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Summer Hire

Clearwater Paper
United States, Idaho, Lewiston
805 Mill Road (Show on map)
April 21, 2024
Description Summer hires must meet the following requirements: Be at least 18 years of age, a high school graduate and provide required proof of citizenship for I-9 purposes. Be continuously enrolled and provide proof of full-time student status at an accredited college or post-high school institution. Be an undergraduate student. Be able to work rotating 12-hour shifts, including nights, weekends and holiday. Be employed during the period of May 20th to September 15th only, per labor agreement. Commit to a minimum of 10 weeks of continuous employment, confirming a fixed stop date at the beginning of the employment period. Must work safely and productively in an industrial environment and obey all safety rules and regulations. Experienced summer hires may be preferentially hired in subsequent years providing he/she submits an application during the posting period and has acceptable reviews from supervisory personnel in prior work year(s) while also meeting the requirements listed above. No benefits will be awarded to this group, i.e., holiday pay, insurance, etc. Absences will be excused for illness and education related reasons only. Requests for other types of absences (for extenuating circumstances only) are to be approved through the Human Resources Manager for each division. No "vacation" time off will be allowed to summer hires during the course of this temporary employment period. 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)