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Equipment Operator - St. George, UT


Equipment Operator - St. George, UT

Equipment Operator - St. George, UT

Niels Fugal Sons Company, LLC
Washington, UT 84780

Job details

Job Type

Full-time

We are currently offering a $200 sign-on bonus if you, as the new employee, stays for 30 plus days


Company:

Niels Fugal Sons Company has been serving the utility construction industry since the late 1920’s and is recognized today as a well-known leader in the telecommunications and natural gas construction industry. With its corporate office in Pleasant Grove, Utah, and offices in Utah, Arizona, New Mexico and Texas. Niels Fugal Sons Company proudly serves the entire western United States.


Overview:

Under general supervision, this position performs tasks related to the operation of various heavy equipment, including but not limited to backhoe’s, trackhoe’s, s steers, Loaders, plows, bore machines, Etc.


Responsibilities:

  • Safely operates equipment on jobsite
  • Safely identifies utilities in the construction area
  • Dig pits, trenches or potholes as directed by job plan including windows when crossing utilities
  • Restores and/or landscapes disturbed areas of the jobsite
  • Demonstrates job skill, procedures and techniques to crew members
  • Responsible for the site set-up and clean-up
  • The Operator shall follow all safety rules at all times.
  • The Operator shall not engage in unsafe acts.
  • The Operator is expected to attend and participate in all safety meetings and training.
  • The Operator shall use all prescribed safety equipment that is required to safely do the job at hand.
  • The Operator shall report unsafe acts or conditions to his or her immediate Supervisor or Safety Personnel.
  • The Operator shall report any and all injuries, accidents and/or incidents immediately their immediate Supervisor.
  • On occasion, the operator will need to perform laborer duties when the operating duties are completed.
  • The Operator shall be a safe worker on and off the job.
  • Might require being on-call. Employee will respond to emergency call between the hours of 5:00 p.m. to 8:00 a.m. This position may require weekend work, night work and/or overnight travel.


Qualifications:

  • Minimum six (6) months previous experience or training
  • Must be able to pass a drug test
  • This position requires the ability to do math equation and summaries for reporting work completed.
  • This position requires the ability to apply common sense understanding to carry out instructions in written, oral, or diagram form.
  • Knowledge and understanding of “safety systems” associated with equipment operation including set-up and emergency procedures
  • Knowledge and understanding of loading, unloading and transport procedures for equipment
  • Knowledge and understanding of compaction requirements for ground conditions or customer needs
  • Knowledge and understanding of and perform proper daily maintenance on equipment
  • Knowledge and understanding of the proper care of equipment including hours of service requirements
  • Knowledge and understanding of support equipment operation, digging equipment, vacuum-units, reel trailers, backhoes, plows and trenchers
  • Must have or be able to obtain CDL Class “A” driver’s license
  • Physical demands: while performing the duties of this position, the employee is regularly required to use hands to finger, handle, or feel; bend, stoop, kneel, crouch, or crawl; and talk or hear. The employee frequently is required to stand, walk, sit, reach with hands and arms, and climb or balance. The employee must be able to lift and/or move up to 50 pounds repeatedly and frequently lift or move up to 100 pounds. Specific vision abilities required by this position include close vision, distance vision, color vision, peripheral vision, depth perception, and ability to adjust focus.
  • Work environment: while performing the duties of this position, the employee is regularly exposed to outside weather conditions and may be subject to adverse conditions such as high humidity, high temperatures, high wind, extreme cold, rain, sleet, and snow. The outside work environment will vary throughout the workday including changes in terrain, traffic, urban settings and/or rural settings. The employee is occasionally exposed to natural gas and to the risk of electrical shock. The noise level in the work environment is usually moderate.


Benefits Include:

  • Competitive Pay
  • Health Insurance: Medical, Dental, Vision and Prescription Plans
  • Flexible Spending Accounts
  • Retirement Savings Plan (401K) with company matching
  • Stock Purchase Plan
  • Short & Long Term Disability
  • Supplemental Life and AD&D Insurance
  • Paid Holidays and Vacation (PTO)

__________________________________________________________________

Our Company is an equal employment opportunity employer. The Company’s policy is not to discriminate against any applicant or employee based on race, color, sex, sexual orientation, gender identity, genetic information, religion, national origin, age, disability, veteran status, or any other basis protected by applicable federal, state, or local laws. The Company also prohibits harassment of applicants or employees based on any of these protected categories. It is also the Company’s policy to comply with all applicable state and federal laws respecting consideration of unemployment status in making hiring decisions.

__________________________________________________________________




When you apply for this job, you will be asked to answer questions regarding your criminal background. Answering “Yes” to the criminal background questions will not automatically bar you from employment. A criminal background check will be conducted following any conditional offer of employment. Only those crimes which are substantially related to the position you are seeking will be considered. Please note that for certain contractors with whom we do business, based on the nature of their operation, the type of offense and related factors may affect your assignment to that contractor. Factors that will be taken into account include: (1) The facts or circumstances surrounding the offense or conduct; (2) the number of offenses for which you were convicted or plea was entered; (3) your age at the time of conviction or plea, or release from prison; (4) any evidence that you performed the same or similar type of work, post conviction/plea, with the same or different employers, with no known incidents of criminal conduct; (5) the length and consistency of employment history before and after the offense or conduct; (6) any rehabilitation efforts, e.g. education/training; (7) any employment or character references and any other information regarding your fitness for the particular position; and/or (8) whether you are bonded under a federal, state, or local bonding program.



For applicants residing in and/or applying for a position in a state or locality listed below, please review the specific directions below before submitting your application.




CALIFORNIA APPLICANTS: Do not identify any misdemeanor conviction for which probation has been successfully completed or otherwise discharged and the case has been dismissed by a court. Also, do not identify marijuana related convictions entered by the court more than 2 years ago that involve: unlawful possession of marijuana; transportation or giving away of up to 28.5 grams of marijuana, other than concentrated cannabis, or the offering to transport or give away up to 28.5 grams of marijuana, other than concentrated cannabis; possession of paraphernalia used to smoke marijuana; being in a place with knowledge that marijuana was being used; or being under the influence of marijuana. Also, do not identify any arrest or detention that did not result in a conviction or any record of a referral to, and participation in, any pretrial or post trial diversion program. (SAN FRANCISCO APPLICANTS: Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS AFTER THE FIRST INTERVIEW. When answering such questions, please do not disclose any misdemeanor and felony convictions that occurred more than seven years prior to the inquiry or : (a) arrests other than those which charges are still pending, (b) completion of any diversion program, (c) sealed or juvenile offenses, or (d) infractions that are not
felonies or misdemeanors.)



CONNECTICUT APPLICANTS: Do not identify any arrest, criminal charge or conviction the records of which have been erased by a court based on sections 46b-146, 54-76o or 54-142a of the Connecticut General Statutes. Criminal records subject to erasure under these sections are records concerning a finding of delinquency or the fact that a was a member of a family with service needs, an adjudication as a youthful offender, a criminal charge that was dismissed or not prosecuted, a criminal charge for which the person was found not guilty, or a conviction for which the offender received an absolute pardon. Any person whose criminal records have been judicially erased under one or more of these sections is deemed to have never been arrested within the meaning of the law as it applies to the particular proceedings that have been erased, and may so swear under oath.



GEORGIA APPLICANTS: Do not identify any verdict or plea of guilty or nolo contendere that was discharged by the court under Georgia’s First Offender Act.



HAWAII APPLICANTS: Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT. Please limit your responses to any convictions within the past 10 years, excluding any period of time when you were incarcerated.



IOWA APPLICANTS: Convictions will not automatically be a bar to employment, but the job, and the time, nature and seriousness of the crime will be considered.




MARYLAND APPLICANTS: UNDER MARYLAND LAW, AN EMPLOYER MAY NOT REQUIRE OR DEMAND, AS A CONDITION OF EMPLOYMENT, PROSPECTIVE EMPLOYMENT OR CONTINUED EMPLOYMENT, THAT ANY INDIVIDUAL SUBMIT TO OR TAKE A LIE DETECTOR OR SIMILAR TEST. AN EMPLOYER WHO VIOLATES THIS LAW IS GUILTY OF A MISDEMEANOR AND SUBJECT TO A FINE NOT EXCEEDING $100.




MASSACHUSETTS APPLICANTS: Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT. You do not have to identify any record relating to prior arrests, criminal court appearances or convictions for which the record has been sealed and is on file with the Commissioner of Probation. You also do not have to identify prior arrests, court appearances and adjudications in cases of delinquency or as a in need of services which did not result in a complaint transferred to the superior court for criminal prosecution. You also do not have to identify (1) an arrest, detention or disposition regarding any violation of law in which no conviction resulted; (2) first-time misdemeanor convictions for drunkenness, simple assault, speeding, minor traffic violations, affray or disturbance of the peace; and (3) convictions for other misdemeanors where the date of conviction or the end of any period of incarceration was more than 5 years ago, unless there have been subsequent convictions within those 5 years.

It is unlawful in Massachusetts to require or administer a lie detector test as a condition of employment or continued employment. An employer who violates this law shall be subject to criminal penalties and civil liability.




MICHIGAN APPLICANTS: Do not identify any misdemeanor arrests, detentions or dispositions that did not result in conviction.



MINNESOTA APPLICANTS: Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE BEEN NOTIFIED OF SELECTION FOR AN INTERVIEW, OR IF NO INTERVIEW, WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT.



NEBRASKA APPLICANTS: Do not identify a sealed juvenile record of arrest, custody, complaint, disposition, diversion, adjudication or sentence.



NEVADA APPLICANTS: Please note that the discharge and dismissal of certain first time drug offenses, after the accused has completed probation and any required treatment or educational programs, does not constitute a “conviction” for purposes of employment.



NEW YORK APPLICANTS: You may answer “no record” concerning any criminal proceeding that terminated in your favor, per section 160.50 of the New York Criminal Procedure Law; any criminal proceeding that terminated in a “youthful offender adjudication,” as defined in section 720.35 of the New York Criminal Procedure Law; any conviction for a “violation” that already has been sealed by the court, per section 160.55 of the New York Criminal Procedure Law; and any conviction that was sealed pursuant to section 160.58 of the New York Criminal Procedure Law in connection with the licensing, employment or providing of credit or insurance. (BUFFALO APPLICANTS: Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS AFTER BEING INTERVIEWED IN PERSON OR BY TELEPHONE.)



NEW JERSEY APPLICANTS (NEWARK ONLY): Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT. You are not required to identify: (1) convictions for indictable offenses that are more than eight years old, measured from the date of sentencing; (2) disorderly person convictions or municipal ordinance violations that are more than five years old, measured from the date of sentencing; or (3) juvenile adjudications of delinquency; or criminal charges that never resulted in a conviction (4) records that have been erased, expunged, the subject of executive pardon or otherwise legally nullified.



OHIO APPLICANTS: Do not report any arrest or conviction for a minor misdemeanor drug violation as defined under Ohio Rev. Code 2925.11.



PENNSYLVANIA APPLICANTS: Do not identify convictions for summary offenses. (PHILADELPHIA APPLICANTS: Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT.)



RHODE ISLAND APPLICANTS: Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT.

The Company is subject to Chapters 29-38 of Title 28 of the General Laws of Rhode Island, and is therefore covered by the state’s workers’ compensation law.



WASHINGTON APPLICANTS: Do not identify any conviction entered by the court more than 10 years ago unless some period of incarceration resulting from that conviction took place within the last ten years. (SEATTLE APPLICANTS: Choose the answer: "I live in and/or am applying for a job in a state that does not require an answer at this time." YOU WILL BE ASKED TO ANSWER THE CRIMINAL HISTORY QUESTIONS WHEN YOU HAVE RECEIVED A CONDITIONAL OFFER OF EMPLOYMENT.)


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• Post ID: 21672498


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