Assembler resume example with 1+ years of experience
JessicaClaire
, , 100 Montgomery St. 10th Floor(555) 432-1000, resumesample@example.com
Professional Summary
Experienced Assembler knowledgeable about general warehouse operations. Effective at working quickly and staying focused under strict deadlines. Skilled in managing multiple tasks with frequently changing priorities. Meets deadlines and continuously projects positive attitude. Dependable self-starter experienced in manufacturing production, assembly, and quality assurance.
Skills
Small Parts Assembly
Skilled in Final Assembly Processes
Assembly and Production
Quality Assurance Controls
Work History
01/2021 to 03/2021AssemblerAltec | Waxahachie, TX,
Completed durable assemblies and subassemblies with hand and power tools.
Checked position and alignment of each component to prevent errors and minimize materials waste.
Recognized and reported defective material and equipment to shift supervisor.
Kept work areas clean by removing trash and debris and organizing all tools in preparation for next shift.
06/2020 to 10/2020Warehouse PickerNovolex | Chelmsford, MA,
Moved completed products from machines and onto conveyors, transferring to next work area for additional processing.
Evaluated final products to verify compliance with work orders and detect defects.
Completed minor preventative maintenance and mechanical repairs on equipment.
Maintained energy and enthusiasm in fast-paced environment.
Identified issues, analyzed information and provided solutions to problems.
Devoted special emphasis to punctuality and worked to maintain outstanding attendance record, consistently arriving to work ready to start immediately.
05/2019 to 01/2020Order PickerUps | Minnetonka Beach, MN,
Detail-oriented Order Picker with experience working in various large warehouse environments. Seeking similar role where outstanding packing skills and strong commitment to safety will be valued.
Trained new warehouse employees on safety procedures and provided updated safety manuals for review purposes.
Reduced fulfillment errors by using RF scanners to quickly pick items to proper bins.
Prepared orders accurately by processing requests, pulled materials from warehouse, packing boxes, and prepared shipments.
Filled shortages in available goods by requisitioning merchandise from suppliers based on space, demand, and current pricing.
Education
Expected in 06/1996GED | Kansas City Kansas Community College, Kansas City, KSGPA:
Accomplishments
Christopher Thornhill
Shift: M - Th 6:30pm to 5:00am
Vacation: Your vacation will accrue at 1 week (40 hours) annually from your date of hire and increase on your anniversary date in accordance with the
employee Vacation Policy.
Healthcare Benefits: You are eligible to participate in the company-sponsored healthcare benefits the first of the month following 30 days of employment as a
regular, full-time employee.
401(k): You are eligible to participate in the 401(k) plan.
The company will match you $1-per-$1 of your own contributions up to 2% of eligible compensation
beginning on your 1 year anniversary.
Merit Eligibility: All employees hired from February through October are eligible to participate in the next annual merit process at a pro-rated amount
based on time in the position and performance.
If you are hired after September and prior to the coming year’s merit process, you are not eligible for an
additional merit increase until the following year and based upon performance.
This offer is not intended to be a contract of employment and your employment is “at will,” unless expressly agreed otherwise in writing and signed by the
Chief Executive Officer or Chief Financial Officer of Guitar Center, Inc.
This status means that you have the right to resign at any time, with or without cause
and with or without notice.
Likewise, we retain the right to terminate your employment at any time, with or without cause and with or without notice.
Upon your start date, you will be provided with additional information regarding our employment policies and benefits programs, including the 401(k) Plan,
as well as other pertinent information that may help address any other questions you may have regarding your employment.
This letter is contingent upon receipt of satisfactory references, pre-employment checks (for applicable positions) and demonstration of your legal right to
work in the United States.
In addition, your employment is contingent upon acknowledgement and agreement of the Arbitration Program Agreement
included with this offer, as well as acknowledgement and agreement with other onboarding documentation that you will receive following acceptance of this
offer.
Your electronic signature will indicate your acceptance of this offer and signature to the Arbitration Program Agreement.
Your offer will be valid for two
business days from the date of issuance.
We know you have a great contribution to make to the retail and music industries and that you will find working here a rewarding experience.
We are excited
about the opportunity to work with you as we create an even stronger company.
Sincerely,
Carrie Bass
ARBITRATION PROGRAM AGREEMENT
Although we (meaning Guitar Center, Inc.
And its subsidiary employers) hope that disputes with associates will not occur, we believe that when disputes arise it is in
our mutual best interests to handle them promptly and with a minimum of disturbance to the lives of the impacted associates or our operations.
In most cases, disputes
are resolved through discussions with the assistance of a supervisor, member of management or Human Resources.
In the rare case where informal resolution is not
possible, the dispute will now be resolved through the use of a neutral third-party arbitrator.
To provide for more expedient resolution of disputes, we have instituted a
mandatory arbitration procedure for all associates that are not otherwise covered by an agreement relating to the terms of employment (we call it the “Arbitration
Program”).
Under the Arbitration Program, covered disputes between you and the company must be submitted for resolution by mandatory arbitration after appropriate
attempts have been made to resolve the dispute informally.
Disputes That Are Covered
Except as provided in the next section, all disputes between you and the company (including its subsidiaries, owners, officers, directors, employees, agents or
successors) will be resolved exclusively by final and binding arbitration, and not by court or other action.
These disputes include, among others:
whether or not a dispute is covered by the Arbitration Program;
disputes arising out of your hiring, employment or termination of employment;
disputes alleging violation of wage and hour laws or pay practices;
disputes involving confidentiality or trade secret violations or unfair competition;
disputes alleging harassment or discrimination (including, among others, discrimination based on sex, pregnancy, race, national or ethnic origin, age, religion,
creed, marital status, sexual orientation, mental or physical disability or medical condition or other characteristics protected by law);
disputes alleging a breach of an express or implied duty, such as among others, breach of contract or breach of the covenant of good faith and fair dealing;
disputes alleging a violation of public policy;
disputes alleging any other violation of federal, state or local law; and
disputes alleging any other tort or violation of contractual or common law rights.
Disputes That Are Not Covered
Disputes that are not covered by the Arbitration Program and are excluded from arbitration include:
disputes covered by a written employment agreement that expressly provides for resolution of disputes;
disputes based on a company employee benefit or welfare plan that contains an appeal procedure or other procedure for the resolution of disputes under that
plan;
disputes under ERISA;
disputes regarding workers’ compensation claims;
disputes regarding unemployment compensation benefits;
disputes within the jurisdiction of the National Labor Relations Board;
disputes within the jurisdictional limits of small claims court;
disputes covered by federal law which are not subject to mandatory binding pre-dispute arbitration pursuant to the Federal Arbitration Act, such as claims under
the Dodd-Frank Wall Street Reform Act; and
disputes where a party is seeking injunctive or other equitable relief, such as disputes relating to, among other things, unfair competition or the use or
unauthorized disclosure of trade secrets or confidential information (in those cases the party may seek equitable relief from an appropriate court).
Nothing in this agreement prohibits you from filing an administrative charge with the Department of Fair Employment and Housing, the Equal Employment Opportunity
Commission or any other federal, state or local administrative agency.
Further, nothing in this agreement precludes either you or the company from participating in government investigations.
Waiver of Multi-Plaintiff, Class, Collective and Representative Actions
Covered disputes must be brought on an individual basis only and an individual award is the exclusive remedy that may be provided by the arbitrator.
Neither you nor
the company may submit a multi-plaintiff, class, collective or representative action for resolution under the Arbitration Program and no arbitrator has authority to
proceed with arbitration on that basis.
Any disputes concerning the validity of the waiver included in this section will be decided by a court of competent jurisdiction, not
by the arbitrator.
In those matters, we will assert that you have agreed to pursue all claims individually pursuant to arbitration and may ask a court to compel arbitration
of your individual claims.
To the extent your filing of that type of action is protected concerted activity under the National Labor Relations Act, the filing will not result in
threats, discipline, discharge or other adverse action against you in violation of the National Labor Relations Act.
In the event a court determines the waiver included in
this section is unenforceable with respect to a dispute, then the waiver will not apply to that dispute.
In that case, the dispute must be filed in a court of competent
jurisdiction and that court will be the exclusive forum for that dispute.
Arbitration Procedure
Prior to submitting a dispute to arbitration, both you and the company must make good faith efforts to resolve the dispute through internal management and Human
Resources / Legal.
Only when those reasonable internal efforts fail may a dispute be submitted to arbitration.
Arbitration will be conducted on a confidential basis by a
single arbitrator in accordance with the National Rules for the Resolution of Employment Disputes of the American Arbitration Association (“AAA”), including the ability
to conduct discovery and file dispositive motions.
If you and the company are unable to agree upon a neutral arbitrator, the party demanding the arbitration will obtain a
list of arbitrators from the AAA.
You and the company then will alternately strike names from the list until only one name remains.
The remaining person will be the
arbitrator.
Any conflict between the AAA rules and procedures and the Arbitration Program will be resolved in favor of the Arbitration Program.
The burden of proof at
an arbitration will be on the party seeking the relief.
The decision or award of the arbitrator will be in writing and will include the findings and conclusions upon which the
award is based.
The decision or award of the arbitrator will be final and binding upon the parties.
The arbitrator will have the power to award any type of legal or
equitable relief available in a court of competent jurisdiction, including attorneys’ fees and costs to the extent that relief is available under the applicable law.
The
arbitrator is only authorized to render an award which is based upon findings of fact that are supported by substantial evidence and correct conclusions of applicable
law.
Awards may be entered as a judgment or order in any court of competent jurisdiction either by the court confirming the award or vacating, modifying or correcting
the award under applicable law.
Because any award may be entered as a judgment or order in any court of competent jurisdiction, any relief or recovery to which you
or the company may be entitled will be limited to that awarded by the arbitrator.
Information regarding the AAA National Rules for the Resolution of Employment
Disputes is available for review from the Human Resources Department and also may be obtained by directly contacting AAA from the AAA’s website (www.adr.org) or
by calling (800) 778-7879 or (888) 774-6904.
Fees
We will pay the AAA case management and administrative fees and the arbitrator’s fee and expenses.
Both you and the company have the right to be represented by
an attorney and to call witnesses and experts.
Each party will be responsible for the costs and expenses relating to its attorneys, witnesses and experts.
Time Limits
Any claim for arbitration must be timely commenced within the time in which an administrative charge or complaint would have to be filed, if the claim is one which must
be filed with an administrative agency.
If the arbitration claim raises an issue which does not need to be filed with an administrative agency, then the claim must be filed
within the time set by the appropriate statute of limitations.
Consideration
This agreement and agreeing to submit to the Arbitration Program is a condition of new or continued employment.
If you accept or continue employment
with the company, both you and the company will be bound by its terms.
Your acceptance or continuation of employment with the company and the company’s
reciprocal agreement to arbitrate covered claims constitute consideration for the obligations imposed by this agreement.
At-Will Employment
Nothing in this agreement creates a contract of employment for a specific duration of time.
Employment is voluntarily entered into.
You are free to resign at any time
with or without notice or cause.
Similarly, the company may terminate its employment relationship with you at any time for any reason with or without notice or cause.
Nothing in this agreement or in any other oral or written statement can create a contract of employment or alter the at-will nature of your employment.
Governing Law and Interpretation
Because of the interstate nature of the company’s business, this agreement is governed by the Federal Arbitration Act, including its procedural provisions.
The
arbitrator shall apply the applicable substantive law to determine issues of liability, damages and other remedies regarding all disputes to be arbitrated.
If any term or provision of this agreement is declared unenforceable and that term or provision cannot be modified to be enforceable, that term or provision will become
null and void, leaving the remainder of this agreement in full force and effect.
Except as provided above regarding multi-plaintiff, class, collective and representative
actions, the arbitrator exclusively will decide questions of enforceability and arbitrarily, as well as procedural questions arising out of the dispute.
This agreement will be interpreted or modified to the extent necessary for it to be enforceable and to give effect to the parties’ expressed intent to create a valid and
binding arbitration procedure to resolve all of the disputes as described above.
Knowing and Voluntary Agreement
This agreement sets forth the agreement of you and the company regarding the matters covered by the Arbitration Program and it supersedes all prior agreements and
understandings, whether written or oral, pertaining to the resolution of disputes between you and the company.
By issuing this agreement, the company agrees to be
bound by its terms without signing it.
Any information uploaded, such as a resume, or input by the user is owned solely by the user, not LiveCareer. For further information, please visit our Terms of Use.