Driver

                                                  Driver Part-time

Department: Food Service                     

Reports to: Vice President of Food & Nutrition
Supervises: 0                            

FLSA Status: Non-Exempt        

Job Summary:  The driver is responsible for transporting food in a timely and efficient manner. This includes picking up food, navigating to the school’s location, and ensuring the food arrives safely and at the correct temperature.

Essential duties and responsibilities:

Qualification Requirements: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below represent the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.

Required Qualifications:

Preferred Qualifications:

Bilingual English/Spanish proficiency

Physical Requirements:

The physical demands described here represent those that an employee must meet to perform the essential functions of this job successfully.  Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.

This position is very active and requires standing, walking, bending, kneeling, stooping, dexterity, agility, balance, and crouching. While performing the duties of this job, the employee frequently turns or twists the neck more than the average person. The employee may sometimes lift, pull, or haul items up to 80 pounds with assistance. The employee is directly responsible for safety, well-being, and work output.

This job's specific abilities include close vision, such as reading handwritten or typed material and adjusting focus. The position requires the individual to meet multiple demands from several people and interact with the public and other staff.

Work Environment:

The work is consistently conducted indoors, with employees frequently donning uniforms like aprons or jackets and often wearing safety attire, including gloves. They regularly encounter hazardous situations and conditions that may result in cuts or minor burns. Physical proximity to others is common in the work setting. Exposure to varying temperatures, such as heat from ovens or cold conditions when retrieving items from freezers, is a regular part of the job. Occasionally, employees may work near contaminants and hazardous equipment. The work environment is characterized by noise and distractions.

Equal Opportunity Employer

GCI is committed to a policy of equal opportunity for all employees and applicants for employment without regard to race, religion, color, creed, ancestry, age, sex, gender, national origin, marital status, pregnancy, citizenship, disability, genetic information, veteran status, service member status or any other category protected by federal, state or local law. Preventing discrimination is the responsibility of every employee in the way employees treat and interact with one another. Therefore, GCI expects all work relations to be business-like and professional, free of bias, prejudice, harassment and/or discrimination.

GCI's policy of Equal Opportunity extends to all conditions of employment including, but not limited to, recruitment, hiring, placement, training, compensation, discipline, transfers, separation, layoff, recall, leave of absence and promotion. GCI will not tolerate any discrimination in the workplace, and it is expected that any employee who believes they  have been subjected to any practice that appears to be inconsistent with this policy will contact Human Resources.  Improper interference with the ability of GCI's employees to perform their expected job duties is not tolerated.

GCI encourages reporting of incidents or concerns regarding discrimination to the Director of Human Resources, so that prompt and constructive action can be taken.  There will be no retaliation or adverse action against an employee for raising an issue or complaint pursuant to this policy.  The report will be investigated to determine what, if any, responsive action is necessary and appropriate.  Any employee found responsible for an inappropriate or discriminatory act will be subject to disciplinary action, up to and including separation.