Our 10,000+ employees are guided by our core values: Integrity, Passion, Creativity, Perseverance and Achievement. These values constantly guide our interactions and decision making at Multi-Color!
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1.0 RESPONSIBILITY and DUTIES:
The Material handler duties include, but are not limited to the following:
- Prepare jobs for shipments and perform all duties associated with the proper preparation of documents and shipment of material.
- Efficient and economical shipments of product to our customers
- Receive and put away corrugate and cores
- Retrieving corrugate and cores for Finishing.
- Receive packages
- Receive and unload raw material
- Receive and unload stock items
- Receive and unload non – stock items
- Place rolls in roll storage area
- Store all other materials in their proper area
- Proper processing of receiving documents and associated paperwork
- Stocking material for the press and finishing departments as needed.
- Remove excess material from jobs and return to proper warehouse location
- Move WIP from Production floor to warehouse floor
- Stocking presses – Check daily press schedule and stage the proper size and type of material at each press or in the warehouse floor staging area.
- Empty trash containers located in production areas
- Check status of bailer room
- Remove bails from bailer
- Stage bails for re-cycling
- Clean bailer room
2.0 QUALITY and QUANTITY:
The Material handlers are responsible for properly performing all check as required by the Process Plan of Control. The Material Handler is responsible for the quality of their work. The quantity of the work performed must meet or exceed the standards established by the Department Manger.
The Material handlers are responsible for relaying any information that will affect the quality of the work being produced to the appropriate associates. This Information must be communicated accurately and in a timely manner.
The Material handlers are accountable for all tasks described in this job description as well as other assignments and duties as directed by the Department Manger and other members of the Management Team. Material handlers are accountable for the work they perform and that the work is accurate, timely, and meets the standard established by the Department Manager.
5.0 PROCESS PLAN OF CONTROL AND MANAGEMENT PHILOSOPHY
It is the Material handler responsibility to uphold Multi-Color’s philosophy, rules and regulations as well as supporting and offering suggestions on how to improve the quality and quantity of work being performed in the Plant. The Process Plan of Control has been developed to assist the Material handler. The Process Plan of Control, Work Instructions, and Check Sheets must be used and followed at all times.
Each employee is responsible for practicing safety at all times. This includes, but is not limited to, following all posted safety rules, common safety practices, correction of hazardous conditions within their area of responsibility and reporting unsafe conditions in any area to the supervisor. . The trainee will not run or operate any machine or equipment without the trainer by their side.
Each employee is responsible for the housekeeping in their area. The Material Handler is responsible for the warehouse housekeeping. The housekeeping rules apply not only to the warehouse but also to the break room, parking lot and any other area that the Material handler may be visiting.
8.0 SAVINGS CLAUSE:
The purpose of this Job Description is to provide both general and, when applicable, specific guidelines for Material handler. It is not the intent of this Job Description to inhibit imaginative thinking or to limit the Material handlers creativity provided all ideas for improvement go through the Department Manager. All employees are encouraged to participate in the management of the operation and contribute to their specific areas of responsibility. Each employee is chartered to continue to work with their supervisor and management to continuously improve the operation. All employees are responsible for completing other duties as assigned by their managers, supervisors and the Management Team.
9.0 LOGICAL SOURCE:
9.1 May be hired from the outside.
10.0 LOGICAL ADVANCEMENT:
10.1 Inventory Control.
10.2 Other management positions.
11.0 REQUIREMENTS for ADVANCEMENT:
11.1 Technical knowledge of the job.
11.2 Constantly meets or exceed stated goals and standards.
11.3 Demonstrates support for company polices philosophies and programs.
11.4 Demonstrated success in problem solving and developing solution to quality problems.
12.0 EDUCATION and TRAINING REQUIREMENTS:
12.1 High School diploma or GED equivalent.
12.2 Special training as offered by the Company such as SPC, Craft skills, Team Building, Social Tech., Kepner-Tregoe Problem Solving, ect.
13.0 EXPERIENCE REQUIRED:
13.1 Must have tabbed in all Category #1 and #2 jobs. (May be waived for current incumbents).
14.0 PHYSICAL REQUIREMENTS:
14.1 Must be able to maintain a working pace consistent with the requirements of the job.
14.2 Must be able to handle and move carts, rolls, cartons and other materials required for the successful completion of the job.
15.0 SPECIAL PERSONALITY REQUIREMENTS:
15.1 Must work well in a Team environment.
15.2 Must be able to effectively give direction, praise and criticism.
15.3 Must be able to receive direction, praise and criticism effectively.
15.4 May be required to work with Customers and Suppliers effectively.
16.1 Basic pre-employment test.
16.2 Job certification tests.
16.3 Other tests as required to document the successful completion of special training courses.
If you need special assistance or an accommodation in applying, please contact our Human Resources Department at firstname.lastname@example.org.
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).
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