Fleet Mechanic 600

Salary : $58,085.87 - $67,737.07 Annually Location : Lansing, MI Job Type: Full-Time Job Number: 00440 Department: PUBLIC SERVICE Division: Fleet Opening Date: 08/07/2025 Closing Date: Continuous Job Advertisement The City of Lansing is seeking to fill four Fleet Mechanic positions within the Fleet Services Division of the Public Service Department. In this position, maintenance, repairs, installation, inspections, and more are performed on City of Lansing Medium/Heavy duty trucks and equipment. This would be a great opportunity for those interested in applying and developing their specialized diesel mechanic skills. The City of Lansing offers a competitive wage and benefits package including medical, vision, dental, paid vacation, sick and holiday leave, professional growth and educational opportunities, and a stable work environment. In addition, the City also offers the Fleet Service Mechanic Certification Program, in which an annual stipend will be paid to those who have attained certain certifications (refer to end of job posting for details). Responsibilities include, but are not limited to: Performs preventative maintenance inspections on fleet vehicles and equipment (i.e. cars, generators, trucks, complex construction equipment, fire apparatus and other related powered equipment). Mounts and repairs specialized equipment, designs and fabricates devices using welding and cutting equipment. Cleans and disinfects vehicles involving bodily fluids. Installs equipment on trucks including snow-plows and frames, underbody scrappers, dump truck bodies, saltboxes, sand spreaders, and trailer hitches. Makes service calls driving a variety of vehicles/equipment, responding to vehicle/equipment breakdown outside of the complex in all weather conditions. Prepares and maintains handwritten and computer-generated work records of garage activities on a daily basis. Education & Experience Requirements: The City of Lansing reserves the right to utilize equivalencies where deemed appropriate with regard to education and experience requirements. High School Diploma or GED; AND Four (4) years of experience in repairing Medium/Heavy duty (diesel) trucks, equipment and passenger vehicles; AND Two (2) years of experience in welding/fabrication. A combination of training and work experience may be considered. ASE Master Medium/Heavy Certification, highly preferred. Two (2) year certification in heavy trucks, preferred. Special Requirements & Training: Failure to obtain or maintain job required qualifications will result in appropriate action consistent with the provision of the Appropriate Collective Bargaining Agreement or Personnel Rules. Applicants for this position must possess and maintain a valid Michigan CDL License, Group B, with Air Brakes and N Endorsement or obtain this license and endorsement within ninety (90) days of hire. Must participate in MDOT Drug & Alcohol program. Must participate in a Hepatitis B inoculation program at the City's expense. Must complete Industrial Truck Training and Certification. Must complete Blood Borne Pathogens Training. May require overtime or shift work for snow and ice control operations and other emergencies and/or other work assignments. May require shift changes. Must participate in LEIN/Law Enforcement Information Network (Fingerprinting) background check. Fleet Services Mechanic Certification Program 1. An annual stipend will be paid to Fleet Services employees who have attained certain certifications as follows: A. Level I- State Certification Master Heavy- $3,000 per employee per year. B. Level II- ASE Master Heavy Certified- $5,000 per employee per year. C. Level III- EVT Master Fire Apparatus Technician (must be ASE Master Certified) - $7,000 per employee per year. 2. The City will reimburse the costs for taking examinations providing the employee achieves a passing score. No reimbursement will occur in the event the employee fails an examination. Reimbursement will be made in accordance with the Education and Training Reimbursement provision of the parties' CBA. The benefit is separate from the annual stipend for the certifications above. 3. All continuing education credit requirements necessary for ASE and EVT certifications must be completed. All employees participating in the certification program must complete a minimum of sixteen (16) hours of continuing education credits each year. 4. On September 1 of each year, beginning September 1, 2015, all Fleet Services employees shall present their credentials (documentation of a passing score or certificate) to the Fleet Services Manager. An employee will be compensated for only one level of certification. Compounding or pyramiding of stipends is not allowed. The stipend will be issued in the paycheck for the first pay date in October of each year. After processing the applicable stipend, a copy of all certifications shall be forwarded to the HR Department and placed in their respective personnel files. The City of Lansing is an Equal Opportunity Employer and a Certified Veteran Friendly Employer. The City of Lansing provides reasonable accommodation to applicants and employees with disabilities where appropriate. If you need reasonable accommodation for any part of the application and hiring process, or during employment, notify the Department of Human Resources at (517) 483-4004. Determinations on requests for reasonable accommodation will be made on a case-by-case basis. THERE ARE SEVEN (7) POSITIONS AVAILABLE FOR THIS POSTING.FULL JOB DESCRIPTION AVAILABLE UPON REQUEST HAND DELIVERED APPLICATIONS AND DOCUMENTATION WILL NOT BE ACCEPTED.Application Special Instructions ATTACH CERTIFICATIONS/LICENSES with APPLICATION. City of Lansing U.A.W. Local #2256 Fringe Benefits SummaryHealth Insurance: Coverage will be effective the first day of the month following your date of hire. However, there is a contract provision that in the event a new employee does not successfully complete his/her 120-day probationary period or terminates employment with the City of Lansing during his/her probationary period, said employee will be required to reimburse the City for all insurances premiums costs paid by the City. If an employee chooses the Base plan, they will be eligible for a $400 cash bonus annually. Cost of the Option 1 plan will be based upon the State Mandated Hard Cap amount, which changes annually. You may choose coverage under either Blue Cross Blue or PHP. Current plans offered are: Base - includes a $40.00 co-pay for office visits. Prescription drug co-pays are $10/$40/$80. This plan includes a $1000/single and $2000/family in network deductible and 80% co-insurance. Emergency room services have a $250 co-pay and Urgent Care visits have a $60 co-pay. Option 1 - includes a $30.00 co-pay for office visits. Prescription drug co-pays are $10/$40/$80. This plan includes a $500/single and $1000/family in network deductible and 80% co-insurance. Emergency room services have a $150 co-pay and Urgent Care visits have a $50 co-pay. Option 2 - includes a $15.00 co-pay for office visits. Prescription drug co-pays are $0/$15/$40. Emergency room services with a $50 co-pay, and a 50% co-pay for mental health and substance abuse services. If the employee chooses to "buy up" to Option 1, they will pay the difference between the premium cost and the State Mandated Hard Cap amount. If an employee chooses the Option 2 plan, they will be responsible for the premium cost difference between Option 1 and Option 2. Benefit summaries and rate sheets are available in the Department of Human Resources. Opt out: Members of the bargaining unit, up to a maximum of fifteen percent (15%) of the bargaining unit, will be allowed to opt out of the City's health care plan annually, during the City's open enrollment period provided the employee provides written proof of coverage from another source. When one (1) to nineteen (19) employees select to opt out of the City's health care plan, they will be eligible to receive $1800 in any year which they receive coverage from another source. When twenty (20) or more active employees elect to opt out of the City's Health Care plan in a Plan Year, they will be eligible to receive twenty-five hundred dollars ($2500) in any calendar year they receive coverage from another source. In addition, such payments will be made twice a year, by separate check, following the period the employee had alternate coverage. City employees married to City employees are entitled to one coverage only and are not entitled to opt out payments unless the UAW member is in the Opt Out program on or before July 1, 2017. Dental Insurance: The City pays the full premium costs for the Dental plan provided by the City; coverage includes the employee and family members. Coverage is effective the first day of the month following thirty calendar days of service. Coverage includes 100% coverage for cleaning: 50% coverage for treatment costs with an $1500 maximum per person per contract year. Employees and dependents will also receive orthodontic coverage which provides fifty percent (50%) of treatment costs with a $3,000.00 lifetime maximum per person. Booklets and summaries are available in the Department of Human Resources. Vision Plan: Employees are eligible for the BCBS VSP 12/12/12 Vision Plan. This plan provides vision exams, lenses, and frames, and contact lenses with a co-pay. Benefit summaries are available in the Department of Human Resources. Life Insurance: The City pays the premium for a base $50,000 of group life and $50,000 Accidental Death and Dismemberment Insurance for full-time regular employees. Life insurance coverage for dependents is available for a reasonable cost to the employee, in accordance with the following schedule: Spouse $50,000 Unmarried child, age 14 days to 6 months $ 500 6 months to 23 years $ 2,500 Medical and Dependent Care Reimbursement: Employees have the opportunity to pay for unreimbursed medical expenses, and dependent care costs with pretax dollars through AFLAC. AFLAC also offers supplemental insurances that may purchased on a pretax basis through payroll deduction. Unreimbursed medical will be limited to $2,500 per plan year. Sick and Accident Insurance: Employees will be eligible for a twenty-six (26) week sickness and accident policy that includes a benefit beginning on the eighth (8) day. following accidents and the fifteenth (15) day following illnesses. The weekly benefit will be 66 2/3's percent of the employee's weekly wage, with a maximum benefit of $1,500. Bereavement: At the time of the death of a spouse, child, stepchild, parent, stepparent and parent of a current spouse, an employee will be entitled to use a maximum of the next five (5) working days with pay, to arrange for and/or attend the funeral. Additional time may be taken off with the approval of the department head and charged to vacation, personal leave, or compensatory time. An employee will be entitled to use a maximum of three (3) working days with pay, to make arrangements and attend the funeral for child-by-law, brother, sister, brother-in-law, sister-in-law, grandparents, grandparents-in-law, grandchild, aunt and uncle. Holidays: Employees will be eligible for holiday pay for the following holidays: New Year's Day Martin Luther King Jr. Day Good Friday Memorial Day Juneteenth Independence Day Labor Day Veterans Day Thanksgiving Day Friday After Thanksgiving Day Day Before Christmas Christmas Day Day Before New Year's Day Longevity: Longevity bonuses will be paid to employees as follows: 5 but less than 10 years of service 2% 10 but less than 15 years of service 4% 15 but less than 20 years of service 6% 20 but less than 25 years of service 8% 25 years or more of service 10% Following completion of five (5) years of continuous full-time service by October first of any year and continuing in subsequent years, each employee will receive annual longevity payments as provided in the schedule. Payments to employees will be paid by December first. No longevity payment as above scheduled will be made for that portion of an employee's regular salary or wage which is in excess of the negotiated maximum base wage, which is currently $25,000. Vacation: A new full-time employee shall be credited with forty (40) hours vacation time credited to their leave bank following 6 months of service. After the first year of service the regular full-time employee will receive an additional forty (40) hours of vacation time credited to their leave bank. In subsequent years two (2) years through five (5) years of service, employees receive 10 days' vacation. Thereafter, employees will receive one (1) additional day per each year of additional full-time service, not to exceed a maximum vacation leave of 20 workdays. Personal Leave: Employees receive two (2) personal leave days annually on January first or at time of hire. Personal days must be used by December 31, or they will be forfeited. Sick Leave: Employees will be credited with 3.70 hours of sick leave each pay ending (Approximately (1) one day per month). Employees may use sick leave for absences due to his/her illness or injury, including pregnancy, or an illness or injury in his/her immediate family. No sick leave credit will be accrued by an employee during an unpaid leave of absence. An employee who has accumulated 60 days of sick shall have the option at the end of the calendar year to relinquish and receive a reimbursement for up to the first four unused sick leave days accrued that year over 60 days. Compensatory Time: In lieu of receiving pay for overtime, which is worked, an employee may, with prior approval of the department representative, request to receive compensatory time off earned at the rate of one and one-half (1 ½) hours compensatory time off for one (1) hour of overtime worked. Compensatory time shall be cumulative up to a maximum total of one hundred twenty (120) hours. Boot Allowance: An annual boot allowance of $250 for full time employees will be issued to members who are on active payroll as of April 15th of the year. Seasonal employees will be eligible for a $150 allowance under the same provisions as above. Education Reimbursement: The City will reimburse for tuition and lab fees for approved college level course work or other departmentally approved training or education programs which are taken off-duty. Costs will be reimbursed at a rate not to exceed $500.00. Parking/Transportation Subsidy: An employee will be eligible for a monthly CATA bus pass at the City's expense or elect to receive a parking subsidy. Deferred Compensation: Employees are eligible to participate in the City's 457 Deferred Compensation Plans. Currently the City contracts with two vendors that employees may choose from; these vendors are VOYA and T. Rowe Price. Employees may contribute up to a maximum annually allowed through payroll deduction. The minimum contribution is $15.00 per pay period. The City of Lansing will match up $250 per year. Summaries are available in the Department of Human Resources. Retirement: Employees will belong to the City of Lansing General Employees Retirement System (ERS) and a Deferred Compensation Plan. Defined Benefit Plan - The retirement factor for full time members will be one and one-half percent (1.50%). Employee contributions for retirement will be three percent (3%) and deducted on a pretax basis. Vesting in the Defined Benefit plan is based upon eight (8) years of full-time service. Pension eligibility is twenty-five years of service and age 50 or age 58 and eight (8) years of service. Annual retirement amount is calculated by final average compensation the sum of a) 1.5 times the first 35 years of credited service, plus b) 1.5% times the next 5 years of service, plus c) 1% times credited service in excess of 40 years of credited service. The maximum pension allowance is not to exceed 110% of an employee's base wage. Deferred Compensation Plan - The employee is required to make a 2% mandatory contribution, and the City of Lansing will contribute 4% calculated on the member's base salary. Base salary includes the amount the employee receives prior to any premium payments. Vesting in this plan is immediate, and eligibility to access this fund is the date of termination. Retirement healthcare will consist of an account through MERS. Employees will contribute 3% of their base wages, and the City will contribute 4%. Vesting in this plan will be five (5) years. NOTE: The benefits listed above reflect the current benefits for United Auto Workers bargaining unit members. These benefits are subject to change depending upon the terms and conditions that are negotiated in future collective bargaining agreements between the City of Lansing and UAW Local 2256. Department of Human Resources, 8th Floor City Hall, 124 West Michigan Avenue, Lansing MI 48933. Phone: 483-4014 EQUAL OPPORTUNITY EMPLOYER 01 Do you have a High School Diploma and/or GED? Yes No 02 Identify your major or area of concentration 03 Do you possess a valid Michigan Motorcycle Operators Endorsement? Yes No No, but I am willing to obtain proper certifications within the posted timeline (90 days from date of hire). 04 Do you possess a valid State ofMichigan CDL, Group B with Air Brakeand N (tank) Endorsement? Yes No No, but I am willing to obtain proper certifications within the posted timeline (90 days from date of hire). 05 Identify the training and certification(s) you possess ASE Master Medium/Heavy Certification Industrial Truck Training and Certification Blood Borne Pathogens Training Other State Certifications None 06 Do you possess a two (2) year certification in heavy truck? YES NO 07 How much experience do you have in repairing diesel trucks and heavy equipment (i.e. generators, heavy truck, complex construction equipment, fire apparatus and other related powered equipment)? None Less than 1 year 1 year, but less than 2 2 years, but less than 3 years, but less than 4 years or more 08 How much experience do you have in welding/fabrication (MIG, stick welding machines, use of cutting torches)? None Less than 1 year 1 year, but less than 2 years 2 years, but less than 3 years 3 years, but less than 4 years 4 or more years 09 Are you able and available to respond to emergency call-ins to work overtime including nights and weekends? YES NO 10 Are you willing to participate in the LEIN (Law Enforcement Information Network) fingerprinting background check? YES NO 11 Did you upload and attach all training, certifications, and/or licenses you possess to your application? YES NO Required Question

Created: 2026-03-04