POSITION SUMMARY

The Bark Handler’s primary function requires proficiency of front-end loader feeding the bark screen, as well as basic maintenance functions of the screen.

KEY RESPONSIBILITIES

Responsibilities include but are not limited to the following:

• Maintain quality specifications for the finished bark.
• Comprehend and perform all duties in accordance with IFG rules, regulations, and JSA’s.
• Perform seasonal work; feed the bark screen, perform various clean up in log/lumber yards, and snow removal.
• Operate dump truck, yard work truck, water truck, sweeper truck, excavator, and skid steer.
• Operate wheel loaders.
• Maintain acceptable production levels.
• Other duties as needed.
• The Bark Handler is a work-up position. Work-up steps are available.

REQUIRED QUALIFICATIONS

• High school diploma or GED.
• Must be willing to work weekends and overtime.

• Skills:
  • Ability to handle bark materials with precision and care, including loading and unloading containers, bags, or trucks.

• Ability to pass a drug and alcohol test, post-offer pre-employment physical, and background check.

PREFERRED QUALIFICATIONS

• Valid driver’s license.

PHYSICAL DEMANDS

Ability to sit and/or stand for shift, reach with hands and arms, stoop, squat, bend at the waist, kneel, walk varying distance, and climb stairs.

• Bend at waist – occasional
• Twist upper body – occasional
• Stoop - occasional
• Repetitive use of hands – frequent for clerical duties
• Stand/walk – occasional
• Sit – frequent
• Vision – near and far correctable; depth perception
• Hearing – preferred for awareness of surrounding machinery, mobile equipment, emergencies

WORK ENVIRONMENT

Must be able to tolerate all weather elements, loud conditions, airborne particles (sawdust).

Idaho Forest Group is an Equal Opportunity Employer and prohibits discrimination against qualified individuals on the basis of race/ethnicity, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status, age, genetic information, family medical history, or any other status protected by law.

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)