ZipRecruiter

Log In

1

Non Union Voting Rights Jobs in Connecticut (NOW HIRING)

Transdev

Human Resource Manager

East Hartford, CT · On-site

$69K - $80K/yr

... both union and non-union salaried, driver, and shop personnel, promoting more positive ... rights, and other statutory obligations, utilizing legal and other resources when necessary.

Transdev

Human Resource Manager

East Hartford, CT

$69K - $80K/yr

... both union and non-union salaried, driver, and shop personnel, promoting more positive ... rights, and other statutory obligations, utilizing legal and other resources when necessary.

Agiliti

Customer Service Technician II

Hartford, CT · On-site

$19.83 - $30.91/hr

... civil rights laws.In addition, Agiliti will provide reasonable accommodations for qualified ... Agiliti offers a robust suite of benefits for regular, full-time, non-union employees including ...

Eversource Energy

Meter Service Mechanic

Norwalk, CT

$46.04/hr

... with rights to this posting will be given first consideration . This is a union represented ... non-safety sensitive position. As an employee in this position the individual shall be subject to ...

New

ABB

Buyer

Bloomfield, CT · On-site

For more information regarding your (EEO) rights as an applicant, please visit the following ... ABB Benefit Summary for eligible US employees [excludes ABB E-mobility, Athens union, Puerto Rico ...

Abb Holdings Inc

Buyer

Bloomfield, CT · On-site

$68/hr

For more information regarding your (EEO) rights as an applicant, please visit the following ... ABB Benefit Summary for eligible US employees [excludes ABB E-mobility, Athens union, Puerto Rico ...

ABB

Buyer

Bloomfield, CT

$109K/yr

For more information regarding your (EEO) rights as an applicant, please visit the following ... ABB Benefit Summary for eligible US employees [excludes ABB E-mobility, Athens union, Puerto Rico ...

ABB

Buyer

Bloomfield, CT · On-site

$68/hr

For more information regarding your (EEO) rights as an applicant, please visit the following ... ABB Benefit Summary for eligible US employees [excludes ABB E-mobility, Athens union, Puerto Rico ...

All JobsNon Union Voting Rights JobsNon Union Voting Rights Jobs in Connecticut

Non Union Voting Rights information

What is the difference between Non Union Voting Rights vs Non Union Organizing Coordinator?

AspectNon Union Voting RightsNon Union Organizing Coordinator
CredentialsTypically no specific certifications requiredOften requires experience in labor organizing or related certifications
Work EnvironmentWorkplaces with or without union presence, focus on employee rightsActive in organizing campaigns, meetings, and union negotiations
Employer & Industry UsageApplicable across various industries with union and non-union workplacesPrimarily in industries with union activity, labor relations

Non Union Voting Rights refer to employees' ability to vote on union representation, while Non Union Organizing Coordinators actively facilitate union campaigns. Understanding these roles helps clarify employee rights versus union organizing efforts within workplaces.

What are popular job titles related to Non Union Voting Rights jobs in Connecticut? For Non Union Voting Rights jobs in Connecticut, the most frequently searched job titles are:
What job categories do people searching Non Union Voting Rights jobs in Connecticut look for? The top searched job categories for Non Union Voting Rights jobs in Connecticut are:
Non Union Voting Rights jobs near you
MOT/MPT Foreman - Traffic Control Supervisor

MOT/MPT Foreman - Traffic Control Supervisor

SPS New England, Inc.

New London, CT • On-site

Full-time

Medical, Dental, Vision, PTO

Posted yesterday

Job description

Application Instructions
MSR JV is looking for a MOT/MPT Foreman - Traffic Control Supervisor. The MPT Foreman is responsible for planning, coordinating, and supervising all traffic control operations on construction and roadway projects. This role ensures the safe and efficient movement of vehicles and pedestrians through and around work zones while maintaining compliance with all applicable regulations, standards, and safety protocols. The ideal candidate has hands-on experience in traffic control and holds current certification in traffic supervision.
Position Description
Key Responsibilities:
    • Supervise and direct traffic control crews in the setup, maintenance, and removal of traffic control devices (signage, cones, barricades, arrow boards, etc.).
    • Interpret and implement traffic control plans (TCPs) in accordance with project specifications and local/state regulations.
    • Ensure all work zones comply with MUTCD (Manual on Uniform Traffic Control Devices) standards and company safety policies.
    • Conduct daily safety briefings and enforce safe work practices among crew members.
    • Coordinate with project managers, contractors, and local authorities to ensure smooth traffic flow and minimal disruption.
    • Monitor job sites to identify and correct unsafe conditions or non-compliance issues.
    • Train and mentor crew members on proper traffic control procedures and equipment usage.
    • Maintain accurate records of daily operations, incidents, and equipment usage.
    • Respond to emergency situations and adjust traffic control setups as needed.

Compensation & Benefits:
    • Competitive pay
    • Medical, dental, and vision insurance provided through the CT laborers' union (once eligibility requirements are met)
    • Paid time off and holidays
    • Unionization- CT laborer's Union will wave initiation fee for applicants who are currently Non-union

Position Requirements
Qualifications:
    • Current certification as a Traffic Control Supervisor (TCS) or equivalent.
    • Proven experience in Maintenance of Traffic (MOT/MPT) operations.
    • Strong knowledge of MUTCD guidelines and roadway safety standards.
    • Ability to read and interpret traffic control plans and construction drawings.
    • Excellent leadership, communication, and problem-solving skills.
    • Flexibility to work nights, weekends, and overtime as required.
    • Valid driver's license (CDL preferred, if applicable).
    • Willingness to be represented to the Union

Equal Opportunity Employer
It is the policy of the companies to assure that applicants are employed, and that employees are treated during employment, without regard to their race, religion, sex, sexual orientation, gender identity, color, national origin, age or disability. Such action shall include: employment, upgrading, demotion, or transfer; recruitment or recruitment advertising; layoff or termination; rates of pay or other forms of compensation; and selection for training, including apprenticeship, pre-apprenticeship, and/or on-the-job training. It is also the policy of the companies to take affirmative action to employ and to advance in employment, all persons regardless of race, color, religion, sex, national origin, age, marital status, sexual orientation, gender identity, genetic information, disability, protected veteran status, or any other applicable legally protected status, and to base all employment decisions only on valid job requirements. This policy shall apply to all employment actions, including but not limited to recruitment, recruitment advertising, hiring, upgrading, promotion, transfer, demotion, layoff, recall, termination, rates of pay, fringe benefits or other forms of compensation, and selection for training, including apprenticeship, pre-apprenticeship, on the job training, classification, and referral, at all levels of employment. Consistent with these obligations, the companies also provide reasonable accommodations to employees and applicants with disabilities and for sincerely held religious beliefs, observances, and practices.
Employees and applicants of SPS New England, Inc. will not be subject to harassment on the basis of race, color, religion, sex, national origin, age, marital status, sexual orientation, gender identity, genetic information, disability, protected veteran status or any other applicable legally protected status. Additionally, retaliation, including intimidation, threats, or coercion, because an employee or applicant has objected to discrimination, engaged or may engage in filing a complaint, assisted in a review, investigation, or hearing or have otherwise sought to obtain their legal rights under any Federal, State, or local EEO law is prohibited.
The companies are seeking minority and female employees, and all employees are encouraged to recruit minority and females as well.

Apply