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You're a great candidate for a role as a part-time Ramp Agent/Baggage Handler for United Airlines. Ramp Agent/Baggage Handler. As part of our baggage handling team, you'll be in constant motion as you take on many assignments like loading and unloading aircraft cargo, moving baggage to and from terminals, and receiving and dispatching aircraft.
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Properly operate, maintain & fuel heavy, motorized equipment including but not limited to baggage tractors/tugs, belt loaders, push-back tugs, deicing & commissary trucks. Airline Services Baggage Handlers / Ramp Agents responsibilities include a broad range of related aircraft services.
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We have more than 24,000 products deployed across 120 countries, including best-in-class security checkpoint and inspection systems for people, checked baggage and more. These systems provide threat detection by screening baggage, cargo, and people at checkpoints around the world.
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Performing pat down searches, operating an x-ray machine, screening baggage, and reviewing tickets. Identifying dangerous objects on passengers and/or in baggage or cargo, and preventing these objects from being transported onto aircraft.
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Be able to maintain physical agility that would allow you to squat, bend, and lean to inspect individuals and baggage/cargo. Be able to efficiently and thoroughly manipulate and lift baggage, containers, and other objects subject to security processing.
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At least one year of full-time work experience in security work, aviation screener work, or X-ray technician work. Providing frontline security protection of air travelers, airports and airplanes. A high school diploma, or General Educational Development (GED); High School Equivalency Test (HiSET); or Test Assessing Secondary Completion (TASC) high school equivalency certificate; OR.
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DHS offers competitive salaries and an attractive benefits package, including: health, dental, vision, life, and long-term care insurance; retirement plan; Thrift Savings Plan [similar to a 401(k)]; Flexible Spending Account; Employee Assistance Program; personal leave days; and paid federal holidays.
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National Service Experience (i.e., volunteer experience): Experience refers to paid and unpaid experience, including volunteer work done through National Service programs (e.g., Peace Corps, AmeriCorps) and other organizations (e.g., professional; philanthropic; religious; spiritual; community, student, social.
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Employees who transfer to TSA from an agency that allows employees to maintain an annual leave balance higher than the maximum accumulation for the appointed position will have their leave ceiling set to the maximum accumulation for the appointed position (e.g., United States duty location - 240 hours, foreign duty location - 360 hours, or TSES position - 720 hours.
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One year of specialized experience which has equipped the individual with the particular knowledge, skills and abilities to perform successfully the duties of the position being filled, and that is typically in or related to the work of the TSO. To be creditable, specialized experience must have been equivalent to the D pay band level or above.
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The Office of Personnel Management (OPM) has established an Interchange Agreement, which allows most permanent TSA employees to apply and be considered for vacancies in Competitive Service agencies. Be able to distinguish principal colors that will be a part of images displayed on automated screens: Color perception (e.g., red, green, blue, yellow, orange, purple, brown, black, white, gray.
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Applying to this announcement certifies that you give permission for TSA to share your application with others in DHS for similar positions. Pass pre-employment Drug Screening AND you will be subject to post-employment random drug and alcohol testing.
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If you are entering TSA employment on an appointment without time limitations, you must serve a basic trial period unless you have already met the requirement. Other benefits may include flexible work schedules; telework; tuition reimbursement; transportation subsidies; uniform allowance; health and wellness programs; and fitness centers.
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DHS is committed to employee development and offers a variety of employee training and developmental opportunities. TSA employees who are absent for the purpose of performing military duty may apply for any vacancies announced in their absence.
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If you are currently, or have been within the last 5 years, a political Schedule A, Schedule C, Non-career SES or Presidential Appointee employee in the Executive Branch, you must disclose this information to the Human Resources Office.
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baggage job
FEATURED BLOG POSTS
The Effects of Workplace Racism and Sexism
One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
When Rage Applying Strikes: How to Identify Unserious Candidates
As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
How to Increase Job Ad Exposure
In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
How to Navigate Hiring Out of State
The job market has shifted significantly in recent years. The accelerated adoption of technology has not only pushed many companies into remote working arrangements but also increased the availability of supporting tools and technologies (i.e., video conferencing and collaboration software).
Building a Candidate Pipeline Through Internships
Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.
Recruitment strategies that are weird, but actually workÂ
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.Â