Job Description

** Sales Associate I, Retail (Thrift Store Full Time + Benefits) Reno, NV**

**Job Category****:** Thrift Stores - all positions **Requisition Number****:** SALES006206 Showing 1 location **Job Details**

**Description**

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Resume will be greatly appreciated but is not required to apply.

POSITION: Sales Associate I

DEPARTMENT: ARP Stores

SUPERVISOR: Store Manager

STATUS: Non-Exempt / Hourly - Full Time

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.

A. BASIC PURPOSE The purpose of the Sales Associate I is to assist The Salvation Army in the operation of the Thrift Store for the Reno Adult Rehabilitation Program. This Job Description is a broad outline of responsibilities.

B. ESSENTIAL DUTIES AND RESPONSIBILITIES

1. Duties as assigned by the Manager or Assistant Manager including the following:

Stocking, cleaning, ragging out goods, operating the cash register and preparing daily paperwork.

2. Responsibility for keys to store in order to open and/or close.

3. Responsible for maintaining good customer relations and giving prompt, courteous assistance to all customers.

4. Answer the telephone in a courteous fashion and direct the caller to the appropriate department.

5. Ensure the stores appearance is clean and orderly in arrangement

6. Responsible for janitorial duties: i.e. cleaning windows, vacuuming, dusting, sweeping, cleaning bathrooms, etc. as assigned by management.

7. Other duties as assigned.

KNOWLEDGE, SKILLS, ABILITIES AND OTHER QUALIFICATIONS REQUIREMENTS

1. Must be able to handle cash, make change and operate the cash register

2. Must be able to take instructions and carry them out without direct supervision

3. Knowledge of merchandise preferable

4. Previous retail experience a plus

5. Must have good rapport with customers

6. Strong ability to utilize a high level of time management and handling multiple tasks

D. PHYSICAL REQUIREMENTS:

1. Ability to sit, walk, stand, bend, squat, climb, kneel, and twist on an intermittent or sometimes continuous basis for up to 8 hours per day.

2. Ability to grasp, push, and/or pull objects, reach overhead

3. Ability to lift up to 35 lbs., non-continuously

Qualified individuals must be able to perform the essential duties of the position with or without accommodation. A qualified person with a disability may request a modification or adjustment to the job or work environment in order to meet the physical requirements of the position. The Salvation Army will attempt to satisfy requests as long as the accommodation needed would not result in undue hardship.

ts of the position. The Salvation Army will attempt to satisfy requests as long as the accommodation needed would not result in undue hardship.

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This document in no way constitutes an offer of employment nor act as terms and conditions of employment.

The Salvation Army is an Equal Employment Opportunity Employer.

Minorities/Women/Veterans/People with Disabilities.

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Applicants requiring reasonable accommodations for the hiring interview process must request the necessary accommodations if scheduled for a hiring interview. The request should be made at the time of contact when being scheduled for the interview.

Questions regarding reasonable accommodations may be directed to the Eugene D. Jones: eugene.jones@usw.salvationarmy.org

**Qualifications**

**Skills**

**Behaviors**

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**Motivations**

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**Education**

**Experience**

**Preferred**

Previous retail experience a plus

**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)

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