Airline - Non-Flying - Air Cargo Handler
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Air Cargo Handler Position Description
Even though the airlines are in business to transport people from one place to another, they could not function without the help of many people on the ground, including those who take reservations and sell tickets, as well as those who help keep the airplanes operating on schedule.
This ramp serviceperson works outdoors on noisy, crowded ramps in all kinds of weather. He or she operates trucks, baggage tugs, conveyors, fork lifts, and other baggage and air freight handling equipment to move baggage, mail sacks, air express shipments and air cargo. In addition to using this equipment, he or she must do a considerable amount of lifting 50-70 lbs., pushing, pulling, bending, and stretching. They must fasten freight under pressure and time.
They sort, route and load baggage and air cargo to and from various aircraft in a safe and cautious manner. These materials are loaded in the baggage compartments (belly) of the aircraft. Almost all work is done outdoors and uniforms are required for security purposes. These employees work on arriving and departing aircraft which provides a varying work schedule in accordance to the airlines flight schedule. Shift work is required including holidays and weekends.
Typical Requirements and/or Experience
Air cargo handler must be able to lift heavy items in excess of 50 lbs. Must be able to read, write and speak English proficiently. Mush have the ability to accomplish multiple tasks in high pressure, high volume environment. Demonstrated strong communication, organizational, problem solving & interpersonal skills. Forklift driving experience, an asset.
High school graduate.
Married and unmarried men and women, with or without children are eligible. Persons who are widowed or divorced, also are eligible.
It is the policy of most aviation companies to provide equal employment opportunity to all individuals regardless of their race, creed, color, religion, sex, age, national origin, disability, military and veteran status, sexual orientation, marital status, or any other characteristic protected by state or federal law. Most aviation companies are strongly committed to this policy, and believe in the concept and spirit of the United States law.
Most aviation companies are committed to assuring that:
All recruiting, hiring, training, promotion, compensation, and other employment related programs are provided fairly to all persons on an equal opportunity basis without regard to race, creed, color, religion, sex, age, national origin, disability, military and veteran status, sexual orientation, marital status or any other characteristic protected by law;
Employment decisions are based on the principles of equal opportunity and affirmative action;
All personnel actions such as compensation, benefits, transfers, training, and participation in social and recreational programs are administered without regard to race, creed, color, sex, age, national origin, disability, military and veteran status, sexual orientation, marital status or any other characteristic protected by law, and;
Employees and applicants will not be subjected to harassment, intimidation, threats, coercion or discrimination because they have exercised any right protected by law.
Most aviation companies believe in and practice equal opportunity and affirmative action. All employees are responsible for supporting the concept of equal opportunity and affirmative action and assisting the company in meeting its objectives.
Most aviation companies maintain Affirmative Action Plans for minorities, women, disabled persons and veterans.
EEOC has jurisdiction of the prohibitions against employment discrimination codified in Title VII of the Civil Rights Act of 1964, the Equal Pay Act of 1963, the Age Discrimination in Employment Act of 1967, Sections 501 and 505 of the Rehabilitation Act of 1973, Titles I and V of the Americans with Disabilities Act of 1990 and the Civil Rights Act of 1991. These laws prohibit discrimination based on race, color, sex, religion, national origin, age and disability.
The Office of Special Counsel (OSC) and the Merit Systems Protection Board (MSPB) enforce the prohibitions against federal employment discrimination codified in the CSRA. The OSC will defer those bases of discrimination under EEOC's jurisdiction to the respective federal agency and its EEO process. The CSRA also prohibits employment discrimination in the federal government based on marital status, political affiliation and conduct which does not adversely affect the performance of the employee, none of which are within EEOC's jurisdiction. Moreover, the law defines ten other prohibited personnel practices in the federal government, all of which fall under the jurisdiction of the OSC and the MSPB. See Prohibited Personnel Practices at http://www.osc.gov/ppp.htm.
Additional information may also be found on the the EEOC web site located at http://www.eeoc.gov/
Wages and Benefits
Salaries and benefits can vary. For an updated look at salaries in the aviation industry, view the Avjobs Aviation Salary, Wages & Pay Report.
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Opportunities for Advancement
Air cargo handelers may move into air cargo specialist, account supervisor or managerial positions.
Outlook for the Future
The aviation industry has gone through periods of tremendous success and innovation, and periods of intense challenges. Today, aviation plays a critical role in our economy and the future of aviation will depend on business and personal travel, aviation fuel costs, and government subsidy and intervention.
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