Our Policy

Equal Employment Opportunity

In order to provide equality in employment opportunities and improvement for all our employees, work assignments in El Ahorro Supermarkets will be based on the performance, merit, professional profile, and employee skills. Saving Supermarkets does not discriminate in employment opportunities on the basis of race, color, religion, creed, sex, marital status, physical disability, mental disability, medical condition, age, national origin, ancestry, sexual preference, or any other designated consideration. as illegal by federal, state, or local law.

Saving Supermarkets will provide reasonable conditions or modifications for those eligible individuals with known disabilities, unless such conditions or modifications will result in unnecessary harm. This policy applies to all aspects of employment, including the selection of personnel, assignment of tasks, compensation, discipline, termination of employment, and access to training and benefits. The individual who has a disability must specify what kind of conditions he requires for the proper performance of his work.

Subsequently, El Ahorro Supermarkets will carry out a review to determine the essential obligations of the position, in order to determine whether the plaintiff or the employee is able to comply with them.

The Savings Supermarkets will identify the conditions or modifications that the employee requires, if any, for the proper performance of the functions of the position. If the conditions or modifications are reasonable and do not cause unnecessary harm, El Ahorro Supermarkets will carry out the respective modification or modification.

If you believe you have been subject to any type of illegal discrimination, you must file a verbal or written complaint with your immediate supervisor or the Human Resources department. Your report must be specific and must include the names of the subjects involved, as well as witnesses, if any. The Ahormar Supermarkets will immediately carry out a thorough, adequate, and objective investigation, and will try to resolve the situation.

If the company determines that there has been some type of illegal discrimination, corrective action will be applied according to the severity of the grievance. Likewise, measures will be implemented in order to avoid any subsequent incident of discrimination. A report will be given regarding the action taken to the aggrieved person. Saving Supermarkets will not incur in retaliation for the mere act of having submitted any complaint and will not tolerate or allow retaliation by management, employees, or co-workers.

Nature of Employment / Discretionary Employment:

Employment with El Ahorro Supermarkets is voluntary, and every employee is free to resign voluntarily at any time, and with or without cause or prior notice. In the same way, El Ahorro Supermarkets may terminate the employment relationship at its sole discretion, at any time, and with or without cause or prior notice.

No existing policy in this manual of principles and guidelines is intended to create a contract, nor shall it be understood as the basis of contractual obligations of any kind, or as a work contract between El Ahorro Supermarkets and its employees. The provisions of this manual of principles and guidelines have been created at the discretion of the management of the company and, with the exception of its policy of employment at its discretion, its content may be modified, added or canceled at any time according to the pure discretion of El Ahorro Supermarkets. These provisions will supersede all previous existing policies and practices and may not be modified, added or canceled without the express written authorization of the CEO of El Ahorro Supermarkets.

Employment Applications:

All candidates must complete an employment application of El Ahorro Supermarkets. Saving Supermarkets is based on the fidelity of the information contained in the employment application, as well as on the accuracy of other information presented throughout the recruitment and employment process. Any deception, omission, or falsification of this information could result in the exclusion of consideration for employment for the individual by El Ahorro Supermarkets, or termination of employment in which case the person had already been hired.

Anti-Drug Employment Prior to Employment, During Employment, and Post-Accident:

Ahorro Supermarkets is committed to providing a safe, efficient and productive work environment for all its employees. Using drugs or being under the influence of drugs at work could represent serious health and safety risks.

Every applicant and employee should know that as a condition of employment with El Ahorro Supermarkets, they must satisfactorily complete a pre-employment examination, once the job offer has been made, which includes monitoring to detect the presence of certain drugs in their organization. Employment depends on completing this test successfully. If the result of the examination indicates that it could have been altered or affected by an individual, the candidate will be disqualified from consideration for employment, or subject to termination of employment. As a candidate to be employed, or as an employee, he understands widely and agrees that the presence of one or several of these drugs will make him ineligible for employment consideration, or subject to termination of employment.

In order to ensure a safe and healthy work environment, all applicants must provide a urine sample to detect the illegal or illegal use of drugs. Refusal to submit to the required anti-drug test prior to employment, during employment on a well-founded suspicion, or post-accident will result in termination of employment.

Likewise, El Ahorro Supermarkets reserves the right to perform anti-drug tests after a work accident has occurred that has caused any damage or injury.

Copies of the anti-drug testing guidelines will be provided to all employees upon request. All candidates will be asked to sign a certificate before employment and during employment, and a form of consent at the time of hiring to inform them of the pre-employment requirements. Any questions regarding this policy should be directed to the company's Human Resources Director.


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