What are the responsibilities and job description for the Machine Operator 2nd Shift position at Rockline Industries?
Description
REQUIREMENTS:
- The operator is preferred to be qualified to operate a PIT (powered industrial truck such as fork lift, order picker or other paper handling equipment) but training would be provided if needed.
- Ability to follow verbal or written directions
OCCASIONAL REQUIREMENTS (1% - 33%)
- Bending, bend and reach or crouching.
- Vertical reach (paper roll changes)
- Horizontal reach (most work done waist to shoulder within 18" of body).
- Manual dexterity including finger dexterity, grasping, and pinching (use of hand tools and chart work).
- Lifting 5 to 50 pound range.
- Twisting and carrying 5 to 50 pounds.
- Pushing or pulling paper rolls with body and legs.
FREQUENT REQUIREMENTS (34% - 66%):
- Eye/hand or eye/hand/foot coordination.
- Both handedness, either handedness.
CONSTANT REQUIREMENTS (67% - 100%):
- Standing/walking up to 8 hours per day.
- Balance as needed to work around machinery.
- 20/40 correctable vision with some color discrimination.
- Ability to wear PPE (safety glasses, hard hat, hair/beard net)
- Depth perception essential for working around machinery.
(%) REQUIREMENT PERSENTAGES ARE BASED ON POSTURE AND MOVEMENT OVER AN 8 HOUR DAY.
ENVIRONMENTAL REQUIREMENTS:
- Ability to tolerate fluctuating temperate depending on outside weather conditions and time of the year.
- Ability to work in moderate noise within federally established safety guidelines.
- Ability to work in an environment with constant running machines and conveyors, with a minimum exposure to chemicals, fumes etc.
- Must attend mandatory training sessions
- Remove two full outside wraps of paper before putting the rolls on the machine. These discarded, outside wraps are to be put into the trash.
- It is a requirement of all job classes to work within team environment and to communicate with all associate.
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)