Our Crew

"We will endeavor to develop leadership for the future from within our own ranks whenever possible."

The key to Connolly-Pacific's success for several decades has been our people.  We pride ourselves on being a great place to work and emphasize sending every employee home to their family each day in good health.  Just about every level in our organization has third or fourth generation employees who are proud to be Connolly.

"...quality of product and workmanship, loyalty, integrity, responsibility, and dedication to safety in the workplace."

We are proud to be an equal opportunity employer and a drug-free workplace.

 

Employment

Connolly-Pacific Co. employs motivated, enthusiastic, dedicated people who want to build their futures and careers with us.  Multiple generations of families have worked for Connolly since we started, and many of our employees spend their entire careers here.  When you come to work for Connolly, you’re joining a company whose first priority is our employees and their safety.

We offer competitive salaries and comprehensive benefits for our eligible salaried employees including: medical, dental, paid vacations & holidays, paid sick leave, 401(k) with company match, and a flexible spending plan. 

At Connolly-Pacific Co., we trust our employees to conduct themselves with integrity and character in their daily activities.  We expect all co-workers to adhere to our Code of Conduct, which uses the highest standards of ethical behavior as a guide.

We are proud to be an equal opportunity employer and a drug-free workplace.

 

Union

Connolly-Pacific Co. is proud to have long-standing relationships with several labor unions.  Journeyman and Apprentice trade employees are dispatched through the following union halls:

Southern California Conference of Carpenters
Piledrivers – Local Union 2375
Wilmington, CA   90744
Telephone:        310.830.5300
Facsimile:         310.830.2375
Employment:     Mainland - Marine Construction

Training:          This trade specializes in constructing bridges, marine   structures, foundations, retrofit work, welding and deep sea construction.  Work skills can include carpentry, welding rigging, manual labor and technical skills.  Contact local at above numbers for training opportunities.

Southern California District Council of Laborers
Local Union 802
Wilmington, CA   90748
Telephone:        323.775.1886
Facsimile:         310.549.3121
Employment:     Island - Quarry

Training:          909.763.4341

Operating Engineers Local Union 12
District Number 7
Cerritos, CA   90703
Telephone:        562.402.9310
Facsimile:         562.402.9320
Employment:     Mainland and Island

Training:          Operating Engineers are highly trained, skilled professionals who operate heavy construction equipment.  Operating Engineers may perform specialized work operating cranes, concrete pumping, pile driving and drilling equipment.  Operating Engineers can either become heavy duty repairers for construction equipment.  Connolly-Pacific Co. dispatches surveyors from Local 12.  Contact the Operating Engineers Training Trust 2200 S Pellissier Place, Whittier, CA 90601, at 562.695.0611 for training opportunities.

Teamsters Joint Council Number 42
Local Union 848
Long Beach, CA   90807
Telephone:        562.595.1891
Facsimile:         562.595.1896
Employment:     Island - Quarry

Training:          Contact Local for Training & Apprenticeship Opportunities

The International Organization of Masters Mates & Pilots
Pacific Maritime Region
San Francisco, CA   94105
Telephone:        415.543.5694
Facsimile:         415.543.2533
Employment:     Mainland - Tug Captain

Marine Engineers Beneficial Association
District No. 1 AFL-CIO
San Pedro, CA   90731
Telephone:        310.548.7358
Facsimile:         310.547.3290
Employment:     Mainland - Tug Engineer

Inland Boatmen’s Union of the Pacific
Marine Division – Southern California
San Pedro, CA   90731
Telephone:        310.510.9003
Facsimile:         310.521.9094
Employment:     Mainland - Tug Deckhand

We are proud to be an equal opportunity employer and a drug-free workplace.

EOE Statement

EQUAL OPPORTUNITY and AFFIRMATIVE ACTION

In order to provide equal employment opportunities to all qualified persons without regard to race, color, religion, sex, national origin, age, ancestry, physical or mental disability, marital status, medical condition, pregnancy, childbirth or related medical condition, this Company agrees to do the following: (1) recruit, hire, train, and promote persons in all job titles, without regard to race, color, religion, sex, national origin, age, ancestry, physical or mental disability, marital status, medical condition, pregnancy, childbirth or related medical condition, or any other status or classification protected by federal, state, or local laws, (2) base decisions on employment so as to further the principle of equal employment opportunity, (3) ensure that promotion decisions are in accord with principles of equal opportunity by imposing only valid requirements for promotional opportunities, (4) ensure that all personnel actions, including but not limited to compensation, benefits, transfers, layoffs, return from layoffs, company sponsored training, education, tuition assistance, social and recreational programs, will be administered without regard to race, color, religion, sex, national origin, age, ancestry, physical or mental disability, marital status, medical condition, pregnancy, childbirth or related medical condition, or any other status or classification protected by federal, state, or local laws.

1. The Company shall maintain a log of persons seeking employment and what action was taken.
2. The Company shall refer those seeking employment to the Union(s) with which it has current agreements for the trades it employs. This log shall be kept when applications are being accepted.
3. The Company shall disseminate its E.E.O. policy within its own organization by including it in any policy manual; by publicizing it in company newsletters, etc.; by conducting staff, employee, and union representatives’; meetings to explain and discuss the policy; by posting of the policy; and by specific review of the policy with minority and female employees.
4. The Company shall disseminate its E.E.O. policy externally by informing and discussing it with all recruitment sources and by notifying and discussing it with all subcontractors and suppliers.
5. The Company shall make use of on-the-job training opportunities and participate and assist in any association or employer group training programs relevant to the Company’s employee needs consistent with its obligations hereunder.
6. The Company shall continually inventory and evaluate all minority and female personnel for promotion opportunities and encourage minority and female employees to seek such opportunities.
7. The Company shall continually monitor all personnel activities to ensure that its E.E.O. policy is being carried out.
8. The Company shall solicit bids for subcontracts from available minority and female subcontractors engaged in the trades covered by these requirements, including circulation of minority and female contract associations.
9. The Company shall handle all grievances as outlined in the Non Discrimination and Harassment policy.

PERSONS OF DISABILITY AND VIETNAM VETERANS

Connolly-Pacific Co. seeks to employ qualified personnel at all locations and facilities and to provide equal employment opportunities to all applicants and employees in recruiting, hiring, placement, training, compensation and benefits, promotion, transfers, and termination. To achieve this, the Company is dedicated to take affirmative action to employ and advance in employment qualified disabled individuals, disabled veterans, and veterans of the Vietnam Era.

The Company’s objective in adopting this Affirmative Action Policy is the utilization of qualified handicapped individuals and covered veterans in all levels of job classification.

We are resolved to take voluntary, positive, business-oriented action which will contribute to the furtherance of the spirit and intent of federal, state, and local legislation, government regulations, and executive orders by providing affirmative action and equal employment opportunity to disabled individuals, disabled veterans, and Vietnam Era Veterans.

NON-DISCRIMINATION AND HARASSMENT

Connolly Pacific Co's goal is to provide all employees a positive work environment that is free from sexual and all other forms of harassment.  This policy shall cover all employees of Connolly-Pacific Co.

The corporation will not tolerate any type of harassment in the workplace, including but not limited to harassment based on race, color, national origin, sex, religion, age, or disability.  Harassment includes, without limitation, verbal harassment (epithets, derogatory statements, slurs), physical harassment (assault, physical interference with normal work or involvement), visual harassment (posters, cartoons, drawings), and innuendo.

The corporation will not tolerate verbal or physical conduct of a sexual nature by any supervisor, employee, agent, contractor, or customer which harasses, disrupts, or interferes with an employee’s work performance or which creates an intimidating, offensive, or hostile work environment.

SEXUAL HARASSMENT

Supervisors:  Each supervisor shall be responsible for maintaining a workplace free of any form of sexual harassment.  In addition, no supervisor shall threaten or insinuate, either explicitly or implicitly, that an employee’s refusal to submit to sexual advances will adversely affect the employee’s employment, evaluation, compensation, advancement, assigned duties, or any other condition of employment or career development.

 

Individuals:  Sexual harassment will not be tolerated.  Sexual harassment is generally defined as an unwelcome action or conduct of a sexual nature.  

 

Examples include:

 

1.  Flirtations, physical contact, advances or propositions.

 

2.  Verbal comments or abuse of a sexual nature

 

3.  Graphic or suggestive comments about an individual’s dress or body.

 

4.  Sexually degrading words to describe an individual, offensive jokes or comments of a sexual nature.

 

5.  Displaying sexually suggestive objects or provocative pictures.

REMEDIES

 

An employee subjected to any form of harassment should first inform the harasser that the conduct is unwelcome and unacceptable.  If the conduct continues or is repeated, the employee is directed to report the matter immediately to the appropriate supervisor, manager, or one the EEO Coordinators for the respective company.

 

1.  All complaints of harassment will be investigated promptly and in an impartial and confidential manner.

 

2.   All employees, supervisors and members of management shall cooperate fully with the investigation.  Failure to cooperate or impeding the investigation will result in disciplinary action.

 

3.   If the employee is not satisfied with the handling of the complaint or the action taken by the supervisor, manager, or EEO Coordinator, or if those individuals are involved with the conduct complained of, the employee should bring the matter to the attention of the next higher level up to and including the President or Chief Executive Officer.

 

4.   In all cases, the employee will be advised of the findings and conclusions of the investigation.

 

5.   An employee will not be subject to any form of retaliation or discipline for making a report of harassment.

 

ACTIONS

 

An employee who is found, after appropriate investigation, to have engaged in harassment will be subject to appropriate disciplinary action up to and including termination of employment.