The world of career opportunities at UPS is huge. So big that you might have some questions. We’ve gathered some of the most commonly asked questions—and provided answers to help you along the way.
UPS has implemented numerous measures to help protect UPSers during this time.
- For office employees, we are offering a variety of safety measures in the buildings. All UPSers, contractors, or outside vendors are required to wear a mask in all common or high trafficked areas (disposable masks are provided to guests if they do not have their own).
- No meetings will be held in conference rooms or cafeteria area.
- All employees reporting to the office are required to submit a digital health check.
- To work remotely, the decision is made based off a management team’s discretion.
- We cannot legally force an employee to be tested, absent an Executive or Public Health Order.
- UPSers and family members enrolled in UPS medical coverage may receive COVID-19 benefits coverage for testing at no cost.
An employee is eligible to receive Emergency Paid Leave (maximum 10 days) given the following scenarios:
- An employee tests positive for COVID-19
- A member of your immediate household tests positive for COVID-19
- Employee(s) with mandated quarantine by UPS Health and Safety, a treating physician, or a public health official
The particular jobs available at a given location can change daily, so you should check the site often to see if a position you're interested in has opened up. You will also be able to see if a particular location of interest is actively recruiting and what job opportunities are available there. For hearing impaired assistance, please dial 1-888-877-3808.
Thank you for your interest in working with us. Please keep in mind that we receive a high volume of interest in our part-time opportunities, and not every candidate will be contacted. Although our recruiters routinely review inquiries submitted through UPSjobs.com, appointment times are not always immediately available. But when an opening does appear, you may be contacted for an interview or a tour.
Until then, please note that your application will remain active for at least 60 days from the date you submit it. You can always check to see if it is still active through the UPSjobs.com "Application Center" and the personal pass code you created at the time of your application. You are welcome, however, to submit a new job inquiry.
You may check the date and/or time of your appointment or reschedule through the UPSjobs.com "Application Center" and the personal pass code you created at the time of your application.
Directions are available through the UPSjobs.com "Application Center" and the personal pass code you created at the time of your application. Once you log in, you will see the date, time, location and directions for your interview appointment.
The use of contingent labor is an important part of ensuring UPS has the best talent available at the right time and for the right price. The UPS Global Contingent Staffing Program (GCSP) provides a centralized approach for all hiring managers who need contingent staffing. UPS recognizes that the use of contingent/temporary workers can be efficient and economical for managing the business.
If you are interested in pursuing a contingent/temporary assignment with UPS, please review this list of suppliers/staffing agencies that provide these recruiting services for UPS.
The pre-screening of candidates is often conducted by phone and/or email. To submit a candidate to UPS for consideration for a contingent position, suppliers that work in the GCSP will need to obtain various candidate information.
- 22nd Century Staffing
- ACS Group (American CyberSystems, Inc.)
- Adecco USA
- Advantage Resourcing
- Advent Global Solutions
- Aerotek Aviation
- Avacend (formerly Avion Systems, Inc.)
- CorTech LLC
- Employnet - formerly Warphire (Nova Management)
- Express Employment Professionals
- GDKN Corporation
- Global Employment Solutions
- Industrial Staffing Services
- inSync Staffing (formerly Workway)
- LanceSoft Inc.
- Manpower Staffing
- ManpowerGroup Payroll
- ManpowerGroup US
- Mitchell Martin Healthcare LLC
- Nova Technical Solutions
- Olsa Resources
- Onward Search
- PDS Tech
- Pinnacle Technology
- Purcell Staffing
- Pyramid Consulting
- Quality Staffing of America
- Randstad (formerly Spherion)
- Revolution Technologies
- Staffholding (formerly Staff Right, Inc)
- Staffing Logistic (formerly One Source Staffing)
- TAPFIN Payroll
- The Job Center
- USTech Solutions
- Yoh Services LLC
- Zforce (Subisidary of Spectraforce)
UPS job postings include information about the minimum qualifications for the job. For many of our jobs, you will also notice a reference to the UPS appearance guidelines and a company-provided uniform. The uniform and appearance guidelines are critical components of the UPS brand that set our employees apart from the competition. However, UPS has established a Religious Accommodation process to ensure prompt and consistent handling of requests for religious accommodation. Applicants and employees may request an exception or change to, or a reasonable accommodation of, any condition of employment including the UPS uniform and appearance guidelines because of a sincerely held religious belief or practice. If you feel that you are unable to meet the requirements of the position due to a sincerely held religious belief, please inform the interviewer and ask to complete UPS's Religious Accommodation Request Form; or if you have a question prior to your interview, please contact us at email@example.com
UPS provides reasonable accommodations for lawful religious beliefs and practices that conflict with a UPS work rule, policy, or job requirement, provided that the accommodation does not pose a safety risk or an undue hardship. UPS’s religious accommodation process defines religion broadly and considers reasonable accommodations for individuals of all religions, not just traditional or organized religions. The religious accommodation process does not, however, extend to mere personal preferences or social, political, or economic beliefs. Individuals may be asked (where permitted by law) to provide UPS with additional information to assist it in evaluating the religious nature of the request or the sincerity of the belief.
UPS will consider all requests for lawful religious accommodations to a work rule, policy or job requirement. Religious accommodations may include, but are not limited to, variances to the UPS Uniform and Personal Appearance Guidelines, prayer breaks, and leaves for religious holidays or observances. UPS may deny any accommodation that creates an undue hardship, compromises workplace safety, decreases workplace efficiency, impacts the rights of other employees, or requires other employees to do more than their share of work.
Applicants do not have access to UPSers.com and therefore need to inform the H.R. Representative involved in the hiring process of any religious conflict with a UPS work rule, policy, or job requirement. H.R. Representatives who are informed of an interest in a religious accommodation should provide applicants with a hard copy Religious Accommodation Request Form. The hard copy Applicant Request Form is available to H.R. Representatives on UPSers.com in the H.R. Policies section of myHR. For applicants requesting an accommodation to the UPS Uniform and Personal Appearance Guidelines, a contingent job offer should be extended before providing the Request Form; but for applicants requesting a non-Appearance Guideline accommodation (e.g., Sabbath hours or days off, prayer time, etc.), a job offer should be extended only after providing the Request Form and a decision has been made to grant the requested accommodation. Applicants are responsible for completing the Request Form and returning it to the H.R. Representative. The H.R. Representative should add his or her name and contact information to the Request Form that is received from the applicant and then provide a copy of the completed Request Form to the applicant. The H.R. Representative should then forward the completed Request Form to the H.R. Service Center at firstname.lastname@example.org (mailto:email@example.com) for processing.
Yes, applicants may also initiate the Religious Accommodation Process verbally or via e-mail to the H.R. Representative responsible for their hiring. Applicants who inform the H.R. Representative of an interest in a religious accommodation should be provided with a hard copy Religious Accommodation Request Form by the H.R. Representative involved in the hiring process.
Applicants do not have to specifically ask for a "religious accommodation" to start the Religious Accommodation Process, but they need to make UPS aware of some religious-based reason for the conflict with a work rule or job requirement.
All individuals requesting a religious accommodation will be asked to provide certain information on the Request Form to help UPS evaluate the request, including but not limited to, their current job (or the job to which they are applying), work location, the work rule or job requirement for which they are seeking an accommodation, their religion, the religious belief or practice that conflicts with the work rule or job requirement, what accommodation is being requested, and the e-mail address at which they can be reached. In responding to questions on the Request Form, individuals are encouraged to be as specific and complete as possible, especially when identifying the religion and the belief or practice that they believe conflicts with a UPS work rule or requirement.
Individuals may be asked (where permitted by law) to provide additional information by the UPS Religious Accommodation Coordinator for the business in which they work (or are seeking to work) or their local H.R. Representative (or the H.R. Representative involved in the hiring process for applicants) if UPS has reason to doubt that the need for accommodation is religious in nature or sincerely held. Additional information may include, but not be limited to, information from a religion’s website, a letter from a religious leader, text from a book, scripture, or brochure regarding a religious practice, or a written notice or calendar from a religious institution.
Generally, no. Employees and applicants who request an accommodation to the UPS Uniform and Personal Appearance Guidelines will be granted a conditional approval of their request, unless the requested accommodation would create a safety risk or undue hardship, or would require wearing hair or displaying symbols that are perceived as discriminatory or hateful (e.g., gang symbols, hate symbols, etc.). The conditional approval is communicated to the employee or applicant by the H.R. Representative. If individuals are granted conditional approval, they will not be asked or required to cut or shave their hair or beards while the request is pending.
Generally, individuals are free to trim and shape their hair in any manner that is consistent with their religious beliefs, provided it is not perceived as discriminatory or hateful (e.g., gang symbols, hate symbols, etc.) and does not present a safety concern or an undue hardship on the Company. Religious accommodations do not require beards to be ¼ inch in length or hair to be worn above the collar. Individuals with religious accommodations for hair length or dreadlocks will not be required to cover their hair under wraps or other headwear unless necessary for safety reasons.
It depends on the type of religious accommodation being requested. For requests seeking an accommodation to the UPS Uniform and Personal Appearance Guidelines, and where conditional approval is granted, any testing, training, or other job assessments will proceed at the same time the request is being processed. In other words, the testing and training will not be delayed while the request is pending. As explained above, conditional approval of Appearance Guideline-related requests will be granted unless the accommodation would create a safety concern or undue hardship. For all other religious accommodation requests, a final determination of the request should be made before any testing, training, or job assessments are permitted. This rule applies to employees and applicants.
Conditional approval is granted to employees and applicants who request an accommodation to the UPS Uniform and Personal Appearance Guidelines, if the accommodation would not create a safety risk or undue hardship, or be perceived as discriminatory or hateful. Conditional approval means employees and applicants will not be asked or required to cut or trim their hair or beards while waiting for a final determination of the request. Conditional approval also means that any testing or training required for hire, transfer, or promotion will not be delayed while waiting for a final determination of the request. Conditional approval is communicated to the employee or applicant by the H.R. Representative. Conditional approval is not available to employees or applicants seeking an accommodation related to any work rule or requirement other than the UPS Uniform and Personal Appearance Guidelines.