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Chula Vista

    Sales Associate/Material Handler - Chula Vista, United States - Salvationarmytucson

    Salvationarmytucson
    Salvationarmytucson Chula Vista, United States

    1 month ago

    Default job background
    Full time
    Description


    • Sales Associate/Material Handler - Chula Vista

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    • Job Category

    • :

    • Thrift Stores - all positions

    • Requisition Number

    • :

    • SALES02898 Showing 1 location

    • Job Details

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    • Description

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    • QUALIFICATIONS:

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    • High School graduate or equivalent


    • Must be able to operate POS/Cash Register


    • Must pass background check, which will include Criminal History and Sex Offender Registry.


    • Ability to communicate effectively with management, fellow store employees, customers and donors.


    • PHYSICAL REQUIREMENTS

    • :


    • Ability to sit, walk, stand, bend, squat, climb, kneel, and twist on an intermittent or continuous basis.


    • Ability to grasp, push, pull objects such as files, file cabinet drawers, clothing carts, merchandise carts, rolling clothing racks, fixtures, furniture dollies, platform trucks and carts, hand trucks and miscellaneous carts.


    • Ability to operate a telephone


    • Ability to lift up to 50 lbs.


    • Ability to perform various repetitive motion tasks

    ESSENTIAL DUTIES AND RESPONSIBILITIES:

    Ensure Customer/Donor needs are met by greeting all Customers and Donors and giving prompt, courteous assistance.

    Stock priced items ready to be merchandised on the sales floor in accordance with Salvation Army Standards.

    Sort donations to be processed in accordance with Salvation Army Standards.

    Sales Associate

    Assist in the maintenance of the store to keep it clean, neat and organized. Perform cleaning duties as assigned by Store Manager, Assistant Manager, Shift Supervisor and District Sales Manager.


    • Cleaning Windows


    • Dusting


    • Cashwrap Area


    • Fitting Rooms


    • Bathrooms


    • Stockroom and Breakroom


    • Sweeping and Mopping


    • Donation Area


    • Maintains assigned department within the store per TSA Merchandising Standards.

    Follow all POS/Cash Register Policies in accordance with TSA Policies and Procedures.

    Maintain safety standards and report any hazards/problems to the managers.

    Follow all HR policies and procedures.

    Attend required Monthly Store Meetings.

    Follows all Dress Code Policy in accordance with the TSA Policies and Procedures.

    Work schedules are determined by Management and employee must be flexible to ensure adequate store coverage at all times.

    Part-time associates may be scheduled to work any part-time shift including evenings, Saturdays, Sundays and holidays.

    Receive, unload, and stock incoming inventory items accurately and efficiently.

    Provide Quality Assurance by inspecting products for defects and damages.

    Maintain and clean up the area in and around the donation trailer/pod at the beginning and end of each shift.

    Courteously assist the donor in the removal of all donated items from the donors vehicle and provide receipt.

    Separate and sort all donated material into the proper containers, and properly stack material as instructed by the Store Manager.

    Perform other written or verbal duties as may be assigned by the Store Manager, Assistant Manager, Shift Supervisor and District Sales Manager and Command Administration.

    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


    • Qualifications

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    • Skills

    •


    • Behaviors

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    • Preferred

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    • Team Player

    • :

    • Works well as a member of a group


    • :

    •


    • Motivations

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    • Preferred

    •


    • Flexibility

    • :

    • Inspired to perform well when granted the ability to set your own schedule and goals


    • :

    •


    • Education

    •


    • Required

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    High School or Equivalent or better.


    • 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 c)

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