Maintain inventory of all front office supplies.
• Process payments - copays and past due balances.
• Assist with insurance pre-certifications and referrals and ensure these are in place prior to services being rendered.

Education & Experience:

• Minimum of a High School Diploma
• At least two years of experience as front desk receptionist in a medical office is preferred.
• Experience with insurance pre-certification and referral processes is preferred.
• EMR experience is preferred, especially with AdvancedMD.
• Bilingual English/Spanish is a strongly preferred.

Qualifications & Requirements:

• Strong organizational skills
• Strong multi-tasking skills
• Strong verbal and written communications skills
• Ability to work independently on assigned tasks as well as accept direction on given assignments
• Ability to work collectively with administration and all other staff

Offers of employment at Interventional Pain Specialists of Georgia (the "Company"), or continued employment at Interventional Pain Specialists of Georgia, may be contingent upon clearance of a background check.

Information obtained through a background check will only be used for purposes of determining a candidate's or employee's eligibility for employment (or ongoing employment) with Interventional Pain Specialists of Georgia. Background checks are not intended to disqualify or otherwise limit the pool of individuals eligible for a role, but instead are intended to confirm a decision to hire a candidate. Any information obtained through a background check will not be used to discriminate against a candidate on the basis of their race, color, sex/gender, religion, national origin, age, disability, or any other protected characteristic under federal, state or local law.

This policy applies to candidates and current employees. Background checks may include one or more of the following elements:

• Employment history to verify a candidate's or employee's prior employment history provided on their resume or application, including verification of dates of employment and position(s) held;
• Educational verification to confirm a candidate's or employee's claimed educational credentials, including educational institution, years attended, and the certification/degree/diploma received;
• Reference check calls (personal or professional) to individuals listed as references by the candidate or employee;
• Credit history if required by the position and as allowed by law. This search is typically run for sensitive positions such as certain managerial roles, roles that require access to confidential information, roles that involve regular access to bank/credit card positions, or positions that involve regular cash handling;
• Driving records if required by the position on a candidate's or employee's driving history in the state requested, e.g., where driving is an essential requirement of the role;
• Criminal history check for any felony or misdemeanor convictions or pleas which are acknowledgments of responsibility;
• Sex and violent offender check against sate and federal sex and violent offender registries; and
• License verification to verify a candidate's claimed license (e.g., professional license) where required by the role.

Candidates and/or employees are not required to pass every type of background check. Whether a background check is required and what background check will be run depends on the employee's particular position or the particular position the candidate has applied for.

Candidates will be informed during the hiring process that all offers of employment are contingent on completion and clearance of a background check. It is Interventional Pain Specialists of Georgia's policy that background checks will not be run on a candidate until after a conditional offer of employment has been extended.

Prior to running a background check, a signed, written consent will be obtained from the candidate or employee in compliance with applicable law. As noted, employment is contingent on clearance of a background check and so refusal to authorize a background check will deem the candidate or employee ineligible for employment and result in the offer of employment being withdrawn or in termination of the employment, as applicable.

Once a background check is completed, Interventional Pain Specialists of Georgia will make a final hiring decision based on the information gathered. The final decision will be made by [individual] in conjunction with [list other individuals]. Information obtained through a background check will be kept confidential, maintained in a separate file, and shared only with those individuals on a need to know basis.

A decision to withdraw an offer of employment or terminate employment will be made only after conducting an individualized inquiry into whether the information obtained is job-related and a decision to withdraw an offer or terminate is consistent with business necessity.

For information obtained from a criminal history check, this decision will be made based on consideration of the following factors:

• The nature and gravity of the offense(s), including the number and type of offense(s);
• The time that has passed since the offense(s), conduct, or completion of the sentence;
• The nature of the job sought or held; and
• Other mitigating factors

For all other negative information, the decision will be made taking into account the nature and gravity of the information obtained through the background check, the amount of time that has elapsed since the conduct or information in question, the nature of the job sought or held, and other mitigating factors.

If adverse action (e.g., withdrawal of the offer or termination of employment) is probable based on review of the information obtained through a background check report, as required by federal, state or local law, the candidate or employee will receive a copy of the background check report along with a pre-adverse action notice and a document summarizing their rights under the Fair Credit Reporting Act (FCRA) or state law (as applicable).

In all cases, before taking any kind of adverse action based on information obtained from a background check, Interventional Pain Specialists of Georgia will give the individual an opportunity to present any relevant information such as evidence that the information obtained is inaccurate, evidence that they have been rehabilitated, or any other mitigating information.

If after submission of any additional information from the candidate or employee, the decision is to take adverse action, the candidate or employee will receive an adverse action notice indicating that their offer is being withdrawn or their employment is being terminated along with any additional notices of their rights under the FCRA or state law (as applicable).

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