Downstream Operator DAYS (SLC)

At Dura-Line, an Orbia business, we create solutions that better connect people and information across the globe. No matter how big or small a role we each play, everything we do is connected to that shared purpose. Your work with us will help reinvent the future of cities and homes, link communities to data infrastructure, expand access to health and wellness, and create critical human connections between families and friends.

Visit https://www.orbia.com/careers/  to join our Talent Community

Downstream Operator

at Dura-Line (An Orbia Company)

On-site – Salt Lake City, Utah

The Downstream Operator is the entry level position in our Extrusion department. As a Downstream Operator, you will utilize standard tools and measuring devices to catch any basic abnormalities. You will be responsible for making sure the final product is wrapped around the reel in an even and neat manner.

What can you expect in a Downstream Operator role at Dura-Line?

• You will collaborate with fellow production workers to ensure that the orders are properly wound onto reels for shipment to customers, assist line start-ups and reel changes, place the correct reel onto the reeler and prepare for start-up, operate the reeler (manual and auto mode) and grind line scrap as it is produced and stacks scrap.

• You will use your attention to detail to perform basic quality checks that will ensure that the product meets customer specifications.
• You will perform all work cautiously, with safety of yourself and fellow team members at the top of mind always.
• You will help to maintain a safe space for your team to share feedback and ideas for improvements.

What is in it for you?

•        Competitive starting hourly wage of $20.00 per hour.
•        Shift: Dayshift position, Monday – Friday, 7a-3:30p, for training only, then you will transition to a 4-10 schedule. Eventually you will transition to a 2-2-3 12 hour schedule  
•        Sign-On Bonus of $1,500 paid out over the course of your first 90-days with Dura-Line.
•        Quarterly Performance Bonus ranging from $600-$1,500 (depending on plant performance).
•        IMMEDIATE Medical, Dental, Vision and Prescription benefits on the first day.
•        6% 401(k) match with an additional 3% contribution by Dura-Line. Did I mention that you are FULLY VESTED on day 1 also?
•        100% Employer Paid Life Insurance, Short-Term Disability and Long-Term Disability
•        Work HALF of the month, having every other weekend as a 3-day weekend! (12-Hour, 2-3-2 schedule)
•        Paid Time Off, Paid Holidays, Paid Volunteer Time.
•       Tuition reimbursement after 1 year of service (up to $5,000 for undergraduate programs and up to $7,500 for graduate programs).
•       ENDLESS professional growth potential with our GLOBAL family of Orbia companies.
•       BRING A FRIEND! Employee Referral Bonus of $1,500 for your referrals that join us after your date of hire.

What does Dura-Line need from you?

• Your commitment to being a reliable and punctual team player. (Attendance on scheduled work days is a must!)
• Your commitment to wearing gloves, eye protection, and steel toe boots always, and dust mask, earplugs,  hard hats, and face shields as necessary.
• Maintain a safe, neat, and orderly work space.
• Your ability to lift up to 50 pounds without assistance, as well as the ability to push and pull pipe coils.
• Your ability to work most of the time indoors on the plant floor, with heat, dust, and noise and work some of the time outdoors in any weather condition.
• Your ability to remain in a stationary, standing position 80-100% of the time. Must be able to squat, bend, or stoop as much as 25% of the time on some days.

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All employees are subject to pre-employment Background Check and Drug Screening and employment is contingent upon successful clearance of both. Dura-Line is an Equal Opportunity Employer and participates in the federal E-Verify program to verify the work eligibility of all new hires.

Dura-Line 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)