How do I change jobs within the organization?
Your employer wants to provide long-term career opportunities
when able. The best way to change jobs is to do an extremely
good job where you're first assigned and let your supervisor know of
your interests to advance. Dedicate attention to where you're
'planted' and be productive there. Enhance your value with your personal style and performance that earns the
respect of your peers and supervisors. Offer to help in new
areas when the need occurs. Be reliable. The standard
policy for transfer consideration is that once you've worked in
the job at least 6 months, you're eligible to submit a
transfer/advancement application. However, your employer reserves the
right to consider changes based on business necessity and a person's
suitability/prior qualification. Don't
get your feelings hurt if the first try doesn't fit or if the wish
you have doesn't meet with the best interests of the business at the
time you're wishing it. Be patient and flexible.
The best route is via internet to:
My Benefits. You were also provided a written Benefits Kit during the annual Open
Enrollment (April-May of each year) and with your Benefits folder
that is issued as you first become eligible to enroll in the
Benefits. Check your papers/files at home for "Work Papers"
to see if you have the current version. At the My Benefits
page, we also have a benefits book that you can view or print AND
the actual Plan Documents/Policies that govern your medical and
dental plans. If you still need help, you can call the Team Services
office or 800-207-3172.
There are 2 medical insurance plans offered to
employees through Ancira. (1) HealthCare Account -
HCA - works with an employer-funded 'bucket' of dollars that would
pay the first claims before you have out of pocket expense; (2) the
ENTRY Plan which is available only to employees hired 2/1/2008 and
later. The ENTRY plan has a limited, maximum claims liability
of $25,000 a year, but is priced very affordably.
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If you are on a commission basis, odds are your pay plan
originally included calculations that account for holidays typically
observed by the company. Hourly employees must work the day
before and after a holiday to be eligible for holiday pay simply out
of fairness for all. Too many folks would call in 'sick' the
day before or after a holiday without any concern for their
co-workers who had to cover their load. Payroll is the largest
single expense of your employer. Our profit margins range
between under 1% to about 2% net profit on sales.
Unfortunately, this doesn't leave room for perks like paid sick
leave. The time off we DO recognize is consistent with other
auto dealers.
It depends what kind of problem you're having. We have
INTERNET SALES folks that are strictly dedicated to intake and care
of our internet customers. We have "I" "T" - the Internet
Technology Team that's comprised of several individuals led by our
IT Manager, Elizabeth Barrera. They focus on general computer
software issues, internet security, database security, and similar.
If you have a Reynolds & Reynolds issue (such as a special report to
build or if your system goes down, or your printer's stopped
working), reach Elizabeth Barrera or call R&R directly. If
you need technical help, we also have Help Desk available to
electronically submit your requests. See your supervisor for
instructions about Help Desk.
Hardware Support 800-767-0080 (Customer # 849 + your store #)
Changes and the opportunities for changes vary.
Here are some of the most common requests the Benefits Administrator
receives:
1. I need to add my new wife / new baby /
etc.: Being "new" is the key. Under the federal
provisions for Section 125 Cafeteria Plans (both our medical and
dental plans are "125" benefits, meaning you pay no taxes on
premiums, but are subject to change limits), you have to apply for
the addition of a new dependent within 31 days. The form
required for Section 125 change consideration is on this site under
"Forms & Reference".
2. I need to get onto our plan: We need to
know details in order to explain what's available. If you
still have questions after visiting the MY BENEFITS link on this
website, please call Team Services.
3. I need to drop my coverage: Depends which
coverage. The
Dental and Medical are subject to Section 125 Cafeteria Plan restrictions.
The forms are on this site under "Forms & Reference".
Most other changes would only be allowed annually either during
"Open Enrollment" or at another designated time (for example, at
year end). Call Team Services to explain your need and see if
we can accommodate your request.
FOR MORE ANSWERS, EITHER CLICK ON OUR "MY
BENEFITS" BUTTON OR CALL TEAM SERVICES @ 210.558.5005
When you are first hired (say it's October 5th), you must work a
full-time schedule for 12 months before being eligible for 1 week of
vacation (all called Paid Time Off, or "PTO"). So after the
12-month Anniversary of full-time employment, you're allowed 5-days excused time off and your pay
continues. From your one-year anniversary to the next December
31st, you have that 5-days of time off. Then, starting January
1, you get 10-days excused time off and your pay continues.
Upon completing your 10-year of full-time employment, you have
15-days excused time off. In the 10th year, you may have taken
2 weeks vacation and then on October 5th, you have your 10-year
anniversary. You'll have an additional 5-days excused
time away without pay loss and when January 1 rolls around again,
you'll have 15-days allowed during the work year.
For full details about LEAVE, you should first
refer to your Handbook. A copy of the handbook is posted on
this website (see Forms & Reference). FMLA stands for the
"Family & Medical Leave Act". This may apply to your
situation, but it may not depending on the specifics of your
circumstances, length of employment, etc. FMLA applies
to men and women and was created to provide job protection in the event of certain family situations.
Take a look at the handbook details and then call the Team Services
office if you need more information. It's important to provide
your employer with as much advance notice as possible so your
absence can be suitably prepared for. It's also a courtesy
that is greatly appreciated.
Time off for having a baby is included under FMLA.
The typical absence for a new baby is 6 weeks or less, but sometimes
longer depending on the circumstances (FMLA allows for up to 12
weeks unpaid for birth of a child or adoption). You should
speak with your manager about your plans and then call Valerie
Tackett at Team Services to discuss your specific situation.
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