INTRODUCTION
- This position is for a person with a disability according to the Ability One government contract
- Proof of disability is required prior to interviewing
- This position is located in Washington, DC at the Senate Child Care Center
- The core working hours are 7:00 pm - 11:00 pm, Monday through Friday
- Starting pay is $17.70 per hour
- Pre-employment background checks and drug testing are required
QUALIFICATIONS
- Floor Care Experience is Required
- Strip and wax floors
- Operate floor buffers
- Shampoo and clean carpets
RESPONSIBILITIES
- Sweeps and mops hallways, offices, and stairs
- Waxes and buffs floors with prescribed buffers
- Strips and waxes floors
- Shampoos rugs and carpets
- High dusting/cleaning of offices, hallways, and stairs
- Performs general cleaning tasks when assigned such as emptying trash, emptying recycling, low dusting, glass cleaning, vacuuming, wall washing, spot cleaning, and restroom cleaning
- Mixes cleaning solutions
- Maintains issued equipment
- Notifies supervisor when supplies and equipment are needed to perform tasks
- All other duties assigned by Custodial Foreman
PHYSICAL QUALIFICATIONS
- The incumbent must be able to stand or walk 90% of the work time, and sit 10%
- He/she must be able to lift/carry 50 pounds and push/pull 50 pounds in order to clean work areas and handle supplies and equipment
- He/she must be able to climb, balance, stoop, kneel, crouch, and reach
- These requirements are necessary for using ladders and stairs, cleaning low areas, high areas, benches, and corners
- He/she must be able to communicate with supervisors and co-workers
- Must good vision, with depth perception and ability to distinguish colors for safety reasons
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)
