300 North Westminster St. Waynesfield, OH 45896
(419) 568-4991 - Fax: (419) 568-6685 info@waynesfieldohio.com

Job Openings

POLICE OFFICER

The Village of Waynesfield is currently seeking applicants for part-time Police Officer.

Desirable candidate must possess an active status OPOTA certification and properly complete an application. Must be willing and able to work under stress.

Applicants must be able to pass a background check and drug-screen.

JOB DESCRIPTION: Under direct supervision of the Police Chief and Lieutenant, a police officer is responsible for guarding persons, their rights, and property by requiring people to obey the law.

A police officer is required to patrol during the day and/or night. While patrolling, the following may be encountered: misdemeanor and felony offenses; traffic violations; vehicle crashes; radar/lidar operation; civil and domestic complaints; prowlers and suspicious persons; fire and disaster scenes; unlawful gatherings; public inquiries and service calls; persons with mental illness; substance abuse persons; service and return of court documents; deceased individuals; emergency care including, but not limited to, first aid and CPR; sex offenses; liquor control; juveniles; stolen and recovered vehicles; narcotics; firearms and other deadly weapons; searches, seizures; evidence; and prisoners.

Other primary duties may include, but not be limited to the following: write reports; perform investigations and surveillance; testify in court; handle special events; employ crime prevention procedures; perform business and home security checks; perform interviews and interrogations; maintain complete and accurate log sheets; dispatch; coordinate actions and activities with other officers and agencies; participate in public relations demonstrations or presentations, and any other duties as assigned.

Prior experience as a police officer is preferred but not necessary. Non-discrimination and equal employment opportunity is the policy of the Waynesfield Police Department. Law enforcement agencies shall provide equal terms and conditions of employment regardless of race, color, religion, sex, sexual orientation, gender identity, age, national origin, veteran status, military status, or disability. This applies to all terms or conditions associated with the employment process, including hiring, promotions, terminations, discipline, performance evaluations, and interviews.

This position will be for PART-TIME employment up to 29 hours per week with an emphasis on evening shifts on Fridays and Saturdays. There are no medical benefits associated with this position.

Applications may be obtained and submitted to:

The Waynesfield Police Department
Attn: Chief Motter
P.O. Box 128
Waynesfield, OH 45896

Applications can be picked up in the Municipal Building DRIVE THROUGH ONLY between

8:00 a.m. and 3:00 p.m.:

300 N. Westminster Street

Waynesfield, OH 45896

Or by clicking here.

For questions please call Chief Nathan Motter at 419-568-4991 ext. 103.

The Village of Waynesfield and its Police Department is an Equal Opportunity Employer and complies with Title VII of the Civil Rights Act of 1964.

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GENERAL LABOR (PART-TIME AND FULL-TIME)

The Village of Waynesfield is currently seeking applicants for
Part-Time (up to 29 hours per week) and Full-Time (40+ hours per week) General Labor.

Desirable candidates must possess a high school diploma or equivalent and
a valid Ohio Driver’s License.

Applicants must be able to pass a background check and drug-screen.

JOB DESCRIPTION: Under direct supervision of the Village Administrator, will be responsible for working in all departments as needed or required; must be willing to work in adverse weather conditions, after hours, weekends and on-call.

Pay scale for this position will be based on experience.

Applications can be picked up at the Municipal Building between
8:00 a.m. – 3:30 p.m. Monday through Friday
300 N. Westminster Street
Waynesfield, OH 45896

Please send resumes to:
Village of Waynesfield
c/o Village Administrator
P.O. Box 128
Waynesfield, OH 45896
or
vowfiscalofficer@bright.net
(Please indicate which position you are applying for.)

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VILLAGE OF WAYNESFIELD

CLASS A MAINTENANCE – WATER/WASTEWATER TREATMENT PLANT OPERATOR

The Village of Waynesfield is currently seeking applicants for water/wastewater treatment plant operator.

Desirable candidate must possess a high school diploma or equivalent, a valid Ohio Commercial Driver’s License Class B endorsement or higher (class A preferred), and Ohio Class I Operator Water Supply License and/or Ohio Class I Operator Wastewater Works License. Operator in training certificates may be considered.

Applicants must be able to pass a background check and drug-screen.

JOB DESCRIPTION: Under direct supervision of the Village Administrator, will be responsible for the operation of the Water Treatment Plant and the Wastewater Treatment Plant and also work in other departments as needed or required; must be willing to work in adverse weather conditions, after hours, weekends and on-call.

Prior experience in Plumbing, Electrical, Pumps and Motor Controls preferred. The Village has its own distribution system. Any experience in high voltage line work is desired.

Pay scale for this position is $11.50 – $22.50/hr.

Applications can be picked up at the Municipal Building between

8:00 a.m. – 3:30 p.m.

300 N. Westminster Street
Waynesfield, OH 45896

Please send resumes to:

Village of Waynesfield
P.O. Box 128
Waynesfield, OH 45896

or

vowfiscalofficer@waynesfieldohio.com

Questions can be answered by contacting the Village at 419-568-4991 option 3.

Click here for a printable application

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Equal Employment Opportunity is THE LAW

Private Employers, State and Local Governments, Educational Institutions, Employment Agencies and Labor Organizations

Applicants to and employees of most private employers, state and local governments, educational institutions, employment agencies and labor organizations are protected under Federal law from discrimination on the following bases:

RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN

Title VII of the Civil Rights Act of 1964, as amended, protects applicants and employees from discrimination in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment, on the basis of race, color, religion, sex (including pregnancy), or national origin. Religious discrimination includes failing to reasonably accommodate an employee’s religious practices where the accommodation does not impose undue hardship.

DISABILITY

Title I and Title V of the Americans with Disabilities Act of 1990, as amended, protect qualified individuals from discrimination on the basis of disability in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment. Disability discrimination includes not making reasonable accommodation to the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee, barring undue hardship.

AGE

The Age Discrimination in Employment Act of 1967, as amended, protects applicants and employees 40 years of age or older from discrimination based on age in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment.

SEX (WAGES)

In addition to sex discrimination prohibited by Title VII of the Civil Rights Act, as amended, the Equal Pay Act of 1963, as amended, prohibits sex discrimination in the payment of wages to women and men performing substantially equal work, in jobs that require equal skill, effort, and responsibility, under similar working conditions, in the same establishment.

GENETICS

Title II of the Genetic Information Nondiscrimination Act of 2008 protects applicants and employees from discrimination based on genetic information in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment. GINA also restricts employers’ acquisition of genetic information and strictly limits disclosure of genetic information. Genetic information includes information about genetic tests of applicants, employees, or their family members; the manifestation of diseases or disorders in family members (family medical history); and requests for or receipt of genetic services by applicants, employees, or their family members.

RETALIATION

All of these Federal laws prohibit covered entities from retaliating against a person who files a charge of discrimination, participates in a discrimination proceeding, or otherwise opposes an unlawful employment practice.

WHAT TO DO IF YOU BELIEVE DISCRIMINATION HAS OCCURRED

There are strict time limits for filing charges of employment discrimination. To preserve the ability of EEOC to act on your behalf and to protect your right to file a private lawsuit, should you ultimately need to, you should contact EEOC promptly when discrimination is suspected: The U.S. Equal Employment Opportunity Commission (EEOC), 1-800-669-4000 (toll-free) or 1-800-669-6820 (toll-free TTY number for individuals with hearing impairments). EEOC field office information is available at www.eeoc.gov or in most telephone directories in the U.S. Government or Federal Government section. Additional information about EEOC, including information about charge filing, is available at www.eeoc.gov.

Employers Holding Federal Contracts or Subcontracts

Applicants to and employees of companies with a Federal government contract or subcontract are protected under Federal law from discrimination on the following bases:

RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN

Executive Order 11246, as amended, prohibits job discrimination on the basis of race, color, religion, sex or national origin, and requires affirmative action to ensure equality of opportunity in all aspects of employment.

INDIVIDUALS WITH DISABILITIES

Section 503 of the Rehabilitation Act of 1973, as amended, protects qualified individuals from discrimination on the basis of disability in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment. Disability discrimination includes not making reasonable accommodation to the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee, barring undue hardship. Section 503 also requires that Federal contractors take affirmative action to employ and advance in employment qualified individuals with disabilities at all levels of employment, including the executive level.

DISABLED, RECENTLY SEPARATED, OTHER PROTECTED, AND ARMED FORCES SERVICE MEDAL VETERANS

The Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended, 38 U.S.C. 4212, prohibits job discrimination and requires affirmative action to employ and advance in employment disabled veterans, recently separated veterans (within three years of discharge or release from active duty), other protected veterans (veterans who served during a war or in a campaign or expedition for which a campaign badge has been authorized), and Armed Forces service medal veterans (veterans who, while on active duty, participated in a U.S. military operation for which an Armed Forces service medal was awarded).

RETALIATION

Retaliation is prohibited against a person who files a complaint of discrimination, participates in an OFCCP proceeding, or otherwise opposes discrimination under these Federal laws.

Any person who believes a contractor has violated its nondiscrimination or affirmative action obligations under the authorities above should contact immediately:

The Office of Federal Contract Compliance Programs (OFCCP), U.S. Department of Labor, 200 Constitution Avenue, N.W., Washington, D.C. 20210, 1-800-397-6251 (toll-free) or (202) 693-1337 (TTY). OFCCP may also be contacted by e-mail at OFCCP-Public@dol.gov, or by calling an OFCCP regional or district office, listed in most telephone directories under U.S. Government, Department of Labor.

Programs or Activities Receiving Federal Financial Assistance

RACE, COLOR, NATIONAL ORIGIN, SEX

In addition to the protections of Title VII of the Civil Rights Act of 1964, as amended, Title VI of the Civil Rights Act of 1964, as amended, prohibits discrimination on the basis of race, color or national origin in programs or activities receiving Federal financial assistance. Employment discrimination is covered by Title VI if the primary objective of the financial assistance is provision of employment, or where employment discrimination causes or may cause discrimination in providing services under such programs. Title IX of the Education Amendments of 1972 prohibits employment discrimination on the basis of sex in educational programs or activities which receive Federal financial assistance.

INDIVIDUALS WITH DISABILITIES

Section 504 of the Rehabilitation Act of 1973, as amended, prohibits employment discrimination on the basis of disability in any program or activity which receives Federal financial assistance. Discrimination is prohibited in all aspects of employment against persons with disabilities who, with or without reasonable accommodation, can perform the essential functions of the job.

If you believe you have been discriminated against in a program of any institution which receives Federal financial assistance, you should immediately contact the Federal agency providing such assistance.

EEOC 9/02 and OFCCP 8/08 Versions Useable With 11/09 Supplement EEOC-P/E-1 (Revised 11/09)