Posted in Construction 9 days ago.
* Applicants must have their CDL current, or have an active CDL Permit. ** Services include: (Must have current CDL, or active CDL Permit.) Pavement Marking- Paint, Epoxy, MMA (Methyl Methacrylate) Performed Tape and Thermoplastic Application Surface Preparation- Line Removal, Grooving, Water Blasting. Rumble Strips HighMark Traffic Services, Inc. is looking for additional team members for our seasonal highway crews. CDL, Class A preferred: HazMat, Tanker endorsements a plus Job encompasses a driver, laborer, and equipment operator as one position. Entry-level positions and on the job training, but must have your CDL, or CDL permit. Must have a clean driving record, be insurable Must be able to travel Must be able to pass a pre-employment drug screen, as well as intermittent random screens as prescribed by the DOT Mainly the construction season runs from late March to late November, but the possibility of early and late season projects may arise. In off season, employees remain job attached and may be able to receive job attached- unemployment wages if they qualify. Pay for non-certified job time is DOE, $12-$15.00/HR. Pay for Certified job time is per Davis-Bacon scale and starts at $28.00/HR with additional fringe starting at $10.30/HR, giving an average hourly rate ranging from $38.30 to $41.30-depending on job/zone, For jobs requiring travel, hotel accommodations are paid, as well as a per diem. Benefits are available after a probationary period. (health, dental, vision, HSA, 401k with employer match available.) In off season, employees may be able to receive job attached- unemployment wages if they qualify.
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)
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