Advertisement for Administrative Assistant

At Altrona, we believe that our most precious commodity is our people. Our administrative assistants play a vital role in the organization. The Altrona operations department is made up of a dedicated team that works together to help the company accomplish its objectives. Before starting work at the agency, our assistants go through a training program with the rest of the staff to learn how to succeed in their new job.

Altrona needs you if you want to work in an atmosphere that promises a rewarding profession as well as a high level of commitment. Provision of administrative support to the operations manager

Performing desktop publishing which includes the creation and development of presentations for the operations manager

Organization and scheduling of conferences, meetings, travel, and other departmental activities

Organization and prioritization of the volumes of calls and information

Managing personnel records, purchasing, and overseeing management of the department

Respond to external and internal requests promptly while carrying out the compilation of information as needed.

Sorting out and distribution of mail. Draft responses either in written form or communicate them via phone.

Answering questions for the operations manager

Description of Job Duties

The administrative assistant will be expected to help the operations manager carry out his duties. Therefore, he or she will be expected to prepare documents, answer calls, respond to emails, work closely with other assistants, and schedule important departmental activities.

Minimum Qualifications

Bachelor’s degree in business administration in or any business related fields

At least two years of administrative experience.

Expertise in Ms Office including Excel, Word, Outlook, and PowerPoint is necessary

Must be proficient in basic arithmetic

Must be responsive to feedback, reliable, professional, and possess positive attitude

Must demonstrate the ability to work cooperatively with others

Application Procedure

Candidates that meet the above criteria need to send their applications to [email protected]

10 Illegal Questions that should not be asked

It is essential that the interview process fulfills the employment. As much as the business will try to as much information about the candidate as possible, some of them can be against the law. As such, the following questions can make the organization liable.

Are you a Christian? This question is against the law since it inquires to know the religion of the candidate which one of the discrimination the 1964 Civil Rights Act is against.

What do you make of President Trump? This question is illegal since it indirectly asks about one’s political affiliation

How old are you? This question is against the Age Discrimination in Employment Act (ADEA) that seeks to discourage hiring discrimination based on age (Neumark, 2009).

Are you disabled in any way? This question is against the law and points out to discrimination based on disability (Bjelland et al. 2010).

What is your ethnicity? This is against the Civil Rights Act of 1964 that prohibits employees on the basis of color or place of origin (Tomaskovic-Devey & Stainback, 2007).

Are you Chinese or South Korean? This directly points out to discrimination against national origin is against the Civil Rights Act of 1964 (Tomaskovic-Devey & Stainback, 2007).

Have you faced arrest before? Asking about the arrest record of the candidate is illegal.

How is your health? Asking of personal questions regarding one’s health is illegal is against the Americans with Disabilities Act (ADA).

What is your marital status? This question violates the protected class that is defined by the Civil Rights Act of 1964.

Which religious holidays do you celebrate? This question directly violates the Civil Rights Act of 1964 that forbids religious-based discrimination (Kelly, 2008).

10 Legal Questions that may be asked

Questions that do not go against the anti-discrimination laws related to employment can be asked.

What are your educational qualifications? This question is not against any of the laws of employment and is thus legal.

Will you be available for overtime? This question does not imply any inquiry into one’s personal details that can be a source of discrimination.

Can you travel as part of the job? This question inquires the ability of the candidate to fulfill a duty that may come with the job and thus is not against any laws of employment.

Do you have the legal rights to carry out work responsibilities in the US? This question does not ask about the origin and is therefore legal.

Can you provide proof eligibility of working in the US after you are hired? This question is legal and requires the candidate to provide proof of eligibility after recruitment, not before.

Have you been convicted of a crime before? This question is legal and is opposed the question that inquires whether one has been arrested before.

What languages are you fluent in? This question is not related to one’s national origin and is thus legal.

Can you discharge your work duties on Saturdays? This question asks for the availability of the candidate for work on Saturdays and is opposed to asking about one’s religion.

Can you perform the specific responsibilities related to the job? This question asks about the abilities of the candidate to carry out his or her duties and is thus legal.

Is there a reason that may prevent you from starting work at 7: 30 am? This question will seek to know whether they may have other responsibilities that may prevent them from beginning work at 7:30 am and is therefore legal.

References

Bjelland, M. J., Bruyère, S. M., Schrader, S. V., Houtenville, A. J., Ruiz-Quintanilla, A., & Webber., D. A. (2010). Age and disability employment discrimination: Occupational rehabilitation implications. Journal of occupational rehabilitation , 20 (4), 456-471.

Kelly, E. P. (2008). Accommodating religious expression in the workplace. Employee responsibilities and rights journal , 20 (1), 45-56.

Neumark, D. (2009). The Age Discrimination in Employment Act and the challenge of population aging. Research on Aging , 31 (1), 41-68.

Tomaskovic-Devey, D., & Stainback, K. (2007). Discrimination and desegregation: Equal opportunity progress in US private sector workplaces since the Civil Rights Act. The annals of the American academy of political and social science , 609 (1), 49-84.