***$1000 Sign-On Bonus***

2 years of previous hotel housekeeping experience to qualify for a Sign-On bonus.
-Payout Schedule: $250 after 30 days, $250 after 90 days, $250 after 180 days, and $250 after 365 days.

CompensationHourly $19.64 USD

Job Overview: To ensure the proper sorting and distribution of laundry to meet high standards of quality.

Responsibilities and Duties:

Specific Job Knowledge and Skills:

The individual must possess the following knowledge, skills and abilities and be able to explain and demonstrate that he or she can perform the essential functions of the job, with or without reasonable accommodation.

• Knowledge of chemical cleaning agents and operation of various industrial equipment.
• Ability to extend arms, scrub, bend, stoop, and stand and walk for extended periods of time.
• Ability to lift, bend, stoop, carry, push or pull heavy loads, and stand for long periods of time. May require lifting bundles (linen) weighing up to 50 lbs.
• Ability to push and/or pull wheeled carts weighing up to 100 lbs.
• Basic ability to comprehend English language sufficient to understand information such as safety labels and instructions.
• Ability to understand and follow directions and perform job functions under limited supervision.

Other Expectations:

• Regular attendance in conformance with the standards, which may be established from time to time, is essential to the successful performance of this position.
• Due to the cyclical nature of the hospitality industry, associates may be required to work varying schedules to reflect the business needs of the hotel. This includes nights, weekends and/or holidays.
• All employees must maintain a neat, clean and well-groomed appearance (specific standards available).

• Employee is always required to take on the responsibility and wear appropriate Personal Protective Equipment (PPE) as determined by position and duties.
• Complies with health and safety rules, regulations and procedures to maintain a safe environment.

Hotel Specific:

Working Conditions:

Physical Demands:

The physical demands and work environment characteristics described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Environmental Conditions:

Inside: Protection from weather conditions but not necessarily from temperature changes. A job is considered “inside” if the worker spends approximately 75 percent or more of the time inside.

Qualifications:

• Basic ability to comprehend English language sufficient to understand information such as safety levels and instructions. Any combination of education and experience that provides the required knowledge, skills and abilities.
• Previous laundry attendant and/or janitorial experience preferred.
• Additional language ability preferred.

FULL-TIME POSTINGS:

We offer a comprehensive full-time benefits package consisting of medical, dental, vision, pet discount program, identity theft protection, pre-paid legal support, flexible spending accounts, matched 401K, life, critical accidental or illness, short- & long-term disability, paid time off, wellness programs, wonderful hotel discounts and much more!

Spire Hospitality is an equal opportunity/AA/Disability/Veteran employer.

The EEO is the Law poster and its supplement are available using the following links: EEOC is the Law Poster (https://www1.eeoc.gov/employers/poster.cfm) and the following link is the OFCCP's Pay Transparency Nondiscrimination policy statement (https://www.dol.gov/ofccp/pdf/pay-transp\_formattedESQA508c.pdf)

Spire Hospitality participates in E-Verify*

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)