Employment

Hiring Process

General Laborers

Effective September 1, 2014, the process summarized below will be followed in the hiring of new employees for General Laborer positions:

Compliance with Equal Employment Opportunity / Affirmative Action Requirements

Consistent with its longstanding practice and operating philosophy, Interior Specialists, Inc. will recruit, hire, and employ all individuals in a nondiscriminatory manner and consistent with the company’s affirmative action obligations under all applicable laws. In particular, all recruitment, hiring, and other aspects of employment of General Laborers will be based on job-related qualifications and merit, regardless of any individual’s race, color, sex, religion, national origin, disability, veteran status, sexual preference, gender identity, or other legally protected characteristics. In addition, we will recruit and hire in accordance with federal affirmative action requirements pertaining to women, minorities, disabled individuals, and covered veterans.

Application Process

Recruitment materials will list the qualifications that appear in the “Required Minimum Qualifications” section of the General Laborer Job Description and will invite interested individuals to come to ISI’s corporate office located at 11012 Red Lion Road, White Marsh, MD 21162 to complete an application for employment.

Individuals who respond to ISI’s recruitment efforts by contacting company management will be invited to come to the company’s corporate office to complete an application for employment.

At the corporate office, interested individuals will be given a paper application packet and will be requested to complete and return the application packet to the corporate office.

The application packet will contain a cover page inviting interested individuals to inform ISI if they need a reasonable accommodation to an existing disability to enable them to complete the packet. The statement on the cover page will say: “Thank you for your expression of interest in employment with Interior Specialists, Inc. If you need a reasonable accommodation to an existing disability in order to complete this application packet, please inform the person who provided you with the packet and we will take appropriate steps to accommodate you.”

The application packet will include the following documents:

  • ISI Employment Application
  • Voluntary Self-Identification (Applicants) Form
  • Self-Identification Pursuant to VEVRAA (Applicants) Form
  • Voluntary Self-Identification of Disability Form

No individual will be deemed to be an “applicant” for employment until he or she has submitted the completed application packet to the corporate office.

Applications will be accepted continuously. However, applications will only be reviewed and considered on an “as needed” basis when there is a need to hire new employees.

At such time as applications are reviewed, applications that are more than 60 days old will not be considered and will be placed in a separate “Stale Application/Not Considered” file. Applications in the “Stale Application/Not Considered” file will be destroyed when they are more than two years old.

For applications that are timely and considered in conjunction with hiring for an available position, the applicant information will be entered into ISI’s applicant database for recordkeeping purposes and will be stored for two years from date of the hiring decision to which the application relates.

Paper copies will be kept in an applicant file drawer. Applications for individuals not hired will be retained for two years from the date of the hiring decision to which the application relates. Applications for individuals hired will be placed in the employee’s personnel file.

When a position is available, applications will be reviewed by one or more superintendents. The superintendent(s) will review the application in conjunction with the General Laborer Job Description to determine whether the applicant meets the Required Minimum Qualifications listed on the Job Description. Those who do will be recommended to Lucas Huber (or such other person as management may designate), who will then make the final decision regarding hiring based on the overall qualifications of the applicants in light of the Required Minimum Qualifications and other information set forth in the General Laborer Job Description. Mr. Huber (or the other designee) may call applicants to obtain more information in assessing their relative qualifications.

An approved applicant will be notified of the open position via phone and will then either accept or deny the position. All offers will be conditioned upon successful completion of a drug screen and satisfactory completion of the I-9 process.

Upon acceptance of a position with ISI, applicants will complete the following:

  • Pre-hire drug screening

Failure of the drug screen will end the hiring process immediately.

Completion of the New Hire Packet, which includes the following documents:

  • Self-Identification Pursuant to VEVRAA (new hires and current employees) Form
  • Voluntary Self-Identification of Disability Form
  • Employment Eligibility Verification Form I-9
  • Employee’s Withholding Allowance Certificate Form W-4
  • ISI Employee Manual Acknowledgement
  • Direct Deposit Form (if applicable)
  • View the “Starting Out Right” safety video (available in English and Spanish)
  • Complete acknowledgement of video viewing

Receive contact information, location, and time for first day on the job.


General Laborer Job Description

The following description applies to workers in the General Laborer job classification:

Summary of Job Duties

A general laborer will perform tasks involving physical labor at construction sites. He or she may perform tasks, including but not limited to:

  • Signal equipment operators to facilitate alignment, movement, or adjustment of machinery, equipment, or materials.
  • Measure, mark, or record openings or distances where work will be performed.
  • Clean or prepare demolition/construction sites to eliminate possible hazards.
  • Control traffic passing near, in, or around work zones.
  • Load, unload, or identify building materials, machinery, or tools, distributing them to the appropriate locations, according to project plans or instructions.
  • Help maintain equipment and tools.
  • Use hand tools to position or dismantle structural components.
  • Erect or dismantle scaffolding, shoring, braces, traffic barricades, ramps, or other temporary structures.
  • Dig ditches or trenches, backfill excavations, or compact and level earth to grade specifications, using picks, shovels, tampers, or rakes.
  • Position, join, or align structural components.
  • Operate jackhammers or drills to break up concrete or pavement.
  • Read plans, instructions, or specifications to determine work activities.
  • Tend pumps, compressors, or generators to provide power for tools, machinery, or equipment or to heat or move materials.
  • Provide assistance to craft workers.
  • Mop, brush, or spread paints, cleaning solutions, or other compounds over surfaces to clean them or to provide protection.
  • Grind, scrape, sand, or polish surfaces.
  • Mix ingredients to create compounds for covering or cleaning surfaces.
  • Spray materials such as water, sand, steam, vinyl, paint, or stucco through hoses to clean, coat, or seal surfaces.
  • Raze buildings or salvage useful materials.

The above listing is a general summary of the General Laborer job duties. Depending upon the particular circumstances of a project where work is being performed, some of these duties may be performed while others may not. In addition, the General Laborer may on occasion be required to perform other duties that are not listed here.

Essential Functions of the Job

The essential functions of the General Laborer job are as follows:

  • Performing General Physical Activities – Performing physical activities that require considerable use of arms and legs and moving of the whole body, such as climbing, lifting, balancing, walking, stooping, and handling of materials.
  • Handling and Moving Objects – Using hands, arms, legs, and full body in handling, installing, positioning, and moving materials, and in manipulating things.
  • Getting Information – Observing, receiving, and otherwise obtaining information from all relevant sources.
  • Operating Vehicles, Devices, or Equipment – Running, maneuvering, navigating, or driving vehicles or equipment.
  • Communicating with Supervisors, Peers, or Subordinates – Providing information to supervisors, co-workers, and subordinates by telephone, in written form, e-mail, or in person.
  • Controlling Machines and Processes – Using either control mechanisms or direct physical activity to operate machines or processes (not including computers).
  • Inspecting Equipment, Structures, or Material – Inspecting equipment, structures, or materials to identify work needs or problems.
  • Identifying Objects, Actions, and Events – Identifying information by categorizing, estimating, recognizing differences or similarities, and detecting changes in circumstances or events.
  • Establishing and Maintaining Interpersonal Relationships – Developing constructive and cooperative working relationships with others, and maintaining them over time.
  • Making Decisions and Solving Problems – Analyzing information and evaluating results to choose the best solution and solve problems as they relate to work being performed.
  • Updating and Using Relevant Knowledge – Keeping up-to-date technically and applying new knowledge of work-related techniques to the job.
  • Evaluating Information to Determine Compliance with Standards – Using relevant information and individual judgment to determine whether events or processes comply with applicable laws, regulations, or standards.
  • Monitoring Processes, Materials, or Surroundings – Monitoring and reviewing information from materials, events, or the environment, to detect or assess problems relating to work being performed.

The types of skills that are required to perform these essential functions include:

  • Speaking – Talking to others to convey information effectively.
  • Coordination – Adjusting actions in relation to others’ actions.
  • Operation Monitoring – Watching gauges, dials, or other indicators to monitor a machine or work processes.
  • Operation and Control – Controlling operations of equipment or systems.
  • Critical Thinking – Using logic and reasoning to identify and apply alternative approaches to problems.
  • Active Listening – Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times.
  • Social Perceptiveness – Being aware of others’ reactions and responding appropriately to assure cooperative interactions.
  • Problem Solving – Identifying problems and reviewing related information to develop and evaluate options and implement solutions.
  • Reading Comprehension – Understanding basic written sentences and paragraphs in work related documents.
  • Equipment Selection – Determining the kind of tools and equipment needed to do a job.
  • Time Management – Managing one’s own time to work effectively and efficiently.

Required Work Style

General Laborer workers are expected to exhibit the following in performing their jobs:

  • Attention to Detail – Job requires being careful about detail and thorough in completing work tasks.
  • Dependability – Job requires being reliable, responsible, and dependable as to regular and on-time attendance, as well as diligent performance while working.
  • Self Control – Job requires maintaining composure, keeping emotions in check, controlling anger, and avoiding aggressive behavior, even in difficult situations.
  • Cooperation – Job requires being pleasant with others on the job and displaying a good-natured, cooperative attitude.
  • Stress Tolerance – Job requires accepting criticism and dealing calmly and effectively with instructions and job demands.
  • Initiative – Job requires a willingness to take on responsibilities and challenges.
  • Persistence – Job requires persistence in the face of obstacles or unexpected difficulties.
  • Concern for Others – Job requires being sensitive to others’ needs and feelings and being understanding and helpful on the job.
  • Integrity – Job requires being honest and ethical.
  • Adaptability/Flexibility – Job requires being open to change (positive or negative) and to considerable variety in the workplace and work conditions.
  • Independence – Job may require guiding oneself with little or no supervision, and depending on oneself to get things done.
  • Analytical Thinking – Job requires analyzing information and using logic to address work-related issues and problems.

Required Minimum Qualifications

  • Post-secondary education is not required, but a high school diploma or G.E.D. is preferred.
  • Knowledge of and at least one year of prior work experience with the following is preferred:
    • Building and Construction – Knowledge of materials, methods, and the tools involved in the construction or repair of buildings and structures.
    • Construction Design – Knowledge of basic design principles of construction.
    • Mathematics – Knowledge of basic math used in taking and calculating linear measurements.
    • Mechanical – Knowledge of basic hand tools and machines, including their uses and maintenance.
    • Public Safety and Security – Knowledge of relevant equipment, policies, procedures, and strategies to protect people, data, property, and institutions in construction settings.
  • Employee must be able to provide or obtain for himself or herself regular transportation to and from various worksites throughout the Baltimore-Washington, D.C. metropolitan area.
  • Employee must pass a drug screening test after conditional offer of employment and prior to hiring.
  • Background and security checks may be required (for both new hires and incumbent employees) as contractually mandated for particular projects (e.g., for work at certain government installations or other sensitive sites).

Equal Employment Opportunity, Affirmative Action, and No-Harassment Policy

Equal Employment Opportunity and Affirmative Action

Interior Specialists, Inc. is committed to maintaining a working environment that promotes teamwork and diversity and that is free of any and all forms of unlawful discrimination. Accordingly, all of ISI’s employment-related activities will be administered without regard to race, color, religion, sex, national origin, age, disability, veteran status, marital status, personal appearance, sexual orientation, familial status, family responsibilities, matriculation, political affiliation, source of income, place of residence or business, or other legally protected personal characteristic.

In addition, Interior Specialists, Inc. will take affirmative action to ensure equal employment opportunity for qualified minorities, women, covered veterans, and individuals with disabilities.

ISI’s commitment to equal employment opportunity and affirmative action extends to all terms and conditions of employment, including but not limited to recruitment, selection, compensation, benefits, training, promotion, job assignments, layoffs, and termination. A key component of this commitment is zero tolerance for harassment, which the company views as a form of discrimination and which is addressed in more detail below.

Any employee who suffers or observes discrimination is strongly encouraged to notify Amanda Amend or Michael Carbaugh, who serve as ISI’s designated Equal Employment Opportunity Officers and are responsible for administering this policy, at (410) 335-0381.

No Harrassment

It is also the policy of Interior Specialists, Inc. to maintain a work environment that is free from all forms of harassment based on an applicant’s or employee’s race, color, religion, sex, national origin, age, disability, veteran status, marital status, personal appearance, sexual orientation, familial status, family responsibilities, matriculation, political affiliation, source of income, place of residence or business, or other legally protected personal characteristic. Prohibited harassment occurs when a supervisor, co-worker, or even a non-employee behaves or acts in such a way that creates a hostile work environment for another employee based upon his or her protected characteristic. Harassment may consist of, but is not limited to:

  • Verbal abuse, including offensive comments, gestures, jokes, remarks, or slurs
  • Displaying offensive cartoons, symbols, images or pictures
  • Physical abuse or touching or other physically degrading conduct

ISI has a ZERO TOLERANCE policy for harassment, which means that we will promptly and thoroughly investigate all alleged incidents of harassment and take appropriate corrective action to eliminate such conduct.

Compliant Procedure

It is the responsibility of any employee who believes he or she is the victim of or witness to discrimination or harassment to report the conduct immediately in accordance with the following procedures:

If an employee believes that he or she has been discriminated against or harassed, or if he or she knows of others who have been discriminated against or harassed, by a co-worker, vendor, or other person associated in any way with ISI business, the employee is expected to report the situation immediately to one of the EEO Officers, Amanda Amend or Michael Carbaugh, at (410) 335-0381.

Upon receipt of such a complaint, the EEO Officer or a designee will commence a prompt and thorough investigation of the allegations. The investigation may include witness interviews and a review of documents and other information relevant to the complaint allegations. Upon completion of the investigation, the EEO Officer or a designee will advise the complainant of the investigation results. If the allegations are substantiated, immediate corrective action will be taken to eliminate the complained-of conduct. Employees found to have engaged in discrimination or harassment in violation of this policy may be subject to disciplinary action, up to and including immediate termination of employment.

Statement of Non-retaliation

This policy also protects employees against retaliation for reporting or providing information relevant to investigations of possible discrimination or harassment. Acts of retaliation should be reported in the same way as other violations, and will be treated with the same strict discipline as discrimination or harassment itself.

Questions about this policy should be directed to Amanda Amend or Michael Carbaugh.