Our goal is to attract, motivate and retain valuable talent and to develop and reward high performing employees.

Our Compensation Philosophy

At Gordon Food Service, our goal is to attract, motivate and retain valuable talent and to develop and reward high performing employees.  As a pay for performance company, our goal is to pay employees competitively in the markets where we compete for talent. In setting compensation levels and increases, GFS considers the competitive market, the relative value of each position to the Company, individual performance through the Performance Management Process, and individual qualifications and experience. The elements of the total compensation program include base salary and incentive pay opportunities.

Merit / Bonuses / Incentives

The Company recognizes the effort of each employee and the contribution each makes to the Company’s success. To live out the GFS Cornerstone Values of “Everyone Is Important”, “Rewards for Performance”, and “Philosophy of Sharing”, GFS offers annual merit increases for many positions, as well as other types of bonuses and incentives specific to an employee’s job.  For example:

Merit Review

 Many positions are eligible for a discretionary annual merit increase.  Merit increases (if approved) are effective the first week of each calendar year and paid on the corresponding pay cheque based on payroll. Employees hired during the fourth quarter calendar year will not be eligible for merit consideration until the next annual merit cycle the following year.

Annual Bonuses

Most leadership and professional positions are eligible for a discretionary annual bonus.  Annual bonuses for eligible employees are calculated based on fiscal year scorecard results and are paid in early December if approved by the Company’s Senior Leadership Team.  Employees hired on or after the fourth fiscal quarter (late July / early August) will not be bonus eligible until the following fiscal calendar year. Bonuses are prorated based on Company performance, time in position, and applicable scorecard achievement.


 In addition to an hourly pay rate, our GFS warehouse team members may earn additional shift differentials, incentive pay, and other bonuses.


Pay varies based on location, driver type and employee performance.


Our sales positions offer a broad mix of guaranteed salary, commission, incentives, and bonus opportunities.

Weekly and Bi-Weekly Pay Cycles

Employees are paid on either a weekly or bi-weekly schedule depending on location.

Total Rewards Statement

We have the best team in the industry, and we’re always looking for ways to help make sure our team members understand all the great benefits available to them—beyond just take-home pay. We provide personalized Total Rewards Statements annually to give an overview of all compensation and benefits provided by the company and elected by the employee. It includes take-home pay, health and life benefits, profit sharing and retirement plan contributions, and more.

Profit Sharing + Savings

Please be sure to visit Profit Sharing & Savings to learn more about how the company’s success translates to a financial reward for you in addition to the other parts of your compensation from Gordon Food Service.

Nondiscrimination Statement

Gordon Food Service strictly prohibits discrimination based on race, color, religion, sex (gender), sexual orientation, gender identity, age, national origin, ancestry, ethnicity, citizenship, physical or mental disability, military service or veteran status, medical condition, genetic information, marital or familial status or any other category protected by applicable federal, state or local laws.  Gordon Food Service’s policy against discrimination applies to all terms, conditions and privileges of employment including, without limitation, recruiting, hiring, assignment, compensation, benefits, promotions and advancement, demotions, transfers, discipline and termination.

In addition, Gordon Food Service will not discharge, or in any other manner discriminate against any employee or applicant for employment because such employee or applicant has inquired about, discussed, or disclosed the compensation of the employee or applicant, or another employee or applicant. This provision shall not apply to instances in which an employee, who has access to the compensation information of other employees or applicants as a part of such employee’s essential job functions, discloses the compensation of such other employees or applicants to individuals who do not otherwise have access to such information, unless such disclosure is in response to a formal complaint or charge, in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the Company, or consistent with the Company’s legal duty to furnish information.

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