Rad Tech/Medical Assistant - Emergency Relief - Urgent Care , MD

This is a hybrid Radiologic Tech and Medical Assistant role.
Mix of 10 and 12 hour shifts.
Current Maryland license is required.
Graduate of an approved Radiologic Technology Program.
ARRT registry, MD license and CPR certification required.
Excellent customer service skills.
1+ Years in a hospital or clinic setting with Radiologic and Medical Assistant experience preferred.
Must be flexible to cover various clinic locations.
LOCATION:
Tollhouse Urgent Care, 7th Street, Frederick, MD.
Hours as needed.
Availability required:
10 hour shifts or 12 hour shifts.
8am-8pm or 8am-6pm.
Day shifts.
Caring for you as you care for the CommUNITY
Frederick Health offers a comprehensive and affordable benefits package.
Health, Dental and Vision insurance are offered the 1st of the month after 30 days of employment to all employees hired to work at least 20 hours per week and offer multiple plans to best meet you and your family needs.
Life insurance, Short-Term Income Replacement and Long-Term Disability are employer paid for eligible employees.
Frederick Health offers a robust Paid Time Off program for eligible employees.
Our 403B retirement plan helps you save for your retirement and includes an employer match to eligible employees.
All employees have access to free financial planning sessions.
We also offer an educational assistance program to support your education goals as well as an employer paid Employee Assistance Program.
Pay is based on experience, skills and education.
Exempt positions under the Fair Labor Standard Act (FLSA) will be paid within the base salary equivalent of the stated hourly rates.
The pay range may also vary within the stated range based on specialty if applicable.
Non-Exempt positions may have shift differential and/or Overtime paid, if applicable.
Pay range:
Hourly Rate $29.06-$44.17
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)