The following description applies to workers in the General Laborer job classification:
Summary of Job Duties
A general laborer will perform tasks involving physical labor at construction sites. He or she may perform tasks, including but not limited to:
Signal equipment operators to facilitate alignment, movement, or adjustment of machinery, equipment, or materials.
Measure, mark, or record openings or distances where work will be performed.
Clean or prepare demolition/construction sites to eliminate possible hazards.
Control traffic passing near, in, or around work zones.
Load, unload, or identify building materials, machinery, or tools, distributing them to the appropriate locations, according to project plans or instructions.
Help maintain equipment and tools.
Use hand tools to position or dismantle structural components.
Erect or dismantle scaffolding, shoring, braces, traffic barricades, ramps, or other temporary structures.
Dig ditches or trenches, backfill excavations, or compact and level earth to grade specifications, using picks, shovels, tampers, or rakes.
Position, join, or align structural components.
Operate jackhammers or drills to break up concrete or pavement.
Read plans, instructions, or specifications to determine work activities.
Tend pumps, compressors, or generators to provide power for tools, machinery, or equipment or to heat or move materials.
Provide assistance to craft workers.
Mop, brush, or spread paints, cleaning solutions, or other compounds over surfaces to clean them or to provide protection.
Grind, scrape, sand, or polish surfaces.
Mix ingredients to create compounds for covering or cleaning surfaces.
Spray materials such as water, sand, steam, vinyl, paint, or stucco through hoses to clean, coat, or seal surfaces.
Raze buildings or salvage useful materials.
The above listing is a general summary of the General Laborer job duties. Depending upon the particular circumstances of a project where work is being performed, some of these duties may be performed while others may not. In addition, the General Laborer may on occasion be required to perform other duties that are not listed here.
Essential Functions of the Job
The essential functions of the General Laborer job are as follows:
Performing General Physical Activities – Performing physical activities that require considerable use of arms and legs and moving of the whole body, such as climbing, lifting, balancing, walking, stooping, and handling of materials.
Handling and Moving Objects – Using hands, arms, legs, and full body in handling, installing, positioning, and moving materials, and in manipulating things.
Getting Information – Observing, receiving, and otherwise obtaining information from all relevant sources.
Operating Vehicles, Devices, or Equipment – Running, maneuvering, navigating, or driving vehicles or equipment.
Communicating with Supervisors, Peers, or Subordinates – Providing information to supervisors, co-workers, and subordinates by telephone, in written form, e-mail, or in person.
Controlling Machines and Processes – Using either control mechanisms or direct physical activity to operate machines or processes (not including computers).
Inspecting Equipment, Structures, or Material – Inspecting equipment, structures, or materials to identify work needs or problems.
Identifying Objects, Actions, and Events – Identifying information by categorizing, estimating, recognizing differences or similarities, and detecting changes in circumstances or events.
Establishing and Maintaining Interpersonal Relationships – Developing constructive and cooperative working relationships with others, and maintaining them over time.
Making Decisions and Solving Problems – Analyzing information and evaluating results to choose the best solution and solve problems as they relate to work being performed.
Updating and Using Relevant Knowledge – Keeping up-to-date technically and applying new knowledge of work-related techniques to the job.
Evaluating Information to Determine Compliance with Standards – Using relevant information and individual judgment to determine whether events or processes comply with applicable laws, regulations, or standards.
Monitoring Processes, Materials, or Surroundings – Monitoring and reviewing information from materials, events, or the environment, to detect or assess problems relating to work being performed.
The types of skills that are required to perform these essential functions include:
Speaking – Talking to others to convey information effectively.
Coordination – Adjusting actions in relation to others’ actions.
Operation Monitoring – Watching gauges, dials, or other indicators to monitor a machine or work processes.
Operation and Control – Controlling operations of equipment or systems.
Critical Thinking – Using logic and reasoning to identify and apply alternative approaches to problems.
Active Listening – Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times.
Social Perceptiveness – Being aware of others’ reactions and responding appropriately to assure cooperative interactions.
Problem Solving – Identifying problems and reviewing related information to develop and evaluate options and implement solutions.
Reading Comprehension – Understanding basic written sentences and paragraphs in work related documents.
Equipment Selection – Determining the kind of tools and equipment needed to do a job.
Time Management – Managing one’s own time to work effectively and efficiently.
Required Work Style
General Laborer workers are expected to exhibit the following in performing their jobs:
Attention to Detail – Job requires being careful about detail and thorough in completing work tasks.
Dependability – Job requires being reliable, responsible, and dependable as to regular and on-time attendance, as well as diligent performance while working.
Self Control – Job requires maintaining composure, keeping emotions in check, controlling anger, and avoiding aggressive behavior, even in difficult situations.
Cooperation – Job requires being pleasant with others on the job and displaying a good-natured, cooperative attitude.
Stress Tolerance – Job requires accepting criticism and dealing calmly and effectively with instructions and job demands.
Initiative – Job requires a willingness to take on responsibilities and challenges.
Persistence – Job requires persistence in the face of obstacles or unexpected difficulties.
Concern for Others – Job requires being sensitive to others’ needs and feelings and being understanding and helpful on the job.
Integrity – Job requires being honest and ethical.
Adaptability/Flexibility – Job requires being open to change (positive or negative) and to considerable variety in the workplace and work conditions.
Independence – Job may require guiding oneself with little or no supervision, and depending on oneself to get things done.
Analytical Thinking – Job requires analyzing information and using logic to address work-related issues and problems.
Required Minimum Qualifications
Post-secondary education is not required, but a high school diploma or G.E.D. is preferred.
Knowledge of and at least one year of prior work experience with the following is preferred:
Building and Construction – Knowledge of materials, methods, and the tools involved in the construction or repair of buildings and structures.
Construction Design – Knowledge of basic design principles of construction.
Mathematics – Knowledge of basic math used in taking and calculating linear measurements.
Mechanical – Knowledge of basic hand tools and machines, including their uses and maintenance.
Public Safety and Security – Knowledge of relevant equipment, policies, procedures, and strategies to protect people, data, property, and institutions in construction settings.
Employee must be able to provide or obtain for himself or herself regular transportation to and from various worksites throughout the Baltimore-Washington, D.C. metropolitan area.
Employee must pass a drug screening test after conditional offer of employment and prior to hiring.
Background and security checks may be required (for both new hires and incumbent employees) as contractually mandated for particular projects (e.g., for work at certain government installations or other sensitive sites).
Equal Employment Opportunity, Affirmative Action, and No-Harassment Policy
Equal Employment Opportunity and Affirmative Action
Interior Specialists, Inc. is committed to maintaining a working environment that promotes teamwork and diversity and that is free of any and all forms of unlawful discrimination. Accordingly, all of ISI’s employment-related activities will be administered without regard to race, color, religion, sex, national origin, age, disability, veteran status, marital status, personal appearance, sexual orientation, familial status, family responsibilities, matriculation, political affiliation, source of income, place of residence or business, or other legally protected personal characteristic.
In addition, Interior Specialists, Inc. will take affirmative action to ensure equal employment opportunity for qualified minorities, women, covered veterans, and individuals with disabilities.
ISI’s commitment to equal employment opportunity and affirmative action extends to all terms and conditions of employment, including but not limited to recruitment, selection, compensation, benefits, training, promotion, job assignments, layoffs, and termination. A key component of this commitment is zero tolerance for harassment, which the company views as a form of discrimination and which is addressed in more detail below.
Any employee who suffers or observes discrimination is strongly encouraged to notify Amanda Amend or Michael Carbaugh, who serve as ISI’s designated Equal Employment Opportunity Officers and are responsible for administering this policy, at (410) 335-0381.
It is also the policy of Interior Specialists, Inc. to maintain a work environment that is free from all forms of harassment based on an applicant’s or employee’s race, color, religion, sex, national origin, age, disability, veteran status, marital status, personal appearance, sexual orientation, familial status, family responsibilities, matriculation, political affiliation, source of income, place of residence or business, or other legally protected personal characteristic. Prohibited harassment occurs when a supervisor, co-worker, or even a non-employee behaves or acts in such a way that creates a hostile work environment for another employee based upon his or her protected characteristic. Harassment may consist of, but is not limited to:
Verbal abuse, including offensive comments, gestures, jokes, remarks, or slurs
Displaying offensive cartoons, symbols, images or pictures
Physical abuse or touching or other physically degrading conduct
ISI has a ZERO TOLERANCE policy for harassment, which means that we will promptly and thoroughly investigate all alleged incidents of harassment and take appropriate corrective action to eliminate such conduct.
It is the responsibility of any employee who believes he or she is the victim of or witness to discrimination or harassment to report the conduct immediately in accordance with the following procedures:
If an employee believes that he or she has been discriminated against or harassed, or if he or she knows of others who have been discriminated against or harassed, by a co-worker, vendor, or other person associated in any way with ISI business, the employee is expected to report the situation immediately to one of the EEO Officers, Amanda Amend or Michael Carbaugh, at (410) 335-0381.
Upon receipt of such a complaint, the EEO Officer or a designee will commence a prompt and thorough investigation of the allegations. The investigation may include witness interviews and a review of documents and other information relevant to the complaint allegations. Upon completion of the investigation, the EEO Officer or a designee will advise the complainant of the investigation results. If the allegations are substantiated, immediate corrective action will be taken to eliminate the complained-of conduct. Employees found to have engaged in discrimination or harassment in violation of this policy may be subject to disciplinary action, up to and including immediate termination of employment.
Statement of Non-retaliation
This policy also protects employees against retaliation for reporting or providing information relevant to investigations of possible discrimination or harassment. Acts of retaliation should be reported in the same way as other violations, and will be treated with the same strict discipline as discrimination or harassment itself.
Questions about this policy should be directed to Amanda Amend or Michael Carbaugh.
For more detail information about the program, please refer official source from ISI Demolition on following link below. If you meet these requirements, please register yourself at :