Network Engineer -Blue Hill & Hastings, NE

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Network Engineer -Blue Hill & Hastings, NE

Glenwood Telephone Membership Corporation
510 West Gage Street PO Box 97
Blue Hill, Nebraska 68930
Phone Number: (402) 756-3131
Fax Number (402) 756-3134
Email jenniferr@glenwoodtelco.net
Web Site http://shopglenwood.net/
Position Title: Network Engineer
Location of Position: Blue Hill & Hastings, NE.
Job Description:
This position will be responsible for assisting with the evaluation, engineering and design of Glenwood’s voice, data, transport and special access circuit networks. Basic knowledge of telecommunication networks is required.
Job Comments
Glenwood is a progressive telecommunications company located in south-central Nebraska; our services are delivered over a fiber optic network, that continues to expand. This is an excellent opportunity for a person with a strong customer service focus, takes pride and ownership in their contribution and wants to be part of a growing organization.
Benefits:
Medical Insurance
Dental Insurance
Vision Plan
401K or other Retirement Plan
Paid Vacation
Sick Leave
Additional Benefits (Please see description below):
Long-Term Disability
High-Limit Travel Insurance
Annual Bonus

Notice of Nondiscrimination Policy
Equal Employment Opportunity Program

No person shall be discriminated against in employment because of sex, race, color,
religion, or national origin. All supervisory personnel at every level of management are
on notice that our equal employment opportunity policy must be conscientiously and
comprehensively applied throughout the Company’s operations. The activities of our
supervisory personnel can be reviewed to ensure that this program is fully carried out and
is enforced at all levels of the company’s operations.

The existence of this program will be communicated along with our employment needs to
our sources of prospective employees. Those sources will be advised that they may not
take into account, nor will we consider, sex, race, color, religion, or national origin in
either the referral, hiring, or training of any applicant or prospective employee.
We will conduct a continuing campaign to exclude every form of discrimination or
prejudice based upon sex, race, color, religion, or national origin from our personnel
policies, practices, and working conditions. As part of the program, we shall review on a
continuing basis our job structure and employment practices.
We shall post notices in our offices informing applicants for employment of their equal
employment rights and their right to notify Equal Employment Opportunity Commission,
the Federal Communication Commission, or other appropriate agency in the event they
believe they have been discriminated against. If a substantial number of applicants are
Spanish-sur-named Americans, we shall post this notice in both Spanish and English.
We shall review all employment application materials to ensure that they contain a notice
in bold type informing prospective employees that, in the event they believe they have
been discriminated against, they may notify the Equal Employment Opportunity
Commission, the Federal Communications Commission, or any other appropriate agency.
Those employees who make decisions on hiring, placement, and promotion will be
instructed that minority employees and females are to be considered without
discrimination, and that job areas in which there is little or no minority or female
representation should be reviewed to determine whether this results from any possible
discrimination. Those employees responsible for hiring will also be instructed that all
applicants for all jobs are to be considered without discrimination.

To attain these goals, we adopt as our policy and as guides to management and
supervisory employees the below-listed specific provisions. These will be circulated
throughout our management and to supervisory employment personnel, will be taken into
full consideration by all concerned, observed in our recruiting, hiring, training,
placement, and promotion of employees, and implemented by appropriate specific actions as necessary to achieve the objectives of our stated employment policy. We shall adopt
guidelines, including the following measures, as appropriate, to ensure nondiscrimination
in recruiting:

a. Placing employment advertisements in media that has significant circulation
among minority group people in the recruiting area.
b. Recruiting through schools and colleges with significant minority group
enrollments.
c. Maintaining systematic contacts with minority and human relations organizations,
leaders, and spokesmen to encourage referral of qualified minority or female
applicants.
d. Encouraging present employees to refer minority or female applicants.
e. Making known to the appropriate recruitment sources in our immediate area that
qualified minority members are being sought for consideration whenever we are
hiring.

We also adopt guidelines including the following measures, as appropriate, to ensure
nondiscrimination in:

a. Avoiding use of selection techniques or tests which have the effect of
discriminating against minority groups or females.
We shall also adopt guidelines including the following measures, as appropriate, to
ensure nondiscrimination in placement and promotion:
a. Giving minority groups and female employee’s equal opportunity for positions
which lead to higher position; inquiring as to the interest and skills of all lower
paid position, assistance, counseling, and other efforts to enable employees with
interest and potential to qualify themselves for higher positions.
b. Reviewing seniority practices to ensure that such practices are nondiscriminatory.
Finally, we adopt guidelines including the following measures, as appropriate, to ensure
nondiscrimination in other areas of employment practices:
a. Examining rates of pay and fringe benefits for current employees with equivalent
duties, and adjusting any inequities found by reason of sex, race, color, religion,
or national origin.
b. Providing opportunity to perform overtime work on a basis that does not
discriminate against qualified minority group or female employees.
These measures are a formal statement of our Company policies that are intended to
conform to both the letter and the spirit of the FCC’s Equal Employment Opportunity
rules.
Any person, who believes he or she has been discriminated against in a manner
prohibited by Title VII of the Civil Rights Act of 1964, is strongly urged by the Company
to file a written, documented complaint at whatever level of Company management,
including the CEO/GM level the individual employee believes is appropriate.
The management employee who receives any complaint of such discrimination is
required by Company policy to promptly refer the matter to the CEO/GM. The Company
shall use all appropriate means to investigate and resolve the complaint in an equitable
and expeditious manner.
In the event efforts outlined in the two previous paragraphs do not satisfactorily resolve
the complaint, the person should follow the steps found in the following paragraph.
Any person who believes he or she has been discriminated against in a manner prohibited
by Title VII of the Civil Rights Act of 1964 should contact the Equal Employment
Opportunity Commission, 1801 L Street, N.W., Washington, D.C. 20507.
The Company shall continue to adhere to the provisions of the Compliance Assurance
filed with the Federal government in which the Company assures the RUS that, “….It
will comply fully with all requirements of Title VII of the Civil Rights Act of 1964 and
the Rules and Regulations of the Department of Agriculture issued thereunder, to the end
that no person in the United States shall, on the ground of race, color, or national origin,
be excluded from participation in, be denied the benefits of, or be otherwise subjected to
discrimination in the conduct of its program and the operation of its facilities. Under this
Assurance, this organization is committed not to discriminate against any person on the
grounds of race, color or national origin in its policies and practices relating to
applications for service or any other policies and practices relating to treatment of
beneficiaries and participants including rates, conditions and extension of service, use of
its facilities, attendance at and participation in any meetings of beneficiaries and
participants or the exercise of any rights of such beneficiaries and participants in the
conduct of the operations of this organization. Any person who believes himself, or any
specific class individuals, to be subjected by this organization to discrimination
prohibited by Title VII of the Act and Rules and Regulations issued thereunder my, by
himself or a representative, file with the Secretary of Agriculture, Washington, D.C.
20250, or the RUS, Washington, D.C. 20250, or this organization, or all, a written
complaint. Such complaint must be filed, no later than 180 days after the alleged
discrimination, or by such later date to which the Secretary of Agriculture or the RUS
extends the time for filing. Identity of complainants will be kept confidential except to
the extent necessary to carry out the purposes of the Rules and Regulations.”

It is also the Company’s policy that qualified persons shall not be subjected to
discrimination in employment on the basis of age or handicap.