Custodian Part-time

                                                                     Custodian Part-time

Department: Custodial         

Reports to: Manager of Custodial Services
Supervises: 0                                

FLSA Status: Non-Exempt

Job Purpose: The custodian is responsible for maintaining the cleanliness of Guadalupe Centers’ facilities, ensuring all areas are safe and secure.

Essential Job Duties And Responsibilities:

 

 

Qualification Requirements

To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.  The requirements listed below represent the knowledge, skill, and/or ability required.  

Qualifications:

 

Work Environment

This job operates in a professional office environment. Guadalupe Centers serves a diverse population, including children, adolescents, and adults, some of whom may have mental or behavioral health problems. Consequently, all GC staff must demonstrate appropriate daily behavior, appropriate expression of emotions, and appropriate role modeling.  Hostility, aggression, unnecessary or inappropriate physical actions, and inappropriate emotional expression are unacceptable behaviors for any of our employees. The custodian may be required to work flexible hours and weekends based on operational needs.

Physical Demands

The physical demands described here represent those that an employee must meet to perform this job's essential functions successfully.  Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.

This position is active and requires standing, walking, bending, kneeling, stooping, crouching, crawling, and climbing. While performing the duties of this job, the employee is frequently required to move chairs, vacuum, and clean restrooms. These tasks require that the employee often bends at the waist and raises and lowers or moves their arm in a pushing or pulling motion. The employee will also be required to lift up to 30 pounds without assistance. The position also requires the ability to stand for up to eight hours per shift. While performing the duties of this job, the employee may frequently be exposed to fumes or airborne particles. The employee is directly responsible for safety, well-being, and work output. 

This job also requires regular talking and hearing. Specific vision abilities required by this job include close vision, such as reading handwritten or typed material and adjusting focus. In addition, the position requires distance, color, peripheral, and depth perception vision abilities. The position requires the individual to meet multiple demands from several people and interact with other staff.

Equal Opportunity Employer

GCI is committed to a policy of equal opportunity for all employees and applicants for employment without regard to race, religion, color, creed, ancestry, age, sex, gender, national origin, marital status, pregnancy, citizenship, disability, genetic information, veteran status, service member status or any other category protected by federal, state or local law. Preventing discrimination is the responsibility of every employee in the way employees treat and interact with one another. Therefore, GCI expects all work relations to be business-like and professional, free of bias, prejudice, harassment, and/or discrimination.

GCI's policy of Equal Opportunity extends to all conditions of employment including, but not limited to, recruitment, hiring, placement, training, compensation, discipline, transfers, termination, layoff, recall, leave of absence, and promotion. GCI will not tolerate any discrimination in the workplace, and it is expected that any employee who believes they have been subjected to any practice that appears to be inconsistent with this policy will contact Human Resources.  Improper interference with the ability of GCI's employees to perform their expected job duties is not tolerated.

GCI encourages reporting incidents or concerns regarding discrimination to the Director of Human Resources, so that prompt and constructive action can be taken.  There will be no retaliation or adverse action against an employee for raising an issue or complaint under this policy.  The report will be investigated to determine what if any, responsive action is necessary and appropriate.  Any employee found responsible for an inappropriate or discriminatory act will be subject to disciplinary action, up to and including termination.