Traveling Windmill Blade Upgrade Technician
Company: Miles Fiberglass & Composites, Inc.
MILES FIBERGLASS & COMPOSITES, INC.
2020 WIND TECH TERMS
for Blade Upgrade
- STANDARD PAY RATE PAID FOR (40 hours or less)
- OVERTIME PAY RATE (Over 40 hours in a week)
Overtime is only paid for hours worked. On-Call Pay, Training or R & R Travel Pay is not
considered when calculating hours worked towards overtime.
- TRAVEL Pay for AIR TRAVEL
- TRAVEL PAY for GROUND TRAVEL
Employees will be paid Travel Pay when traveling from home to the job site, the job site to home.
A maximum of 8 hours travel pay will be paid when traveling by airplane or driving travel. When traveling from site to site by truck, employees will be paid for the actual hours traveled.
All airfare will be arranged for and paid for by MFC. If you miss your flight, the cost of the ticket will be deducted from your check. If a Technician wishes to make their own airfare arrangements they will be reimbursed up to 400.00 per one way flight after submitting their receipt. It is the responsibility of the Technician to report to work on-time for the next scheduled shift.
- STANDARD HOURS PER WEEK (Up to 40 hours)
The amount of overtime hours worked may vary from job site to job site. In most cases, a typical work week may be up to 6 days a week and 10 hours per day.
- GUARANTEE HOURS
Employees are guaranteed 40 hours of work time per week under most circumstances. Employees must be available for work to qualify for the guarantee. If an employee is sick, unable to work or chooses not to work when work is available, they will not qualify for the guarantee for that week. During weeks when employees are deployed out to a work site, go on or return from R&R or on Final Deployment home, the guarantee may not apply if their travel day falls on a week day. The purpose of the guarantee is to make sure that MFC employees have the opportunity to work or earn at least 40 hours of work pay per week. If employees are prevented from working due to weather or situations created by site owner, they will be eligible for the guarantee. If employees create situations that prevent them from being available to work, they will not be eligible for the guarantee that week.
- A GENEROUS NON-TAXED PER DIEM
Employees are required to pay for their own food, lodging and other personal expenses from their per diem. When traveling from job site to home, employees will only be paid A less per diem for that day because there would be no lodging expense.
- WEATHER DAY OFF
If it is determined by site owner that work will not be performed due to weather or other conditions, employees will not be paid for that day and may be considered the day off for the week. If a partial day is worked by the employees, they will be paid their Standard Rate for the hours worked and will not be paid for the balance of the day. Employees are guaranteed at least 40 hours per week of Standard Pay. Employees must be available for work to receive pay. If employees are asked to work or given the option to work or not work, and they choose not to work, their 40 hour guarantee is void for that week.
Employees will not be paid for holidays that are considered non-work days by site owner unless they have been employed by MFC for more than 60 days. If you are requested to work by the site owners personnel, you will receive pay in accordance to the above schedule. Holiday pay does not count toward Overtime.
- DAY OFF
Employees are to receive at least one day off during the work week without pay. This day may vary during the week depending on the workload and requirements of the site owner.
- SICK DAYS
Employees are only paid for hours worked. They will not receive pay for time off work due to illness. An employee will receive a less per diem for work days missed due to illness up to a maximum of two days. After two days of missed work, they will not receive any per diem for any additional missed days. Employees will acquire sick time the first day of work but will not be eligible to take sick time until after employed for 90 days.
After 5 to 6 weeks (this time period may vary depending on the site owners work schedule) in the field, all employees will be allowed to travel back home. Generally, Friday of that week would be the travel day back home and the following Monday or Tuesday would be the travel day back to the job site. Employees will receive Travel Pay Rate for R&R travel. When traveling from job site to home, employees will only receive a less per diem pay. On the return travel to the job site, the full per diem will be paid. When a tech is scheduled for FINAL DEPLOYMENT home at the end of a campaign, no R&R Interim will be given to the tech even though their last Interim was 4-6 weeks prior.
- TRAINING PAY
While at training classes, employees will be paid at a lesser rate than full regular onsite pay. Per Diem will be paid as outlined above. Training time does not count toward Overtime.
- VEHICLE CARE
Employees are expected to report any damage done to the vehicles immediately to MFC. Even though the rental vehicles are covered by insurance, employee abuse of the vehicles will not be tolerated and may not be covered by insurance. If MFC is charged back by the vehicle rental company, the employee(s) responsible for the abuse will be charged for the repairs.
- DRUG TESTINNG
During the course of the contract, the site owner or Miles Fiberglass may conduct random drug testing. Technicians that refuse or fail the testing will be immediately terminated from the job. Their per diem will be immediately terminated and advanced per diem payments made to the Technician(s) will need to be reimbursed back to Miles Fiberglass and will be taken out of their final check. In addition, employee compensation will be immediately terminated and they will be required to pay for their travel back to their home location.
- SITE OWNER WORK ORDERS (TIME SHEETS)
Technicians will be required to remotely clock in and clock out on a daily bases from the worksite. Hours worked will be verified by the site owners onsite Manager before hours are paid. These hours must reflect the same hours turned in by the site owner. Failure to do so may cause a delay in or non-payment of your hours claimed. Timeliness of clocking in is especially critical when a tech is going on interim or final deployment home.
For questions or issues with timesheets or clocking in and out contact the following:
EMAIL TO: firstname.lastname@example.org “AND” email@example.com
FAX TO: 503-774-2561
TEXT TO: Merilee at 503-381-2704
- FINAL PAY CHECK
Final pay checks will not be given to the techs until all of their climbing equipment has been returned and monies owed paid.
- EXPENSE REIMBURSEMENT
Techs will be reimbursed for baggage fees, taxi fares, toll road fees, etc. after providing MFC receipts for their expenses. These receipts must be submitted to MFC no later than two (2) weeks from incurring the expenses or they may not get reimbursed.
EMPLOYEES ARE COMMITTING TO WORK FOR THE DURATION OF THIS PROJECT. IF YOU QUIT, ARE UNABLE TO COMPLETE THE ASSIGNMENT DUE TO ILLNESS OR OTHER REASONS, OR ARE TERMINATED, THE COST OF YOUR RETURN TRANSPORTATION WILL BE YOUR RESPONSIBILITY. YOUR PER DIEM WILL BE IMMEDIATELY DISCONTINUED, AND ANY UNUSED ADVANCED PER DIEM FUNDS WILL NEED TO BE RETURNED TO MFC. MFC WILL DEDUCT ALL TRANSPORTATION COSTS AND NON-RETURNED PER DIEM FUNDS FROM THE EMPLOYEES FINAL PAYCHECK.
SERVICE TECHNICIAN II
With minimal supervision from higher level technical and/or management staff, the Technician II utilizes skills and training to perform maintenance and/or installation work on assigned wind turbines at an intermediate level. The Technician II will follow defined schedules and procedures including safety protocol, turbine service and/or installation processes, and other verbal and written instruction and may make initial diagnosis of more basic or routine turbine issues. The Technician II is regarded as an " intermediate level" team member on the technician team and will perform some customer interface.
- Acts as a safety role model, encourages and recognizes others completing safe acts and intervenes when unsafe acts are being practiced. Adheres to all safety standards and procedures. Identifies gaps in safety standards as well as safety risks in the environment , implements effective risk mitigation and provides recommendations to higher level technical staff and management.
- Demonstrates and promotes integrity, strong initiative, as well as a no compromise focus on safety and quality of work on a continuous basis.
- May assist with or perfom1 basic quality audits of less experienced staff.
- Performs intermediate level wind turbine maintenance and/or installation tasks as assigned. This includes proficient operation and use of tools (including but not limited to specialized calibration, hydraulic, power tools) and basic turbine equipment. Documents tasks where required and enters data into company system, such as SAP.
- Effectively gathers information regarding turbine performance / issues. May diagnose, recommend, and implement solutions up to intermediate routine issues. Seeks assistance when encountering turbine issues outside trained skill level to ensure success in resolution.
- Follows basic structured problem-solving process to complete troubleshooting and diagnostic tasks to include the use of diagnostic tools (e.g. basic fluke meter functions, hydraulic pressure gauge).
- Independently initiates and performs most work tasks as well as follows defined instructions and maintenance schedules, executing plans as directed and performs according to written and verbal instruction from higher level technical staff.
- Effectively promotes strong team environment through assisting teammates in accomplishing goals as well as mentoring lower level technical staff.
- Visibly supports and promotes team spirit and cooperation and supports change initiatives.
- Proactively looks for improvement opportunities to job approp1iate processes and procedures and communicates through appropriate channels or implements improvements using the appropriate control management protocol.
- Interfaces with customer and may respond to customer inquiries. Will refer complex customer inquiries to higher level technical staff or manager. Demonstrates strong customer focus at all times.
- This role will require travel, working overtime, including working a flexible and variable work schedule as needed to meet business objectives.
- Performs other tasks as assigned.
Safety Requirement for Climbing:
- Vendor will provide Personal Fall Assisst Systems (PFAS) that ensures the safety of all VAPs when climbing and working in turbines.
- PFAS, combined with fall arrest systems installed within the towers, have an upper weight limit of 300 lbs/136 kgs. (The 300 lbs weight limit is set by the system manufacturer and designed around the acceptable arresting force a user would be subjected to should a fall occur.)
- VAPs who weigh, together with their climbing harness and gear, more than 300 lbs/136 kgs, exceed the upper weigh limit of the fall mTest system, and cannot safely climb or work in the turbines.
- Scales will be provided on Vestas sites to allow VAPs to privately weigh in each day prior to climbing.
- Each day prior to climbing, VAP will certify in writing that they are under the 300 lbs/136kgs weight limit will all of their gear. This will be included in the JSA/JHA.
- A manager may request at any time that a VAP weigh in. The manager can request to witness the weigh in.
- Any VAP will be required to leave the site if they are over the upper weight limit of the fall arrest system.
Education, Training and Skills Required:
- High school diploma or equivalent
- Minimum one (1) year technical wind industry experience, OR six (6) months technical wind industry experience and a certificate of completion from a Wind Technician program, OR in absence of technical wind industry experience, minimum three (3) years' experience working with hydraulic, electrical, mechanical skills and/or composite skills
- Demonstrated use and understanding of intem1ediate level power tools such as hydraulic, power torque and diagnostic tools (e.g. fluke meter functions and hydraulic pressure gauge).
- Ability to demonstrate intermediate working knowledge of industrial safety practices I protocols (e.g. Confined Space, energy isolation).
- Valid Driver's License.
- Strong attention to detail and execution excellence.
- Good interpersonal and customer relation skills.
- Able to effectively collaborate with employees at all professional levels and ability to respectfully follow supervision and support initiatives.
- Basic computer operation skills, familiarity with internet based program navigation, and ability to generate and interpret computer data.
- Ability to read, interpret and understand drawings and schematics to validate work activity and ensure that risks are identified and mitigated .
- Additional Required Abilities:
- Ability to read, comprehend and write in English.
- Ability to climb stairs and ladders 60-125 meters in height. Ability to lift, push, pull, carry items up to 50 lbs in weight.
- Ability to stand, stoop, kneel, and bend for prolonged periods of time.
- Ability to grip and manually manipulate, often with repetitive motion, items such as, but not limited to, hand tools, turbine parts.
- Comfort working in confined spaces and at heights over 100 meters.
- Ability to successfully participate in all training courses, including high angle rescue and training.
- Periodic walking.
- Ability to hear and use close range radios.
- Strong field of vision including visual depth perception and ability to distinguish colors.
- Able to work in demanding physical and inclement weather conditions.
- Comfort working remotely with limited supervisory interaction
Diploma and current certifications
Please send complete resumes to firstname.lastname@example.org
Merilee Hinkle at email@example.com
EEO & Affirmative Action Statements
Miles Fiberglass & Composites, Inc. is committed to provide equal employment opportunity in all of its employment practices. We believe in hiring individuals for employment solely on the basis of their qualifications and abilities, and in compliance with all applicable laws and regulations. Decisions involving every aspect of the employment relationship will be made without regard to an employee’s race, color, religion, gender, marital status, national origin, age, sexual orientation, military reserve status, disability, genetic information, or any other status protected under federal, state, or local law; unless it is a bona fide occupational qualification reasonably necessary to the normal operation of Company business.
Miles Fiberglass reports an annual EEO-1 to the Federal Government as required by law to ensure that Civil Rights Laws and regulations are being upheld and met.
Self identification is MFC’s preferred method of identifying the race and ethnic information necessary for the EEOC-1 report.