What are the responsibilities and job description for the Administrative Asst II - MERO position at Mashantucket Pequot Tribal Nation?
Under the direction of the MERO Manager, the incumbent provides the MERO department with administrative support, performing varied and highly confidential duties. Must understand select Tribal/governmental laws and regulations, gather and input compliance data, and draft and maintain agency documents. High school diploma or GED and minimum of three (3) years of administrative experience required. Requires strong skills in Microsoft Office, PDF software, PowerPoint, Zoom, internet browsers, document management, other common software, and social media. Must demonstrate proficiency in Outlook, Word, and Excel. Must be able to organize and prioritize numerous tasks, and maintain attention to detail. Must possess excellent verbal and written communication skills, be able to deal with parties and the public with tact and diplomacy, and handle confidential and sensitive matters appropriately. Must maintain a valid driver's license and vehicle.
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)
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)
