GENERAL SUMMARY AND SCOPE
Responsible for distribution of clean linens to all using departments. Responsible for maintaining a sufficient supply of clean linens available to meet Medical Center needs.
ESSENTIAL TASKS, DUTIES AND RESPONSIBILITIES
+ Sorts and folds linens as well as checks for correct linen on carts and rearranges as necessary. Delivers carts of clean linen to all linen users.
+ Unloads unused linen from carts from patient area and places on stationary shelving in Central Linen Room.
+ Attends meetings and training sessions as scheduled.
+ Cleans working equipment.
+ Counts inventories on floors.
+ Handles emergency linen requests.
+ Maintains linen shelves in neat and orderly manner. Keeps hallways and landings clear of linen carts.
+ Obtains proper materials from stockroom for new supplies and from storage rooms for old articles to be mended.
+ Sort and size scrub bundles for the specified department.
+ Enters data into linen management software program.
+ Inform management on department equipment and supplies in a timely manner.
KNOWLEDGE, SKILLS AND ABILITIES
+ Ability to lift 50 pounds and be mobile.
+ Ability to understand simple instructions.
+ Ability to use various housekeeping tools.
+ Ability to treat members of the general public in a courteous manner.
+ Punctual attendance at assigned work location is required.
+ Ability to work in a safe and efficient manner and maintain an accident free work place, including ability to demonstrate a working knowledge of emergency codes.
+ Ability to comply with OSHA regulations and CDC standard and transmission-based precaution recommendations and to utilize proper personal protective equipment. Ability to comply with provisions of applicable S.D.S. forms.
+ Successful completion of a ninety (90) day probationary period.
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
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)