Description
We are seeking a highly motivated, conscientious, and trustworthy individual to join our team as Custodian/Janitor, responsible for cleaning our Ball Ground facility 3-5 times a week, ensuring the building is safe, clean, and ready for operations.
Janitorial cart, trash collection can, cleaning tools/equipment and all cleaning supplies provided.
Approximately 15,000 sq. ft. of facility to be cleaned., consisting of offices, cubicles, 7 bathrooms, 2 kitchens, conference areas, front lobby, and some smaller warehouse areas.
Requires sweeping, mopping, vacuuming, trash collection, cleaning toilets, sinks and kitchen, restocking supplies, etc.
Flexible work schedule-start after 5pm weekdays and anytime Saturday/Sunday.
Requirements
Must be at least 18 years of age.
Able to work nights and weekends (see work schedule above).
Proven working experience as a custodian/janitor in a similar setting.
Knowledge of use and maintenance of cleaning equipment and appliances.
Knowledge of safe use and disposal of chemical liquids and other hazardous components.
Able to lift 50 pounds, stand or walk for extended periods of time, bend and stoop.
Able to pass a drug screen and background check.
Must have reliable transportation.
Authorized to work in the United States without sponsorship now and in the future.
About Us
PowerSecure, a Southern Company subsidiary, is a leading provider of innovative energy solutions to electric utilities and their industrial, institutional, and commercial customers. PowerSecure provides energy solutions in the areas of distributed energy infrastructure and energy efficiency.
PowerSecure is an Equal Opportunity/Affirmative Action employer and will consider all qualified applicants for employment without regard to race, color, religion, gender, sexual orientation, gender identity, national origin, age, protected veteran status, or disability status.
IND1
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)Operating Company: PowerSecure
