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866-695-3252

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Main Office
320 South St. Plainville, MA 02762

Masslite Quarry
40 Cross St. Plainville, MA 02762

Attleboro S&G
125 Tiffany St. Attleboro, MA 02703

Norfolk Asphalt
635 Pleasant St. Norwood, MA 02062

Employment

Download a copy of our application form, complete it, and mail it with your resume to our Main Office at:

Lorusso Corporation
ATTN: HR Department
320 South St. Plainville, MA 02762

or email application and resume to HR@lorussocorp.com

Employment Opportunities/Job Postings
 
(updated 2/15/21)
 
Garage Mechanic

  • Perform general mechanic duties on Light Passenger Vehicles, Tri Axle & Tractor Trailers, On and Off Rd Construction & Quarrying Equipment and Asphalt Paving Equipment.
    • Prior experience with Construction related equipment is preferred.

Aggregate Rock Quarry Plant Operator

  • Experienced Rock Quarry operator able to operate and repair crushing equipment.
    • Functional knowledge of Jaw & Cone crushers, Screens and Conveyor belts is required.

Loader & Excavator Operators

  • Operator various wheeled and/or tracked equipment at Lorusso Corp’s Quarries, Asphalt Plants or Construction Job sites.
    • MUST BE LICENSED in MA to operate.

Asphalt Plant Operator

  • Experienced Asphalt Batch / Drum Plant operator capable of HMA production & material loadout functions.

Transportation Dispatch Specialist

  • Manage daily transportation requirements including Aggregate & Asphalt material deliveries, Construction & Paving equipment relocations and live Truck Tracking oversite.

Construction Superintendent

  • Jobsite Supervision of Lorusso Corp Construction & Paving projects range from Excavation & Grading, Utility Installation, Curb & Sidewalk Installation, Asphalt & Concrete pavements and Subcontractor Management.

Paving & Construction Labors

  • Perform general labor activities associated with Paving & Construction work on Lorusso Corp projects.
    • Hydraulics licenses preferred but not required

Equal Opportunity Employer

Equal Employment Opportunity is

THE LAW 

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