CC/HR

Question 1

What are the three elements of Corporate Culture?

Answer 1

Principle Objective, Corporate Character, Management Systems,

Question 2

What is the Principle Objective

Answer 2

To exceed our customers expectations to maximize the long term value of Cintas for its shareholders and partners.

Question 3

What do we mean by Corporate Character? Name 5 components

Answer 3

It is the glue that holds our organization together by providing cohesiveness and coherence among the parts. 1. High principals in moral values, 2. We are professional, 3. We act with competitive urgency, 4. We have positive discontent, 5. Spartan Attitude

Question 4

How do you define competitive urgency in the production department?

Answer 4

Exceeding the needs of customers and partners is the simple overriding necessity of Cintas Corporation. We pursue these goals with passion. We will take care of the issue as if we didn’t we would lose a partner or a customer.

Question 5

Define Spartan attitude and provide and example of when you utilized this characteristic at your location.

Answer 5

We are not concerned with frills, expensive restaurants, fancy offices or luxurious accommodations. We avoid personal extras and don’t believe they belong in an atmosphere of maximizing long-term value. We believe we can function just as well indeed better without the distractions of luxury. Our focus is on more important matters. Providing partners with Spartan solutions.

Question 6

Define positive discontent. Provide an example of when you utilized this in your location.

Answer 6

Never satisfied with the status quo. We constantly strive to improve the process, the systems, and the product. A constructive discontent focused on making things better than they are. Process improvement in the stockroom.

Question 7

Our policy and procedure system of management is the third element of Cintas’ culture. List the purposes of policies and procedures. What are the advantages?

Answer 7

They are guidelines to maintain consistency by describing how to deal with certain recurring situations. Benefits: Ensuring management control and liability, Providing operational consistency, Giving Cintas a competitive advantage, Training new partners on how our business is operated.

Question 8

As a manager, how do you build trust with your partners?

Answer 8

By tracking care of issues quickly and then following back up. Building partners up through positive reinforcement. and engaging them with a level of partner ownership to our business.

Question 9

What things can be done to create an inclusive work environment?

Answer 9

An inclusive work environment can be fostered by gaining knowledge and feedback on ways our partners work/learn the best. For example, we have a partner who is requesting a space to express milk while she is breastfeeding her child. We create an environment where we meet the needs of the partners but on a fair and consistent basis based on our policies and procedures. We can also take feedback through coffee chats, performance coaching, engagement surveys, and our go-to partners to make sure our partners are feeling heard and supported. Follow up is the key to success when making sure we are creating an inclusive environment.

Question 10

What are the 5 core attributes of the Cintas Diversity & Inclusion Strategy and highlight some components of each?

Answer 10

PARTNER ENGAGEMENT,SUPPLIER DIVERSITY, CORPORATE CITIZENSHIP , MULTICULTURAL MARKETING, GOVERNANCE

Question 11

What is Affirmative Action? Why is it necessary for Cintas to have an Affirmative Action Plan?

Answer 11

a set of procedures designed to; eliminate unlawful discrimination among applicants, remedy the results of such prior discrimination, and prevent such discrimination in the future. Cintas has been and will continue to be an equal opportunity employer. To assure full implementation of this equal employment policy We have a policy in place EEO.

Question 12

What is the difference between Partner Engagement and Partner Endearment at Cintas?

Answer 12

Endearment=act of showing affection;being kind and caring, showing appreciation for a job well done. Engagement=genuine way through the acts of inclusion communication dedication and with enthusiasm.

Question 13

What is C.I.F.E?

Answer 13

Create an Issue free environment.

Question 14

What is the Simple 6?

Answer 14

1.Take care of business. 2. Know all your partners–personally 3. Develop “go to” partners. 4. Develop routines so partners know when/how to see you. 5. Hold formal and informal social events. 6. Hold partners accountable.

Question 15

What do each of the letters in the acronym T.I.P.S. mean? FOE?

Answer 15

Threats, Interrogation, Promises, Surveillance/ Facts. Opinions, Examples.

Question 16

Give me an example of a good faith recruiting effort?

Answer 16

Good Faith Recruiting effort example would be our MI Talent Connect, INvestVets, and our Michigan Rehabilitation Services. Good Faith efforts show that we are recruiting from a diverse community in effort to provide an equal opportunity for employment.

Question 17

Describe the each of the following concepts: Golden Rule of Hiring, Exclusivity Principle, Halo Effect, Pick of the Litter Syndrome, STAR

Answer 17

Golden=Past behaviors are the best predictors of future behaviors. Exclusivity Principle=Exclusivity Principle- Some players will not get through to ensure that only A players do get through. We understand that we might miss out on good people to make sure we only hire winners. Halo Effect=Common interest not having to do with the job ability that clouds a hiring manager’s assessment of a candidate. Pick of the Litter Syndrome= The best in a pool of less than exceptional candidates.

Question 18

What is ADA? Can you explain the interactive process and provide examples of when you might accommodate a partner?

Answer 18

American Disabilities ACT. a law that protects people with disabilities in many areas of public life. The “interactive process” is the dialogue and exchange of information between management and a qualified disabled partner in connection with efforts to reasonably accommodate the partner’s limitations. The process envisions meaningful participation and timely cooperation by both parties. Management usually responds to a request for accommodation based upon an assessment of whether the requesting partner is a qualified disabled worker. Unless the partner’s disability is obvious or known to management, the first stage in the process is usually determining whether the partner is disabled within the meaning of the law. This determination should be made by the HR manager in consultation with the Regional HR Director and other members of the management team, as appropriate.

Question 19

What are the key components of managing payroll, labor, PTO and overtime?

Answer 19

To review the payroll weekly to assure there are no errors and to watch for trends. No changes to time and labor can be made without a time adjustment sheet for a partner. Communication with the front line partners to discuss any PTO concerns (meaning hours getting low, missed punches, or mismanaged time resulting in OT that is not approved) should be had on a consistent basis as needed.

Question 20

There are several different ways that a partner may get a pay increase. How do you determine a pay increase for a partner?

Answer 20

There is a Merit Increase which is based off the partners annual review and their performance. This is to be done for the hourly production partner on the anniversary of the position they are in. R-5000 Exhibit C is the form that is used. The partners performance is to be evaluated over the entire past 12 months based on categories such as safety engagement, quality of work quantity of work, Attendance, Job Knowledge, cooperation’s with leaders and partners, and initiative. This is to be completed by the supervisor and then reviewed by the Plant Manager, and then final approval to HR prior to administering to the partner. The other increase can be a market adjustment. This is where the leadership at the location realizes that wages are not competitive in the market that we are in, and suggested market adjustments can be sent to the VP/HRD for approval. This review is typically done by HR/GM. Lastly a promotion.

Question 21

Explain how incentive pay works in Production.

Answer 21

A partner is in business for themselves. Therefore the more they are able to produce the more they will make. Once a rate of efficency of 100% or higher is obtained a partner will increase by .$10 per percentage point maxing out at 130% R/E or $3.00 additional per hour.

Question 22

What are different types of leave of absence available to partners? Which ones are paid/unpaid? Which leaves protect a partner’s position?

Answer 22

PTO (Paid), Holidays (Paid), Bereavement (paid) court appearance (paid), Victims of Crime, Domestic Violence, Bone Marrow, Voting leave, or disaster response, FMLA (Unpaid)(Protects), STD(paid)(protected), (Protected up to 12 months.) s (all leaves except STD and Intermittent are unpaid leaves)

Question 23

How would you explain the Partner’s Plan program to a new partner?

Answer 23

a retirement plan that offers a tax advantaged way for eligible partners to accumulate capital on a regular and long-term basis for their retirement needs. The Cintas Partners’ Plan (hereinafter called the “Plan”) is composed of three portions: 401(k), Profit Sharing, and Employee Stock Ownership.