What are the responsibilities and job description for the Accessibility Technician position at National Seating & Mobility?
Full-time/Part-Time Opportunities available | 8/9-hour shift (day) | Monday – Friday | Competitive Pay
Coordinates with the Branch Manager, Rehab Technology Specialist and Office Manager/Customer Service Representative to ensure timely order, receipt, assembly and delivery of seating and mobility positioning systems including wheelchairs and other mobility solutions.
Essential Responsibilities and Tasks:
- Responds to service calls and makes repairs as needed in the office and in the field.
- Assembles seating, mobility and home accessibility equipment in a timely manner.
- Provides inventory control for all special orders and stock items in the office.
- Delivers equipment as directed by the Branch Manager.
- Attends seating clinics with the Rehab Technology Specialist as necessary to assist with evaluations, modifications, and deliveries.
Benefits:
- Paid Time Off (PTO)
- Health, Dental & Vision Insurance
- 401k Company Match
- Tuition and Education Assistance
Physical Demands and Qualifications:
- Can lift 75 pounds
- Must pass drug and background check
- Valid driver’s license
- High School Diploma or equivalency certificate
We are looking to grow our enthusiastic and engaged team at National Seating Mobility. Submit your resume and join a group of enthusiastic professionals dedicated to changing lives.
All NSM Positions:
This job description in no way states or implies that these are the only duties to be performed by this employee. He/She will be required to follow any other instructions and to perform any other duties requested by his/her supervisor.
Individuals will be expected to maintain a professional work environment at all times.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
