Hourly Rate: $17.20
Must be able to work a flexible schedule to include weekends, evenings and holidays as needed.

The Grounds Laborer will perform landscaping duties and must be comfortable working outdoors. Must be able to stand throughout the day holding weed eater or edger. Must have a valid drivers license.

Must be able to secure a positive Background Investigation by the Department of Homeland Security.

Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions, especially those that are transitioning out of the Armed Services.

Essential Functions

• Maintain grounds such as buildings, picnic grounds, and playgrounds: Must be able to operate zero turn mower, weed eater, blower, chainsaws, and hedge trimmers.
• Repair structures and equipment, performing one or more of the following tasks: cut grass, using walking-type or riding trim hedges, and edges around walks, flowerbeds, and wells, using hedge trimmers, clippers and edging tools, sprays lawn, shrubs, and trees with fertilizer or insecticide
• Plant grass, flowers, and shrubs, water lawn and shrubs during dry periods, using hose or activating sprinkler system, pick up and burn or cart away leaves, paper or other litter; repair fences, gates, benches, tables, guardrails, and outbuildings
• Be able to safely operate typical grounds maintenance equipment (i.e. zero turn mower, weed-eaters, lawn equipment)
• May perform other duties as directed by Project Manager.

TRDI, UNDER THE AbilityOne Program, hires many individuals with and without disabilities especially those that are transitioning out of the Armed Services

Experience

• Experience in grounds keeping services. Tree trimming experiences is a plus. Experience in maintaining/climbing trees and be able to work in heat. Must be able to work under limited supervision.

Education

• High School or better

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)