POSITION SUMMARY

The Log Yard Operator is responsible for operating heavy equipment and sorting logs by size and species, loading logs on trucks or decks using a crane, and delivering logs from log yard to the mill and spread loads if needed.

KEY RESPONSIBILITIES

Responsibilities include but are not limited to the following:

• Comprehend and perform all duties in accordance with rules, regulations and JSAs.
• Sort, load, and move logs
• Recognize species to store properly.
• Operate 988.
• Maintain a production level work pace.
• Other duties as needed.

REQUIRED QUALIFICATIONS

• High school diploma or GED.
• Knowledge of wood species and ability to identify in log form.
• Ability to pass a drug and alcohol test, post-offer pre-employment physical, and background check.

• Valid Driver’s License with acceptable motor vehicle history for business travel in company vehicle.

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)