Job Description

POSITION TITLE: Industrial Safety Compliance/Shop Assistant

JOB STATUS:  Full-Time Position

NORMAL WORKING HOURS: 6:30AM – 4:30PM, Monday thru Friday.

REPORTS TO:  Corporate Officers

JOB SUMMARY

Position will customarily and regularly exercise discretion and independent judgment. Work under general supervision on tasks that are specialized and require special training, experience and knowledge.

PRIMARY RESPONSIBILITY SUMMARY: Being able to apply a strong working knowledge of the rules and regulations pertaining to OSHA, EPA, and DNR standards of compliance at all Lamers’ terminals. Documentation is a must.

SECONDARY RESPONSIBILITY SUMMARY: Involvement with shop department and assist with general shop duties.

POSITION REQUIREMENTS

Competency/Experience

1. Requires the education from a college setting with working knowledge of OSHA, EPA, and DNR with ability to apply regulations to the Company.
2. Excellent communication/organization skills with the ability to speak clearly in English and listen to employees’ needs to provide/direct assistance properly.
3. Must be efficient on the computer, keyboard, printer.
4. Maintain CDL license with P, S, and airbrake endorsements, DOT file.

PRIMARY ESSENTIAL FUNCTIONS – Tasks that must be preformed

1. Hazard Communication Program: Maintain
   1. An accurate up-to-date WRITTEN hazard communication program.
   2. Maintain hazardous chemical inventory.
   3. Establish a plan for uniformity of products used at terminals. “Cut down on products.”
   4. Proper container LABELING.
   5. Keep accurate required information on all safety data sheets. All SDS books at all facilities must be kept current.
   6. Must provide employee TRAINING for all mechanics and cleaners with chemical specific training as necessary. Maintain accurate documentation of “Right to Know Training.”
2. HAZWOPER Program (OSHA)
   1. The emergency action plan procedures must be in writing located within the contingency plan and shall cover those designated actions employers and employees must take to ensure employee safety from fire and other emergencies. Section 7 of the contingency plan. There are special elements and requirements of contingency plan that must be followed.
   2. Provide annual refresher training to managers involving hazardous material response. This is for clean up or emergency response.
3. SARA — “Communicaty RIGHT TO KNOW” (EPA – Administered by DNR)
   1. Must have a written emergency contingency plan.
   2. Hazard Substance (EHS) site assessment must be completed and documented for each terminal.
   3. Must fill out Tier II reports and mail before March 1st each year.
4. RESPIRATOR PROTECTIVE PROGRAM
   1. Follow the eleven (11) commandments to a proper respiration program.
   2. Perform training for respiratory users annually.
   3. Maintain medical records as required by OSHA.
   4. Maintain respiratory maintenance sheets.
5. DNR – “MANAGING YOUR HAZARDOUS WASTES”
   1. Site assessment must be completed and documented for each termina. What are we disposing of, location of waste, total pounds per month, “Goal – to maintain a small quantity generator.
   2. Written program
   3. Monitor collection, storage and disposal of hazardous waste with documentation. IAS – waste paint, Wausau parts cleaner, Safety Kleen – gun cleaner.
   4. Identify areas for waste reduction.
   5. Fluorescent light – storage, collection, recycle.
6. PAINT BOOTH
   1. Monitor on a monthly basis — all aspects (safety, disposal, filters, labeling, air monitoring, storage). Maintain documentation on all areas.
7. A TERMINAL reference checklist must be followed so areas cannot be forgotten or overlooked. Monthly
8. BLOODBORNE PATHOGENS PROGRAM
   1. Perform all training (material and video) with employees. (Cleaners, Special Ed SB, MC, Reg SB Drivers, last mechanics, office for cleaners.
   2. Assure spills are properly cleaned up.
   3. Assure material is properly disposed of.
   4. Manage all exposure incidents as required by OSHA.
9. TIRE PROGRAM/WHEEL SERVICING PROGRAM
   1. Mechanic training included in tire 3–Milwaukee, 2–East De Pere, 2–WI Rapids, 1–Wausau, 2–Menasha, 1–West De Pere, 1–Green Bay.
10. FORKLIFT PROGRAM
    1. Presently have JJ Keller video and material (Certify to train and can perform functions).
11. STORM WATER PROGRAM
    1. What is presently done? How to reduce contamination?

SECONDARY RESPONSIBILITIES

1. ANNUAL FIRE INSPECTIONS AND ALARM TESTING: scheduling and record keeping
2. STORMWATER INSPECTIONS: paperwork and record keeping.
3. MONTHLY REPORTS: Menasha Separator UST/AST Checklists
4. YEAR-END REPORTS: Hazardous Waste/RCRA For Diesel and Propane
5. LICENSING: Propane dispenser in Clintonville, Well inspections in Clintonville and Freedom
6. DUMPSTER CONTRACTS: Negotiate contracts with WM and GFL.
7. SEPTIC TANKS/PIT TRAPS: 3-year maintenance, paperwork, and follow-up.
8. BREATH ALCOHOL TESTING: Certified BAT, Calibration, Recordkeeping, factory recertification.
9. SUPERVISE NIGHT COACH CLEANING DEPARTMENT: Hire/Fire employees, conflict resolution, reviews
10. VIDEO SYSTEMS: Install, Troubleshoot, Order Equipment
11. TWO-WAY RADIOS: Install, Troubleshoot, Order Equipment
12. CELLPHONES: Order equipment, upgrades, troubleshoot issues, approve invoices.

BASIC REQUIREMENTS

1. Study regulations to be current.
2. A progress report of accomplishments for the week and goals for the upcoming week must be on the supervisor’s desk on Fridays.

WORK WEEK: 45-hour work week, or what it takes to get the job done. Weekend work, nights required as deemed necessary.

ENVIRONMENTAL FACTORS

1. Working indoors 75-100% of the time; at office 35-45%, at terminals 45-55%.
2. Working outside 0-35% of the time.
3. Working in paint booth area 0-15% of the time.
4. Exposure to dust, fumes, and vapors 25-75% of the time.
5. Exposure to noise 75-100% of the time.
6. Possible exposure to carbon monoxide.
7. Working in extreme heat and cold 11-35% of the time. Working with glare/improper illumination 5-10% of the time.

FEDERAL MOTOR CARRIER SAFETY REGULATION 391.23(i)

(i)(1) The prospective employer must expressly notify drivers with Department of Transportation regulated employment during the preceding three years-via the application form or other written document prior to any hiring decision-that he or she has the following rights regarding the investigative information that will be provided to the prospective employer pursuant to paragraphs (d) and (e) of this section:

(i)(1)(i) The right to review information provided by previous employers;

(i)(1)(ii) The right to have errors in the information corrected by the previous employer and for that previous employer to re-send the corrected information to the prospective employer;

(i)(1)(iii) The right to have a rebuttal statement attached to the alleged erroneous information, if the previous employer and the driver cannot agree on the accuracy of the information.

(i)(2) Drivers who have previous Department of Transportation regulated employment history in the preceding three years, and wish to review previous employer-provided investigative information must submit a written request to the prospective employer, which may be done at any time, including when applying, or as late as 30 days after being employed or being notified of denial of employment. The prospective employer must provide this information to the applicant within five (5) business days of receiving the written request. If the prospective employer has not yet received the requested information from the previous employer(s), then the five-business days deadline will begin when the prospective employer receives the requested safety performance history information. If the driver has not arranged to pick up or receive the requested records within thirty (30) days of the prospective employer making them available, the prospective motor carrier may consider the driver to have waived his/her request to review the records.

CAREER MOBILITY

All employees can be considered for career mobility within any department of Lamers Bus Lines. All prospective candidates, be they currently employed or applying from outside the Company, are given equal consideration for positions based on capability of performing the Essential Functions for that job. Lamers Bus Lines reserves the right of placement and/or promotion to the best matched person for each job.

Lamers Bus Lines, Inc. reserves the right to alter, modify, delete or add to the information contained in this job description at its discretion. Nothing contained in this job description should be considered as creating any contractual right or guaranteed condition of employment. Additional requirements, duties and responsibilities may be established at any time.

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