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What’s It Like to Work With Chimney Concepts?

Here at Chimney Concepts, we believe in teamwork, open communication, caring for our employees, and working hard to play hard. We put our backs into our daily work and unwind after a long week by hitting the water and doing some fishing or kayaking. If you love helping others, doing work with your hands, and spending time outdoors, we’d love to have you on our team.

Chimney Concepts Culture - New Hiring
Chimney Concepts Culture - New Hiring

Open Positions

We’re looking for some great people to join our team. Click the buttons below to learn more about who we’re looking for and what each position entails. If you think we’re a great match once you’ve read through the requirements and description for the job you’re interested in, we’d love to hear from you. 


We believe in taking care of our team by offering great benefits. Take a look.

Show More Benefits


Employees who are regularly scheduled to work at least 30 hours per week are eligible for medical insurance, effective the first of the month after 30 consecutive calendar days of employment. Employees pay a portion of the premium for medical/dental insurance; through payroll deduction. Details of the medical insurance plan and enrollment paperwork are provided to eligible employees prior to their date of eligibility. 


The Company provides a $25,000 life and an accidental death & dismemberment insurance policy for full-time employees, effective the first of the month following 30 days of employment.  The Company pays the entire cost of this benefit.   


Full-time employees are eligible to enroll in voluntary/supplemental insurance programs that are in addition to the programs provided by Chimney Concepts, effective the first of the month after 30 days of employment.  

Employees pay the full cost of the premiums for these programs.  Since these programs are made available through Chimney Concepts, they are priced at group rates, i.e., the cost of the premiums is likely to be more cost-effective than if the coverages were obtained on an individual basis.  Details are provided to new employees during their orientation. 


Employees who have completed one year of service are eligible to participate in the Company’s 401(k) Savings Plan.   

A 401(k) is a long-term savings and investment program that allows participants to set aside money from their pay in a special account set up by the Company.  The Federal Government established the 401(k) as a way for people to save for their retirement.  To encourage savings, the Government created special tax advantages for 401(k) participants. 

Participants decide the amount they want to contribute from each paycheck, up to a maximum allowed by the 401(k) regulations.   

Participants decide where their money is invested, from among several investment options.   

In addition to participants’ contributions, the Company matches a portion of each participant’s contributions.  Details of the program are provided when employees approach their enrollment eligibility date. 


Full-time employees are eligible for paid vacation, based on their length of service: 

6 months of service = 16 hours vacation
1 year of service = 40 hours vacation
2 years of service = 80 hours vacation
5 years of service = 120 hours vacation
10 years of service = 160 hours vacation

The vacation year is an employee’s anniversary year. The minimum increment of vacation that can be used is 4 hours. Vacation is based on an employee’s weekly salary or hourly rate, not including overtime. Unused vacation cannot be carried into a new vacation year, pay-in-lieu of taking time off is not allowed. Employees who resign or are terminated are not paid unused vacation.


Employees must submit their vacation requests to their manager—at least 2 weeks in advance of the requested time off.    

Nonexempt employees must work their (full) scheduled day before and after an approved vacation day in order to receive vacation pay.  

Conflicts, e.g., when more than one employee requests the same time, are resolved based on length of service and management judgment.   


Employees are eligible for pay on Company-observed holidays.  Nonexempt (hourly) employees are eligible after 90 consecutive calendar work days of employment.  Exempt (salaried) employees are eligible upon hire (as required by law).  

Chimney Concepts typically observes the following holidays:  

  • New Year’s Day 
  • Memorial Day 
  • Independence Day 
  • Labor Day 
  • Thanksgiving 
  • Friday after Thanksgiving 
  • Christmas Eve 
  • Christmas Day 
  • New Year’s Eve 

Eligible employees receive 8 hours pay for each holiday.   

If a Company-observed holiday falls on a Saturday or Sunday, it is observed on an alternate day, selected by management. If a Company-observed holiday occurs during an employee’s scheduled vacation, the employee will receive holiday pay; the day will not count against the employee’s eligible vacation amount.   

Nonexempt employees must work their (full) scheduled day before and after a holiday in order to receive holiday pay.  

Nonexempt employees who work on a Company-designated holiday receive a paid day off to be taken with pre-approval. 

With approval and 14 days advance notice, employees may request the option to work on a Company-observed holiday, and receive a future paid day off. The future paid day off must be used in an 8-hour increment, within one year of the actual observed holiday. 

Employees on a personal, medical, or work comp leave of absence are not eligible for holiday pay.  


Full-time employees are eligible for 24 hours of paid sick time each year.  The paid sick time year is an employee’s anniversary year.  New employees can use paid sick time after 90 consecutive calendar days of employment. 

Paid sick time can be used in 4-hour increments. 

Unused paid sick time cannot be carried into a new anniversary year and is not paid to employees who resign or are terminated.  Pay-in-lieu (selling) unused paid sick time is not allowed.    

Paid sick time may only be used in the event of personal illness or injury that prevents an eligible employee from performing his/her job.  Since this benefit is provided as additional protection against loss of income when sick, the continuation of this benefit requires that it be used only for its intended purpose—an employee’s illness/injury.