Please No Outside Recruiters

Do you want to learn something new and get into an exciting new career?

We are looking for individuals that would like to learn the Pavement Marking business. Training and work for the 2024 season will start in March-April, depending on the weather.

* Preferred but not required to have a CDL or CDL Permit**

Services include Pavement Marking- Paint, Epoxy, MMA (Methyl Methacrylate) Performed Tape and Thermoplastic Application Surface Preparation- Line Removal, Grooving, Water Blasting. Rumble Strips HighMark Traffic Services, Inc. is looking for additional team members for our seasonal highway crews. CDL, Class A preferred: HazMat, Tanker endorsements a plus. Job encompasses a driver, laborer, and equipment operator as one position. Entry-level positions and on the job training, but must have your CDL, or CDL permit. Must have a clean driving record, be insurable, and able to travel. Must be able to pass a pre-employment drug screen, as well as intermittent random screens as prescribed by the DOT. Mainly the construction season runs from late March to late November, but the possibility of early and late season projects may arise. (weather dependent)

Pay for Certified job time is per the Davis-Bacon scale and job zone with additional fringe. (This will be explained fully during an interview) For jobs requiring travel, hotel accommodations are paid, as well as a per diem. Regular weekly OT required; average work week can range from 40-70 hours a week. Health benefits start the first of the month after your start date. (health, dental, vision, HSA, 401k with generous employer match. In off season, employees may be able to receive job attached- unemployment wages if they qualify.

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)