Qualification Requirements: Welding: 2-year (Preferred) Education: High school or equivalent (Preferred) 1-2 years mechanical assembly experience may be required, basic reading skills, must be able to follow directions, ability to perform work accurately and thoroughly, ability to use thinking and reasoning to solve a problem and to think in such a way as to produce a new concept or idea, high attention to detail and self-motivation skills.

Must be able to pass a background check and pass a drug screening. (**we do not test for marijuana**)

We are an equal opportunity employer. All applicants will be considered for employment without attention to race, color, religion, sex, sexual orientation, gender identity, national origin, veteran or disability status.

We offer medical, dental, and vision insurance for the employee with coverage options for dependents and family. Employer sponsored Health Savings Account (HSA) with weekly deposits paid by the company into your account, Flexible Spending Accounts options (FSA), Voluntary Life Insurance, 401k with employer contributions and match that can start at time of hire. MRL also offers paid vacation leave, paid sick leave, Bereavement Leave, Paid Jury Duty Leave. Paid every Friday!

Federal Signal Corporation (NYSE: FSS) provides products and services to protect people and our planet. Founded in 1901, Federal Signal is a leading global designer and manufacturer of products and total solutions that serve municipal, governmental, industrial and commercial customers. Headquartered in Oak Brook, IL, with manufacturing facilities worldwide, the Company operates two groups: Environmental Solutions and Safety and Security Systems. For more information on Federal Signal, visit: www.federalsignal.com.

Experience

• 2 year(s): Welding Experience

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)