Chicanos Por La Causa, Inc.

Phoenix, AZ


Posted 14 days ago

Job Description

Location: Mesa, AZ

SUMMARY: The Maintenance Worker is responsible for the overall upkeep and maintenance of the hotel.

QUALIFICATIONS: To perform this job successfully, the individual must be able to perform each essential duty and responsibility in a safe and
satisfactory manner, and the individual must be punctual and have a good attendance record, and have reliable means of transportation to work. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.


Troubleshooting and repairing malfunctions in electrical/mechanical systems(e.g. HVAC, plumbing) and other hotel equipment.

Conducting ongoing room preventative maintenance program (see maintenance manual for system specifics).

Reviewing maintenance problems, complaints and work orders to prioritize and schedule work.

Troubleshooting and diagnosing malfunctioning mechanical systems and equipment.

Inspecting property to identify potential and current needs.

Estimating department expenditures for budget purposes and assisting with the capital budget process.

Coordinating with local health, safety, fire, and building inspectors to ensure compliance with applicable codes and regulations.

Performing preventive maintenance assignments on a scheduled basis. 9. Servicing the hotels pool, including adjusting chemicals and cleaning filters. 10. Completing maintenance logs.11. Maintaining the building\exterior if not serviced by a contractor (e.g. snow removal, lawn care,

EDUCATION and/or EXPERIENCE:Absent extraordinary prior on-the-job experience, the Maintenance position requires a High School
diploma or general education degree (GED) and preferably either a two year business degree or a four year business or liberal arts degree (or equivalent combination of education and experience).

Requires an occupationally-significant combination of vocational education, apprentice training, on-the- job training, and essential experience in less responsible hotel skill level and management positions.

LANGUAGE SKILLS: Maintenance Worker must have developed language skills to the point to be able to:

Read and interpret documents in English such as safety rules, operating and maintenance instructions, and procedure manuals, newspapers, periodicals, journals, and manuals.

Write routine reports, correspondence, business letters, summaries, and reports in English using prescribed format, and conforming to
all rules of punctuation, grammar, diction, and style. Ability to speak effectively in English before groups such as customers or employees.

COMPUTER SKILLS: Maintenance Worker must have sufficient computer skills that will allow them to be able to use, in a proficient manner, all Company-issued software programs implemented at the hotel, including but not limited to the following:

Microsoft Word

Microsoft Excel

Property Management System (PMS) programs

Company-issued internet browser programs

Company-issued electronic mail programs

NOTE: Company-issued software programs implemented at a particular hotel may be changed from time to time; the Maintenance worker is required to learn the new programs and upgrades as soon as practicable after such items are provided to the hotel.

REASONING ABILITY: Maintenance Worker must have developed reasoning abilities to the point to be able to:

Apply common sense understanding to carry out instructions furnished in written, oral, or diagram form.

Use mathematical skills to interpret financial information and negotiate terms. Read and interpret business records, statistical reports and contracts.

Make business decisions based on production reports and similar facts, as well as on your own experience and personal opinions in the
best interest of the hotel.

PHYSICAL DEMANDS: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. While performing the duties of this job, the employee is regularly required to stand; walk; use hands to finger, handle, or feel; reach with hands and arms; stoop, kneel, crouch, or crawl; and talk or hear. The employee must regularly lift and/or move up to 10 pounds and frequently lift and/or move up to 25 pounds. The employee must be able to see differences in widths and lengths of lines such as those on graphs. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

WORK ENVIRONMENT: The work environment characteristics described here are representative of those an employee
encounters while performing the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Must be able to work effectively in a stressful environment, communicate well with others, effectively deal with guests, and accept
constructive criticism from supervisors.

Must be able to change activity frequently and cope with interruptions.

Must have a reliable transportation.

IMPORTANT NOTE: Essential functions of this job are described under the headings above. The job requirements and
features are subject to change from time to time due to the then-current needs and requirements of the Company and/or the hotel.

Rules of Conduct - What we expect from you

1. To be kind, considerate, respectful and friendly to everyone with whom you come in contact.

2. To do your work in a safe and orderly manner; promptly report personal injuries and unsafe condition; be concerned for the safety of others and work together harmoniously with them.

3. To be punctual and have a good attendance record.

4. I will not come into work after having alcohol.

5. To follow company rules and policies within the Company Employee handbook.

6. To discuss promptly youre suggestions, concerns, and any problems in your job with your immediate supervisor.

7. To carry out instructions and procedures. Do not hesitate to ask your supervisor if you have any questions regarding your job.

8. To cooperate with your fellow employees by giving assistance as required.

9. To use materials and supplies with care and to avoid waste from spoilage, overuse, or careless handling.

10. To protect company property, equipment, and materials from damage loss.

11. To demonstrate efficient and accurate work habits.

12. To give a full day of work for a full day of pay.

13. To present a well-groomed, professional appearance, in which inspires the confidence of co-workers, customers and the community at large.

14. To avoid disclosing information in which is for use in conducting company business and is confidential in nature. You have an ethical responsibility not to disclose such information to others, including the investing public and others not needing to know with the company.

15. To be able to solve guest complaints.

16. To assist hotel in the increase of the hotels revenue and service scores. In addition to the above general obligations, we believe in the CARE concept:

C Stands for-communicate with the guests. Smile and make eye contact. Make them feel welcome!

A Stands for-anticipate. Figure out what the guests want before they have to ask. Make your guests your hobby. Study them, and ask questions. You will find out what they need and make them feel important all at the same time.

R Stand for- Respond. We will empower our staff to take action. There are only two jobs in the hotel business, serving the guests or serving and supporting those that serve the guests.

E Stands for- Enthusiasm. Its contagious and makes the job fun. We will hire people who like to serve. We can teach the technical part of the job.

Major Offenses

These are violations of a lesser degree then critical offenses, but which still may necessitate immediate Disciplinary action in the form of a written warning from the first offense. The second infraction, within a One-year period will generally result in termination.

Some examples of major offences are as follows:

1. Gambling on company premises.

2. Not showing up for work on time.

3. Refusal to work, without a good reason, when needed due to emergency call-ins, disaster, Etc.

4. Negligence, including leaving the work area without permission.

5. An unexcused absence {an absence from work without proper notification.

6. Use of a complaint resolution procedure in an untruthful, arbitrary or impulsive manner.

7. Violations in safety standards that could result in harm to employees, guests or damage to equipment.

8. Undertaking business endeavors for oneself or others during work hours.

9. Personal telephone calls while on duty off the switchboard or the AAA line.

10. Smoking in other than designated areas.

11. Failure to complete an incident report for on the job accidents involving employees or
guests within 24 hours of the accident.

12. Chronic credit disability considered being a continuing problem to the company.

13. Interfering with the performance of another employee.

14. Use of language that is offensive and abusive.

15. Inability to support company goals and programs.

16. Unintentional major damage to company property.

17. Breach of confidence and professional ethics.

18. Posting, altering or removing any material on bulletin boards on company property unless specifically authorized to do so.

19. Deliberate or repeated failure to use time-reporting/time clock system in prescribed manner.

20. Work performance not up to established standards {e.g., inefficiency, misuse of work time.

21. Giving credit, refunds, or adjustments to any guests without supervisors approval.

22. Using the copy of fax machine for personal use.

Critical offences

These are serious violations of work rules or employee misconduct which justify immediate termination without
regard to the employees length or service or prior conduct. Some examples of critical offences are as follows: {this listing is not intended to be entirely inclusive and we reserve the right to add other examples of critical offences to this list.

1. Theft {regardless of the amount of dishonesty.}

2. Threatening, intimidating or coercing others.

3. Sleeping on the job.

4. Possession of weapons, firearms or explosives on the premises.

5. Will full damage of the Companies equipment or property.

6. Physical assault on fellow employees anywhere on hotel premises, including sexual and national origin.

7. Any type of Harassment.

8. Omission or falsification of information on the employee application or companys records.

9. Possessing, distributing, consuming or appearing to be under the influence of intoxicant, narcotics or non-prescribed barbiturates on the premises.

10. Absence of two consecutively scheduled work days without an approved reason and/or without proper notification.

11. Insubordinate acts or statements, or willful failure to carry out orders.

12. Conviction or pleading guilty to a crime, which impairs Employees suitability for employment with the company.

13. Altering or adjusting the Employees time sheet or another Employees time sheet.

14. Unauthorized copying of Company records.

15. As a loyal staff member for you not to disclose any information to old staff members who have been terminated or left due to indifferences with the hotel.

16. Refusing to a background check or to take drug or alcohol test.

17. Cash drawer not in balance at the end of shift per shift report.

18. All hotel information is strictly confidential; this includes occupancy rates and revenue. Under no circumstances should this information be given out to anyone other than management.

19. No copying of any paperwork/financials/policies related to hotel, no paperwork to be taken from hotel.