Employment Opportunities & Benefits

Current Openings:

Full-time Public Works Director.  This is a salaried position requiring some weekend and emergency callback work.  Applicants should meet the following qualifications:

  • Valid NC Driver’s License

  •  Class B CDL License (or ability to obtain within nine months of employment).

  • Possession of a NC Class “C” well-water certificate

  • Possession of a NC Class “B” water distribution certificate

A Bachelor’s Degree is desired in civil, electrical or environmental engineering or related field and considerable experience in a responsible position in the public works or utilities field, including some supervisory and administrative experience that provides the required knowledge, skills and abilities OR ten years experience in a similar field.

Must be able to perform work exerting up to 100 pounds of force occasionally; and/or up to 20 pounds of force frequently, and/or up to 20 pounds of force constantly to move objects.  Must possess visual acuity to produce and review written reports and records including mathematical calculations, to analyze data, and to read maps, schematic drawings and plans, to perform mechanical and skill trades, to operate trucks and other equipment, and to determine the accuracy, neatness and thoroughness of the work assigned. 

Must have knowledge with public utilities administration, water and sewer distribution and collection systems, knowledge of OSHA regulations and requirements, and have the ability to maintain effective working relationships with town officials, employees, contractors and the general public. 

The pay rate is commensurate with experience and town’s pay classification plan.  Applications should be submitted no later than Monday, August 15, 2016, by 5 p.m. to:

Human Resources Director
Town of Lake Lure
PO Box 255
Lake Lure, NC 28746 


Overview of benefits for full-time employees:


The Town provides a defined benefit pension plan which is mandatory and a traditional 401K deferred savings plan which is mandatory for law enforcement officers but optional for general employees.  The Town is also required by NC General Statutes to pay each officer, upon retirement, a separation allowance if the officer meets qualifying conditions set forth in the General Statutes.


The town participates in the Local Governmental Employees' Retirement System through the State of North Carolina.  Employees working a regular position averaging 1,000 or more work hours per year must be enrolled and contributing a percentage of their salary.  The Town makes a contribution for all general employees and law enforcement officers in addition to the employee's contribution. The Town also contributes a percentage of employees' salaries into the state retirement system for retiree health coverage.


The plan is administered through Prudential Retirement.  The Town must contribute at least 5 percent of each law enforcement officer's compensation.  The Town makes a matching contribution of up to 5 percent for general employees including firefighters.

Separation Allowance

The Town is required by General Statutes to pay each officer upon retirement a special separation allowance equal to 0.85 percent of the annual equivalent to the officer's last base rate of pay, multiplied by the officer's number of years of creditable service, if the officer meets certain qualifying conditions set forth in the General Statutes.

Worker's Compensation:

The town is required either to purchase third-party worker's compensation insurance or to self-fund a program to provide for medical coverage, rehabilitation expenses, and loss of income for employees who have suffered on the job injuries or illnesses.  By statute the worker's compensation benefit is 66.66 percent of the injured worker's average weekly wage.  The benefit is tax-free and therefore approximates and employee's take-home pay.

Unemployment Benefits:

The NC Employment Security Act requires NC local government employers to participate in its employer-financed program to provide partial-income replacement benefits to employees who have lost their jobs.  The Town, unlike private employers, are not subject to the payroll tax that funds unemployment benefits unless they choose to participate in the program on an experience-rated basis.  The Town participates on a so-called reimbursement basis under which pays the ESC for the amounts that the ESC has expended in providing unemployment benefits to former employees.