Reference #: c85cb382-22ba-4b0e-93d9-99e730124b68

The primary purpose of a Live Haul Driver is driving a livestock trailer to farms, loading live pigs and delivering them to Clemens Food Group
Must have all the correct invoices for each customer.
Pre-trips the truck and checks the load before leaving.
Must have complete control of equipment and pigs at all times.
Must drive safely and treat customers with courtesy.
Unloads all pigs at Clemens Food Group.
Performs Post-trips on the truck.
Fills out the proper paperwork.
Maintains a good safety record.
Must communicate with the dispatch office as needed or requested.
Must maintain proper communication with the Farmer(s) to ensure no problems are encountered with pick-up.

Job Requirements:

Must meet all Federal and State DOT requirements. Transport Quality Assurance certified animal welfare training (administered by PVT).
Must have a CDL Class A with air brake endorsement.
Must have at least 1 year experience driving a tractor-trailer.
Must have a clean driving record.
Must be able to lift and/or move up to 50 pounds and occasionally move more than 100 pounds.
Able to work in/around manure.
Must be willing to work flexible hours which may include overnight hours. Weekend and holiday work required when plant is in operation.
Work schedule and work days vary based on plant production and DOT hours of service regulations
PA Livehaul Drivers are activity based pay.

Detail Oriented - Capable of carrying out a given task with all details necessary to get the task done well
Team Player - Works well as a member of a group

Ability to Make an Impact - Inspired to perform well by the ability to contribute to the success of a project or the organization
Self-Starter - Inspired to perform without outside help
Job Security - Inspired to perform well by the knowledge that your job is safe

High School or GED (required)

Licenses & Certifications
CDL - Class A (required)

Verbal Reasoning (Eng) (required)
Verbal Skill (Eng Lang) (required)
Communication (Eng Lang) (required)

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)

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities.