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Employment Opportunities

Job Opportunities at Chicago Communications

 

Technician Position Available

 

Chicago Communications, LLC located in Elmhurst, Illinois seeks a high qualified and motivated individual to fill an open, full-time position of Field Technician

The Field Technician position reports to the Service Supervisor and is responsible for repairing mission-critical wireless communications equipment, including two-way radios and radio systems, mobile data and in-vehicle fleet equipment, 911, CCTV, broadband, and networking infrastructure around the Tri-State area.   

Candidates should possess strong analytical, problem solving, and communication skills.  Candidates should also be capable of taking initiative and working independently, as well as working in a team environment.  Additionally, candidates should have a minimum of a certification or degree in electronics, computer technology, networking, or a related field or at least two years of experience working in the two-way radio, microwave, computer, or networking field.

 

Essential Job Functions:

  • Taking and responding to service calls in a timely manner
  • Completing service call repairs in a timely manner; staying on-site until repair completed
  • Escalating any service issues to Service Supervisor
  • Communicating regularly to service call Dispatcher and customer regarding repair
  • Utilizing problem-solving skills to properly diagnose problem
  • Ensuring service issue fully resolved and customer confirmation of resolution before leaving site
  • Maintaining and submitting proper and complete repair records
  • Performing any other duties as assigned by the Service Supervisor, Service Director, or Management

 

Job Requirements:

  • Ability to work 40 hours per week
  • Ability to work overtime if needed
  • Available to be in 24x7 on-call rotation
  • Joining I.B.E.W. Local Union #134
  • A valid driver’s license with a good driving record
  • Must clear a background check and drug screen
  • Proficiency in the English language including proper usage, spelling, punctuation, and grammar
  • Ability to read and use schematics
  • Knowledge of basic electrical systems and proper load configurations
  • Strong analytical and problem solving skills
  • Ability and experience using test equipment
  • Ability to follow written and verbal instructions
  • Ability to follow company policies and procedures
  • Ability and openness to learn new technologies and applications
  • Efficiency working with computers and computer software / data entry programs (e.g. Windows, Microsoft Office, etc.)
  • A minimum of a certification or degree in electronics, computer technology, networking, or a related field or at least two years of experience working in the two-way radio, microwave, computer, or networking field.

 

Benefits:

  • Great working environment
  • Factory training
  • Company vehicle as required
  • 401K/Retirement Plan
  • Medical/Dental Insurance
  • Life Insurance
  • Ten Paid Holidays
  • Paid Sick / Personal Business Days
  • Paid Vacation
  • Flexible Benefits
  • Uniform shirts/outerwear

 

Compensation:

  • Competitive hourly wage (based on experience)

 

Email your resume to: yourfuture@chicomm.com or fax to (630) 930-5302.

Equal Opportunity Employer: disability/veteran

We Participate in E-Verify

 

Equal Employment Opportunity is

THE LAW

Private Employers, State and Local Governments, Educational Institutions, Employment Agencies and Labor Organizations

 

Applicants to and employees of most private employers, state and local governments, educational institutions, employment agencies and labor organizations are protected under Federal law from discrimination on the following bases:

 

RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN

Title VII of the Civil Rights Act of 1964, as amended, protects applicants and employees from discrimination in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment, on the basis of race, color, religion, sex (including pregnancy), or national origin. Religious discrimination includes failing to reasonably accommodate an employee’s religious practices where the accommodation does not impose undue hardship.

 

DISABILITY

Title I and Title V of the Americans with Disabilities Act of 1990, as amended, protect qualified individuals from discrimination on the basis of disability in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment. Disability discrimination includes not making reasonable accommodation to the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee, barring undue hardship.

 

AGE

The Age Discrimination in Employment Act of 1967, as amended, protects applicants and employees 40 years of age or older from discrimination based on age in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment.

 

SEX (WAGES)

In addition to sex discrimination prohibited by Title VII of the Civil Rights Act, as amended, the Equal Pay Act of 1963, as amended, prohibits sex discrimination in the payment of wages to women and men performing substantially equal work, in jobs that require equal skill, effort, and responsibility, under similar working conditions, in the same establishment.

GENETICS

Title II of the Genetic Information Nondiscrimination Act of 2008 protects applicants and employees from discrimination based on genetic information in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment. GINA also restricts employers’ acquisition of genetic information and strictly limits disclosure of genetic information. Genetic information includes information about genetic tests of applicants, employees, or their family members; the manifestation of diseases or disorders in family members (family medical history); and requests for or receipt of genetic services by applicants, employees, or their family members.

 

RETALIATION

All of these Federal laws prohibit covered entities from retaliating against a person who files a charge of discrimination, participates in a discrimination proceeding, or otherwise opposes an unlawful employment practice.

 

WHAT TO DO IF YOU BELIEVE DISCRIMINATION HAS OCCURRED

There are strict time limits for filing charges of employment discrimination. To preserve the ability of EEOC to act on your behalf and to protect your right to file a private lawsuit, should you ultimately need to, you should contact EEOC promptly when discrimination is suspected: The U.S. Equal Employment Opportunity Commission (EEOC), 1-800-669-4000 (toll-free) or 1-800-669-6820 (toll-free TTY number for individuals with hearing impairments). EEOC field office information is available at www.eeoc.gov or in most telephone directories in the U.S. Government or Federal Government section. Additional information about EEOC, including information about charge filing, is available at www.eeoc.gov.

 

Employers Holding Federal Contracts or Subcontracts

Applicants to and employees of companies with a Federal government contract or subcontract are protected under Federal law from discrimination on the following bases:

 

RACE, COLOR, RELIGION, SEX, NATIONAL ORIGIN

Executive Order 11246, as amended, prohibits job discrimination on the basis of race, color, religion, sex or national origin, and requires affirmative action to ensure equality of opportunity in all aspects of employment.

 

INDIVIDUALS WITH DISABILITIES

Section 503 of the Rehabilitation Act of 1973, as amended, protects qualified individuals from discrimination on the basis of disability in hiring, promotion, discharge, pay, fringe benefits, job training, classification, referral, and other aspects of employment. Disability discrimination includes not making reasonable accommodation to the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant or employee, barring undue hardship. Section 503 also requires that Federal contractors take affirmative action to employ and advance in employment.

 

DISABLED, RECENTLY SEPARATED, OTHER PROTECTED, AND ARMED FORCES SERVICE MEDAL VETERANS

The Vietnam Era Veterans’ Readjustment Assistance Act of 1974, as amended, 38 U.S.C. 4212, prohibits job discrimination and requires affirmative action to employ and advance in employment disabled veterans, recently separated veterans (within three years of discharge or release from active duty), other protected veterans (veterans who served during a war or in a campaign or expedition for which a campaign badge has been authorized), and Armed Forces service medal veterans (veterans who, while on active duty, participated in a U.S. military operation for which an Armed Forces service medal was awarded).

 

RETALIATION

Retaliation is prohibited against a person who files a complaint of discrimination, participates in an OFCCP proceeding, or otherwise opposes discrimination under these Federal laws.

Any person who believes a contractor has violated its nondiscrimination or affirmative action obligations under the authorities above should contact immediately:

The Office of Federal Contract Compliance Programs (OFCCP), U.S. Department of Labor, 200 Constitution Avenue, N.W., Washington, D.C. 20210, 1-800-397-6251 (toll-free) or (202) 693-1337 (TTY). OFCCP may also be contacted by e-mail at OFCCP-Public@dol.gov, or by calling an OFCCP regional or district office, listed in most telephone directories under U.S. Government, Department of Labor.

 

Programs or Activities Receiving Federal Financial Assistance

 

RACE, COLOR, NATIONAL ORIGIN, SEX

In addition to the protections of Title VII of the Civil Rights Act of 1964, as amended, Title VI of the Civil Rights Act of 1964, as amended, prohibits discrimination on the basis of race, color or national origin in programs or activities receiving Federal financial assistance. Employment discrimination is covered by Title VI if the primary objective of the financial assistance is provision of employment, or where employment discrimination causes or may cause discrimination in providing services under such programs. Title IX of the Education Amendments of 1972 prohibits employment discrimination on the basis of sex in educational programs or activities which receive Federal financial assistance.

 

INDIVIDUALS WITH DISABILITIES

Section 504 of the Rehabilitation Act of 1973, as amended, prohibits employment discrimination on the basis of disability in any program or activity which receives Federal financial assistance. Discrimination is prohibited in all aspects of employment against persons with disabilities who, with or without reasonable accommodation, can perform the essential functions of the job.

 

If you believe you have been discriminated against in a program of any institution which receives Federal financial assistance, you should immediately contact the Federal agency providing such assistance.

 

EEOC 9/02 and OFCCP 8/08 Versions Useable With 11/09 Supplement

EEOC-P/E-1 (Revised 11/09)

 

 

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