Road Ranger strives to create company value by providing superior customer experience while investing in our employees. We support this mission by providing for the needs of our employees, offering them resources and a work environment that improves the quality of their professional and personal lives. We believe this is an obligation of our organization. We further believe that thoroughly providing for these employee needs is the best way to ensure that every customer our employees meet is given the best service.
To demonstrate our commitment to these beliefs, Road Ranger Promises they will:
- Pay you competitively, accurately and on time for 100% of hours worked.
- Post a set schedule three weeks in advance.
- Give you your scheduled vacations.
- Provide an on-time performance review two times per year.
- Properly and adequately train you to win.
- Ensure a qualified, fair and encouraging manager and supervisor.
- Ability to transfer to another store if you are unhappy.
- Listen to your opinions in a safe environment, without fear of being terminated or other reprisals.
- Have access to the next level of management if your manager does not or cannot resolve a problem.
- Inform you of company policies, benefits, advancement opportunities, and company direction.
- Provide proper and adequate equipment to do your job well.
- If you are full time status, you will be scheduled at least 36 hours every week.
- Treat you and others with respect at all times.
We believe this Promise is made more valuable when employees make a similar commitment. Therefore, here is what we ask you to Promise to Road Ranger:
- Integrity - that you will not steal or permit others to do so.
- To care for our customers by giving them the superior services they expect at Road Ranger.
- That you will take care of our store so that it meets our standards at all times.
- To treat your co-workers with the respect and courtesy that you expect.
- Give open and honest feedback and complete a survey so that we can correct any issue and ensure success.
