Linen Worker

General Summary

Collects, transports, weighs, and records soiled linen from hospital and outlying buildings per area schedule. Performs inventory of all linen, fills and transports clean linen to stock points within hospital and outlying buildings.

Essential Duties and Responsibilities

• Assist government linen officer in weighing in clean linen delivered from the laundry contractor and weighing soiled linen going out to the laundry contractor
• Sorts, counts, sends and receives all incoming/outgoing items for the dry cleaning contractor
• Uses mechanically operated pneumatic chute system to throw linen from top floors down to linen area
• When chute is not functional, transports carts from upper floors down to lower level
• Collects soiled linens from outlaying buildings
• Transports linen carts up to the floors and stock in appropriate areas
• Stocks clean linen from laundry on linen shelves in the clean linen area. Keeps linen shelves organized and packs are counted, wrapped, and labeled.
• Clean and disinfect clean and soiled linen carts daily
• Correct deficiencies immediately found on supervisor’s inspections
• Remove defect/torn linens from par level and report to supervisor
• Participate in hospital wide and all outlying buildings yearly linen inventory
• Other duties as assigned

Knowledge, Experience and Skill Requirements

• Must have high school diploma or GED
• Must have one year hospital/health care laundry experience
• Computer literate with mathematical comprehension
• Strong interpersonal and team working skills

Working Conditions

• Be able to stand extended period of time, push, pull, bend, kneel, and stretch as required
• Be able to lift 50 lbs. and push 1000 lbs.

This job description is subject to change by the employer as the needs of the employer and requirements of the job change.

We maintain a drug-free workplace and perform pre-employment substance abuse testing.

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)