POSITION SUMMARY

Idaho Forest Group is currently seeking Summer Hires to join our team in Lewiston. Summer Hires are temporary employees who will provide clean up and support special projects as needed. The Summer Hire crew will be assigned painting and/or cleanup projects throughout the plant and will clean work areas removing sawdust, pieces of wood, and other debris as needed.

KEY RESPONSIBILITIES

Responsibilities include but are not limited to the following:

• Comprehend and perform all duties in accordance with rules, regulations and JSAs
• Follow safety protocols and report hazards to ensure a safe work environment
• Use broom, shovel, rake, air hoses to clean work areas and machine centers removing sawdust, pieces of wood, and other debris
• Use motorized equipment to transfer waste to designated areas; use sweeper truck or water truck
• Train as a relief operator, becoming proficient on machine centers and fill in as needed
• Keep work area clean during any down time
• Consistently work at acceptable production levels
• Specific job duties may vary per mill & based on machinery.

REQUIRED QUALIFICATIONS

• Must be enrolled as a full-time college student for the Fall 2025 semester
• Minimum 18 years of age
• Willing to work various shifts
• High School Diploma or GED
• Ability to pass a hair follicle test, post-offer pre-employment physical, and background check.
• Able to work safely in a manufacturing environment around heat, dust and noise.

PREFERRED QUALIFICATIONS

• Valid Drivers License

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)