Description

　　Move cargo and baggage on and off aircraft and transport it between aircraft, airport terminals, air cargo facilities, and other aircraft.

　　Operate motorized equipment.

　　Read and interpret aircraft weight and balance loading instructions, hazardous material identification labels, aircraft loading manifests, and baggage and cargo routing tags.

　　Other duties as assigned.

　　Supervise lead agents: allocating ramp agent resources as needed.

　　Complete shift reports and sign time-cards.

　　Ensure the ramp personnel adhere to established company safety regulations.

　　Prepare disciplinary incident and or termination reports as needed for violations of company policy.

　　Assist in the preparation of performance evaluation forms.

　　Assist in the baggage handling area.

　　May occasionally operate various pieces of ground support equipment.

　　Requirements:

　　Must be at least 18 years of age;

　　Must have high school diploma, GED or equivalent work experience;

　　Must pass drug test;

　　Must be able to speak, read, and write in English;

　　Valid driver’s license with good driving record;

　　Capable of lifting comfortably 70 lbs;

　　Prior ramp experience a plus;

　　Must be available and flexible to work variable shifts including weekends and holidays;

　　Work is done primarily outdoors. Must be comfortable working in all weather conditions;

　　Must pass FBI finger print check and obtain custom seal;

　　To report any significant deficiency in our products, material and documents;

　　Has the duty to suggest any improvements to working practices especially those relating to safety and security;

　　Must pass pre-employment medical;

　　Benefits include:

　　Health, dental, vision

　　401k

　　STD (Short-Term Disability)

　　Life Insurance

　　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)