DescriptionnnJob Title: Seasonal DrivernnFLSA Status: Full Time - non-exempt Reports to: Business ManagernnSchedule: 40 hours/weekSupervises: N/AnnRate of Pay: $14.00/hrnnClosing Date: 11/23/2024nnBenefits: Standard; Full-Time, Non-Exempt (seasonal) employees are eligible for but not limited to the following:nnSick leave benefit – 1 day per month, 12 sick days per year (accrual and availability begins at hire)nnFunctionnnOperate an assigned Salvation Army vehicle in a safe and courteous manner obeying all safety and traffic laws. Demonstrate respect for other employees, associates, donors, clients, and the goals and objectives of The Salvation Army.nnDuties and ResponsibilitiesnnOperate an assigned The Salvation Army vehicle in a safe and courteous manner obeying all safety and traffic lawsnnSafety or traffic law infractions remain the responsibility of the driver and The Salvation Army will be held harmlessnnNavigate the route specified and supervise the volunteers and staff assigned to those specific locationsnnEnsure the staff and volunteers are performing the work required to maximize potential donationsnnEncourage staff and volunteers in their effortsnnStress (and follow through on) your availability to the staff and volunteers if needednnKeep scheduling in line with expectationsnnDemonstrate respect for other employees, associates, donors, clients, and the goals and objectives of The Salvation ArmynnEducation, Experience, Skills, QualificationsnnEducation/ExperiencennA High School Diploma or GEDnnSkillsnnExcellent communication skillsnnMust have superior time management skillsnnOutstanding volunteer/donor skillsnnDrivingnnIf the position requires driving:nnMust be minimally 21 years of age and possessing a valid in-state Driver's LicensennBackground ChecknnContinued employment will be contingent upon a biennial (every two years) background check that is processed in accordance with The Salvation Army’s policies.nnPhysical RequirementsnnAbility to maneuver.nnAbility to remain in a stationary position.nnAbility to grasp, push, pull, and reach overhead.nnAbility to operate telephone.nnAbility to lift 25 pounds.nnAbility to access and produce information from the computer.nnAbility to understand written information.nnQualified individuals must be able to perform the essential duties of the position with or without accommodation.nnA request to modify or adjust these requirements may be made to your supervisor and HR. The Salvation Army would attempt to satisfy requests if the accommodation needed is reasonable and presents no undue hardship.nnThe Salvation Army Mission StatementnnThe Salvation Army, and 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 the preach the gospel of Jesus Christ and to meet human needs in His name without discrimination.nnAcknowledgement of Religious Purposes of The Salvation ArmynnI have been informed and understand The Salvation Army’s religious purpose and status as a church. In my employ, I will not undermine the religious mission or religious purposes of the organization, nor will my professional conduct conflict with, interfere with, or undermine its religious programs or religious purposes.nnQualificationsnnEducationnnRequirednnGED or betternnEqual Opportunity Employer/Protected Veterans/Individuals with DisabilitiesnnThe 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)