Must have basic knowledge of industrial electrical circuits.
Knowledge of electronics and plc programming.
Be able to run conduit and make field splices.
Be able to trouble shoot, overhaul, repair and maintain plant hydraulics.
Perform routine preventative maintenance and make minor repairs as needed to plant equipment.
Must demonstrate general welding and basic cutting.
Be able to set-up, operate, adjust, and maintain production equipment.
Be familiar and practice Lock out/Tag out safety procedures on a daily basis.
Comply with written plant policies.
Maintain the highest possible level of personal hygiene and cleanliness in accordance with plant GMP policies.
Follow the written specification for packaging and labeling of products.
Physically inspect products for both natural occurring and processing defects.
Natural occurring defects would be not limited to: deformity, bruising in excess, infection, discoloration, and abscess.
Processing defects would be but not limited to: FM, bones, extraneous material (to include fecal matter), feathers, broken/mis-cut, missed heads, torn, fat levels, etc.
Identify and report any suspicious or abnormal situations to their immediate supervisor or plant management official.
Abnormal situation would be:
Product tampering
Willful product adulteration
Unauthorized employees in restricted areas
Situation where a belief that product adulteration may be occurring
Equipment malfunction that may put product wholesomeness at stake
Physical Demands:
Standing/walking 100% of the workday.
Lifting and pulling various weights based upon machine and task in hand.
Carry a waist tool belt (approximately 15-45 pounds) with all the various tools and supplies needed for daily work.
NOTE:
This job description is not all inclusive of what the employee may be asked to do while performing the duties described above. The company reserves the right to modify this job without prior notice.
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)
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