Seasonal Linen Processor- Oak Island Accommodations

As the Linen Processor, you may look forward to:

• Required to work in processing and distribution facility.
• Sorting clean and dirty linens
• Chemically treating stains
• Assist in washing and drying linens
• Fold linens with the help of an automatic folder
• Wrap linens with the help of an automatic wrapper
• Creating linen packages for delivery.
• Ability to work weekends and most holidays
• Obeys all applicable federal laws, rules, and regulations relating to Anti-Money Laundering (AML) including the Bank Secrecy Act (BSA)

You are a person that (required skills):

• Is able to work weekends and most holidays
• Is able to work without direct supervision
• Team player
• Effectively communicate via verbal and written language

You’ll be better prepared if you have (desired skills):

• High School diploma or equivalent
• Problem solving skills

Physically you can anticipate to:

• Express or exchange ideas by means of the spoken word via email and verbally
• Able to lift up to 30 pounds and exert 30 pounds of force
• Use your arms and legs, bend, twist, stoop, and stand for extended periods of time
• May be required to push heavy rolling containers around the warehouse
• Have close visual acuity to perform activities such as analyzing data, viewing a computer terminal, reading, and preparing documentation
• Subject to internal and external environmental conditions
• The physical demands described here are representative of those that must be met by an employee to successfully perform the essential responsibilities of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential responsibilities.

#LI-DNI

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)