Textile Manufacturing Lab Technician - Quality Control (2nd Shift)

American & Efird LLC
life insurance, paid holidays, 401(k)
United States, North Carolina, Mount Holly
Feb 14, 2025
Description Textile Manufacturing Lab Technician - Quality Control (1st Shift) Schedule: 2nd Shift (3:00 pm - 11:00 pm) Starting Pay Rate: $16.00 per hour Benefits: Medical, dental, vision, matching 401(k), paid vacation, paid holidays, short-term disability, long-term disability, life insurance, referral bonus, training program, and more This position requires the ability to (this is not a complete job description): work safely in a fast-paced, team structured manufacturing environment read and understand work orders, instructions, formulas, and processing charts follow test procedures to examine and inspect products or materials compare test results with specifications to ensure conformance to standards collect data, maintain records and prepare periodic reports communicate results effectively with all levels of the facility use and maintain precision measuring tools or equipment load, unload and stack containers, materials, or products and move between work areas meet or exceed company quality standards maintain regular and predictable attendance comply with company processes and procedures follow verbal and written instructions stand, walk, lift, bend, stoop, and reach while handling material or products work cooperatively, courteously, and respectfully with all team members, vendors, and visitors perform job duties in variable temperatures based on weather conditions (including hot weather) ensure good housekeeping of all areas on company premises successfully complete drug and background screenings E-verify Employer Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities 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)