Summary:

Maintain and ensure ACBL's barges are in proper clean and working conditions by making any necessary repairs, patches, and inspections. Responsible for making proper repairs and communicating the scope of repair work to the barge maintenance team.

Your Responsibilities - How You Will Make an IMPACT!

• Responsible for the understanding and implementation of proper temporary and permanent repair techniques to barges, including welding, fiberglass repair, steel fitting, and barge rigging.
• Perform evaluations and preventative maintenance to barge equipment.
• Performs various barge inspections to increase barge reliability through boarding vessels and walking on barges.
• Must be able to work weekends and hours needed to ensure barges meet ACBL’s customer needs to include travel.
• Pump barges: make simple repairs (i.e. shingling wing tanks, welding deck fittings, tape or tarp covers).
• Maintain daily, weekly, and monthly fleet inspection logs.
• Safe operation of equipment (owned, leased, or rented) such as forklifts, Bobcats, dozers, back/track hoes.
• Performs other duties as assigned.

Job Qualifications - What You Will Bring to the ACBL Team

• 2 - 4 years' experience in barge repair/shipyard.
• Knowledge of barging river systems preferred.
• Knowledge of USCG, OSHA, MSDS regulations preferred.
• Valid driver’s license.
• Must be able to obtain and maintain a valid TWIC card.

American Commercial Barge Line is an Equal Opportunity Employer. All qualified candidates will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or protected Veteran status.

Experience

• 2 - 4 years: Experience in barge repair and operations; competence in marine transportation or shipyard environment

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)