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Sales Associate/Material Handler
4 months ago
** Sales Associate/Material Handler - Main Store (Otay Mesa)**
**Job Category****:** Warehouse - all positions **Requisition Number****:** SALES02102 Showing 1 location **Job Details**
**Description**
**QUALIFICATIONS:**
* High School graduate or equivalent.
* Must be 21 years of age.
* Ability to communicate effectively with fellow employees and donors.
**PHYSICAL REQUIREMENTS**:
* Ability to sit, walk, stand, bend, squat, climb, kneel, and twist on an intermittent or continuous basis.
* Ability to lift up to 75 lbs
* Ability to perform various repetitive motion tasks
**ESSENTIAL JOB DUTIES:**
- Maintain and clean up the area in and around the CCC trailer/pod at the beginning and end of each shift.
- Appear neatly and cleanly dressed in suitable clothing as per The Salvation Army dress code policy.
- Courteously assist the donor in the removal of all donated items from the donors vehicle and provide receipt.
- Maintain all reports and paperwork as instructed by the CCC or Transportation supervisor.
- Separate and sort all donated material into the proper containers, and properly stack material as instructed by the CCC supervisor.
- Assist TSA drivers/PAs with loading donations on to trucks as necessary.
- Always inform the CCC supervisor of needed items prior to running out (i.e.: brooms, receipts, totes, carts, etc.)
- At the end of each shift, the CCC attendant must secure and lock the CCC trailer/pod.
- Maintain good relations with property or store managers.
- Any and all overtime must have the written approval of the supervisor, Administrator, or his designate. His initials must appear on the time card beside the overtime hours.
- Other duties and responsibilities as may be assigned, from time to time, by the CCC Supervisor or Transportation Supervisor.
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.
All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, or protected veteran status and will not be discriminated against on the basis of disability. The Salvation Army is committed to providing reasonable accommodation for qualified job applicants, job candidates, and employees with disabilities to ensure they enjoy equal access to all employment opportunities and benefits of employment as required by the Americans with Disabilities Act. EEO is the Law.
The Vietnam Era Veterans Readjustment Assistance Act of 1974, as amended, 38 U.S.C. 4212, prohibits job discrimination and requires affirmative action to employ and advance in employment disabled veterans, recently separated veterans (within three years of discharge or release from active duty), other protected veterans (veterans who served during a war or in a campaign or expedition for which a campaign badge has been authorized), and Armed Forces service medal veterans (veterans who, while on active duty, participated in a U.S. military operation for which an Armed Forces service medal was awarded).
If you would like to request a reasonable accommodation, such as the modification or adjustment of the job application process or interviewing process due to a disability, please email your request to sara.osborne@usw.salvationarmy.org.
**Qualifications**
**Skills**
**Behaviors**
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**Motivations**
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**Education**
**Experience**
**Licenses & Certifications**
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractors legal duty to furnish information. 41 CFR 60-1.35(c)
