Administrative Assistant

Simmons & Associates is a Service Disabled-Veteran Owned-Small Business providing Safeguards & Security Services - guards (armed/unarmed, protective security officers, and security police officers), explosive K-9 detection, vulnerability assessments, and risks management services to protect and safeguard our Nation's critical infrastructure, assets, environment, people, and clients' facilities from malicious acts of violence and terrorism. We are nationwide and provide services to such venues as DOE/NNSA, The Department of Homeland Security, and Commercial agencies.

Our Administrative Assistant plays a crucial role in supporting office operations by managing various administrative tasks, ensuring efficient communication, and assisting team members.

Duties include but are not limited to:

• Staff Support
• Communication
• Scheduling
• Document Management
• Fleet Management

Skills and Qualifications:

• Excellent communication skills
• Attention to detail
• Organization skills
• Ability to multi-task in a fast-paced environment

• Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

  Simmons and Associates, LLC is proud to be an equal opportunity employer and a contractor to the Federal Protective Services. All qualified applicants will receive consideration for employment without regard to race, color, religion, age, sex, sexual orientation, gender identity, national origin, political affiliation, disability, marital/family status or protected veteran status. Simmons and Associates, LLC encourages referrals of those qualifying under protected veterans’ status. Simmons and Associates, LLC conducts pre-employment drug testing and background investigations on all candidates selected for employment. Job offers are contingent upon favorable drug testing results and background checks. Additional drug/medical testing and subsequent background investigations conducted by the government may be required to obtain access to the work site.

  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)