What are the responsibilities and job description for the Warehouse Associate/ Backroom processor- Poway position at The Salvation Army?
Description
JOB TITLE : WAREHOUSE ASSOCIATE
DEPARTMENT : PRODUCTION
STATUS : PART TIME / FULL TIME
IMMEDIATE SUPERVISOR : WAREHOUSE SUPERVISOR
THE SALVATION ARMY MISSION STATEMENT : The Salvation Army, an international movement, is an evangelical part of the universal Christian Church.
Its message is based on the Bible. Its ministry is motivated by the love of God. Its mission is to preach the Gospel of Jesus Christ and to meet human needs in His name without discrimination.
QUALIFICATIONS :
High School graduate or equivalent.
Demonstrated competency in skill area as indicated by verifiable training and / or experience.
Ability to read and write and to understand and follow both written and verbal instructions.
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
Ability to lift up to 75 lbs.
Ability to perform various repetitive motion tasks.
ESSENTIAL JOB DUTIES :
Sort product efficiently and properly according to the standard of TSA policy.
Provide Quality Assurance by inspecting products for defects and damages.
Identify product correctly and direct to proper department for processing.
Collecting merchandise from the distribution center and safely transporting materials.
Follow safety measures established and maintained by TSA policy and government regulations.
Maintain confidentiality as needed and required for the operation of the total program.
Overtime : Any and all overtime must have the written approval of the supervisor. The supervisor’s initials must appear on the timecard besides the overtime hours.
Other written or verbal duties as may be assigned, from time to time by the Production Manager, the Administrator or their designated representative.
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 contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
