General Summer Maintenance Duties:

• Includes, but are not limited to, routine general maintenance, grounds maintenance, moving furniture, cleaning, care of buildings, painting around the facility, scanning projects and other various office/production related work.

Eligibility Criteria for Summer Maintenance Positions:

• Applicants must be a son or daughter of a WI employee but other referrals will be evaluated.
• Applicants must be at least 18 years of age.
• Applicants must be a currently enrolled college student/trade school or one who has been accepted starting this fall.
• Applicants must be able to work 40 hours a week, Monday thru Friday from roughly Mid-May until Mid-August. Work hours are typically 7:00 a.m. to 3:10 p.m. with a 30 lunch.
• Applicants must not have been a summer maintenance employee of Williams International for more than two (2) summers.
• U.S. Citizenship Required

Additional Information

Williams International is a Drug Free Workplace where all new team members and contractors are subject to pre-employment drug testing for the following controlled substances: marijuana, cocaine, PCP, amphetamines, opioids and alcohol as policy dictates.

Williams International is committed to equal employment opportunities for all individuals regardless of race, color, religion, sex, gender identity, sexual orientation, national origin, age, disability, and protected veteran status.

Please view Equal Employment Opportunity Posters provided by OFCCP here.

If you are interested in applying for employment with Williams International and need special assistance or an accommodation to use our website or to apply for a position due to a physical and/or mental disability, please send an e-mail with your request to HR@Williams-int.com. Or, please call 248-624-5200. Determination on requests for reasonable accommodation is made on a case-by-case basis.

Education

• High School or better

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)