Whew-Wee! You mean to tell me the associates are not allowed to sit on the benches anymore. What! The only place you can have your breaks and lunches will be in the Break Room or outside. Hey, I will admit I sat over in the corner at the service desk and would eat my lunch. No one could see me. The majority of the times when the associates came to pick up the returns they didn’t know I was there. Other associates begin to come and sit on the bench inside customer service. There are 2 benches by the time clock near the podium. One night I was sitting behind the service desk eating my lunch. The Co-manager comes up and started throwing return buckets around. This incident was witnessed by 2 other associates and the other CSM. The CSM said it happen to her over the weekend. Okay! The other CSM acted like it was a normal occurrence. Let’s just assume the Co-Manager was angry probably because the returns had not been picked up by the associates or the Co-manager may have felt the CSMs had not called out enough times. I continued to eat my lunch. The next night the assistant manager rolls up and tells me it was very unprofessional to eat behind the service desk. The assistant manager said she would inform the other associates they could not eat in the area by customer service and sit on the benches by the TIME clock. The customers would get mad if they would see us sitting around and not waiting for them. What I couldn’t understand is you could not see me at the service desk. You had to either be told by someone I was there or come into customer service to physically know I was there. The majority of the associates are aware I very seldom go to the Break Room.
Here we go again! Some people don’t give up. We can now add the vacation request and the public service announcement by the store manager booting me off THE BENCH as another pattern of Walmart’s retaliation for JULY. Request date was May 23, 2015, and only 1 week approved in July 2015. CEO Doug McMillon is going to be thrilled to death. I don’t mine filing the 4th Department of Labor and Industrial Relations Missouri Commission On Human Rights complaint. The contact number is 573-751-3300. That just means more paperwork and giving The Human Rights Commission more information about Walmart’s unfair labor practices. The people Walmart leave in charge. Wait until you get further into the story. You will see WHY the month of JULY really means so much to me. I won’t spoil the surprise.
Strange, in 2008 I would stand by the cart carrel to gather heat when my body became cold(booted out). In 2011 the room by automotive where customers waited for their cars(booted out). The same year, over on the grocery side of DSD, the room where they kept the red totes with the cigarettes (booted out). In 2012 the room behind customer service was well heated (booted out). I was in areas where the customer could not see me nor the associates. I was booted out by the same Co-manager. I just wanted a place to eat in peace. Here it is July 2015, maybe Co-manager Theresa just wants me booted out of the building period. I guess it is more professional for Co-manager Theresa to throw around return buckets and let the associates see how well she handled situations. Well, you know you can’t single a person out. I guess the store manager forgot in 2013 he sent another Co-manager to boot me out of a small area. Now it has been made into a tiny office. The store manager made the announcement everyone has to eat in the Break Room or outside. I wonder if Co-manager Theresa left something out? Maybe she forgot to tell the Store Manager, Randall Addison how many times she has booted me out. Even in the nightly meetings because I ask too many questions I was booted out. What do you think? It feels to me as though I was singled out. I wonder if any of the other associates have been booted out as many TIMES as I have.
DUDE! I am not a union organizer. Just to let you know I am not being disrespectful to management. Walmart has a gift card out that has a grey background with bold dark grey capital letters spelling out the word DUDE. I bought one to show certain members of management because if you say something they may take offense to what you say or take what you say out of context. I was in the office talking to Assistant manager Dianne about my vacation time. My voice elevated and she said it appeared to her I was coming across as angry. WOW! I explain to her I thought I was expressing myself as being passionate. Here goes the “Angry Black Women Syndrome.” There have been many times Assistant Manager Dianne has been out on the floor and raised her voice at the associates. I thought she was frustrated because the grocery side has always been short on staffing. I never viewed her as an angry White Women. Sir Chris Knight of the Round Table this is why the President always kept a smooth low tone. Strange how certain members of management are the flamethrowers of disrespect. Another adverse action on Wal-marts behalf. It only creates a hostile environment. Yes, it will affect the associate job performance. The Associates see Wal-mart as bullies. Walmart takes everything away, dictating all the rules, and humiliating the associates by saying they are slow and unproductive. We just recently lost 2 more GOOD PEOPLE and hard workers for this very same reason. Man! I hate being stereotyped.
Man! Where did the TIME go? Where’s your buddy? He is back in lawn and garden tonight? The USA is working in so many departments tonight. All the associates are spread thin and working in different areas. There are not a lot of people on GM (General Merchandise) side. We are needed on the Grocery Side. So call me early for my returns. I certainly will. Are you taking an early break? What are you going to eat? Tonight I will snack on a Rocky Road Snicker and a Naked Mango Smoothie. I will save the ice-cream for another day. You look so peaceful sitting there. I’m really tired. Sall, I promised you a story. This one is for you. I have been reflecting back on many of my stories. There are a lot of people missing in action. As my memory unfolds these where all GOOD PEOPLE. It’s all GOOD. I hated to see them leave the store. Each person left me feeling reassured they would be alright. It was better for their health, well-being, and they were looking forward to a salary increase. Many of the associates made it clear they wanted better treatment and could wait for the pay increase. These associates were tired of the poor treatment they had to receive from Walmart. No matter how hard the associates would try they were viewed as slow and unproductive.
How in the world can you schedule the associates pass their availability without asking? Walmart doesn’t mine. It is just another violation of a LOOPHOLE. The rules in the policy can change at any time to suit the needs of Walmart. It was hard to come to work while certain members of management would beat you down. In the morning when it was time to get off, your self-esteem was wrapped around your kneecaps. Certain members of management on several occasions reminded the associates if they did not like Walmart’s treatment they could go elsewhere. How many TIMES have I been told the very same thing by certain members of management? All those GOOD PEOPLE who are no longer with the store looks very relieved and less stressed. All those GOOD people came back to the store to remind the workers how much they miss them. Sall, they left me with GOOD memories. WOW! To go so far as to tell an associate to find another job if you don’t play by Walmart’s rules. It can make the associates feel helpless. Time to be a Disruptive Innovator. Here goes being bad and breaking chain of command to bring a new way to get this message off of the bench and onto the GRID. On a GOOD note, Oprah said don’t forget to document. Oprah stated sometimes it is TIME to move on to another job. Snitch This! Here’s the Playlist.
ZipRecruiter, Inc. http://www.ziprecruiter.com
Wall Street Journal Career Site
Sall, there are so many jobs websites. Forbes listed Top 75 Websites for your career in alphabetical order. Forbes also has 100 top websites for Women. I say to you Sall, Raison d’être. You will never have to feel like you are trapped. I really did not like being called a Snitch. Toure thinks it is horrible too. I figure if I SNITCH it would be to help serve a greater purpose for other people’s live. I really don’t like the term, Snitch. Who’s Toure? He is a guardian of the Knights of The Round Table on MSNBC. Guess What! I am not sitting on the bench delivering a locked in message. Power to the GRID! Sall, I want the world to know that these people on this list will always be eternal flames in my heart.
There are TIMES when I created a list and I can see race, age, sex, national origin, religion, and color just pop out. Asking questions helps. Let’s visit Mr. Rogers neighborhood. Who dominates this list? What? Shut Up!
1.) Nadia-Mommy of the Year. Love sharing time with her sons. She was a GOOD HARD WORKER and loved her job at Walmart. What a loss!
2.) Pete-Mr. Stylist himself and loved every kind of shoe in the world. GOOD WORKER, friendly and easy-going and definitely GOOD PEOPLE.
3.) Rashaud- Love his music and the Brother could sing. GOOD WORKER. Doing his thing at GM. His favorite candy was vanilla carmen creme. Rashaud did not like being called a BOY. So Snitch This! There’s more to the Playlist.
4.) Antonio-Delightful personality and very unique. I can see Antonio zipping through the store with his bag of Smart Popcorn and his bottle of Star Bucks Frappuccino on his lunch hour. GOOD PERSON and he tried hard.
5.) Balvin-Mr. Healthy Eater. Love mangoes, avocados, all types of fruit just like you Sall. A very Hard and GOOD WORKER. All around smooth and a very easy-going person. What a loss. Balvin comes to Walmart at night proudly wearing his Park Hill School District Badge. This brother made it clear he would go out on his own terms. He was told basically by the Co-manager if he could not wax the floors they no longer had any use for his services. Park Hill is now hiring.
6.) Rob loved his old school music, a comedian, and love old school candy. GOOD PEOPLE and GOOD WORKER
7.) Tanya-The Grandmother of the year. Always shopping for her grandchildren and Ms. Entrepreneur of opening up a chain of Day Care Centers. Hold onto your dream. GOOD PEOPLE and GOOD WORKER.
Sall, there have only been 6 Black assistant managers in this store over a period of 14 years. Walmart will probably bring another Black manager to cover up. Can Walmart cover up all the hurt and pain they have to cause the associates? Look around. There is not one Black manager in the store yet. Hmmm! How discriminatory is this? It didn’t take long to get rid of Mr. Ricky. Who masterminds a plan to alleviate all Black Assistant Managers from store #2857? When you write a story and the people start disappearing from the story there is a great cause to be concerned. The Confederate Flag has been removed. Walmart said they would participate in removing symbols of the Confederate flag. Now it is TIME for the IDEOLOGY, and the people who want to hang onto the GOOD OLD BOY SYSTEM, and THE TAP ON THE BACK be taken DOWN. Home Office controls the heat, water, and air. If everything is controlled by Home Office maybe it is TIME for the associates to organize and go to HOME OFFICE and list concerns for yourself, the store, and pay increases. The associates have the right to organize and Town Hall management out of their positions. I think this is why the associates can no longer set on THEM THERE BENCHES. They can always go to the GRID and they won’t get written up. Walmart may have to Pull the Plug but I, Linda Garrett, choose to breathe on my own. Can you hear Patti LaBelle and Michael McDonald singing On My Own? It would truly help if the associates get in touch with HOME OFFICE, the news media, and DWIT (Do Whatever It Takes) to bring down the Confederate Flag. This is Slavery, Bondage, and Control. The associates have always held the power in their hand. Now it is TIME to use their VOICES. Now you see WHY I get booted out.
Sall, we need to be a part of the policy-making process. THE TAP ON THE BACK gives Walmart leverage to change their policy to fit their needs at any given TIME, not the associates. The TAP ON THE BACK disrespect the worker’s rights and weakens the laws of Title VII of the Civil Rights Act of 1964. Sall, Title Vll prohibits employment discrimination based on race, religion, sex, color, and national origin. Sall, you are from Africa. Knowing your rights gives you leverage and puts the power in your hands, not Walmart. The TAP ON THE BACK gives power to Walmart Corporation who has failed to respect the laws. It is quite easy for Walmart to disrespect those associate who has worked for Walmart Corporation for many years. Tenure is not respected. We are not respected. An example would be Walmart raise increase. The longer a person stays their wage is suppressed even more. This hinders the development of one’s job performance. Sall, there are laws that protect you from pay discrimination. Anyone coming in after the raise increase has walked into the door making more than the person who spent years to get to the new associate’s salary. Think about the people who were here before the wage increase went into effect. Some associates were paid at a higher rate and were in a lower pay grade. Who wants more responsibility in a higher pay grade but receives less money? How did these associates reach their salary cap so soon? Walmart raise increase is based on how much they favor an individual. God has no favorites. God grants Grace. God does not discriminate Amen!
Every person did not get a raise but many of the associates thought the raise would be for all of Walmart associates. Laws are put in place that protects our HUMAN RIGHTS against Discrimination In The Workplace. Can I get an Amen from Congressman Sean Patrick Maloney, from New York? Missouri is a No-Fault State but it does not give Walmart Corporation the right to create an UMBRELLA OF LIES. Do not be intimidated by Walmart’s size. Walmart must be held accountable for their sins. Sometimes we fall from GRACE because we are BLINDED by GREED which stares us in the FACE. Corporations lose sight of the people who put them on the map. Money is the #1 priority. We lose GOOD EMPLOYEES. We lose GOOD CUSTOMERS, We lose GOOD MANAGEMENT. From the echoes of Senator Elizabeth Warren from Massachusetts, if you are too big to fail you are too big to exist. From the battle cries of Senator Bernie Sanders from Vermont, Demos.org, UpWorthy, and many others the minimum wage needs to be raised to $15.00 an hour in order to be competitive. To uplift the poor from the poverty level and keep the middle class in tack. Can I get AMEN to that?
I love AMAZING GRACE. The tune floating in my head is Oh Happy Day. When Jesus washed, Oh when he washed, he washed my sins away. Oh, Happy Day. No, you don’t earn Grace. Grace is granted by God Almighty. Grace is a special gift handed to us by God who will forgive our sins. God will judge us all in the end. Do we deserve GRACE? NO! Man judges but can never grant a person GRACE. There is so much that man has to forgive himself so he may judge objectively. Who forgives our sin? Well, you know some people are not in the forgiveness business. Thank God for granting us GRACE. God Favors us all. A man has his favorites. Sall, this is when discrimination comes into play because one side is favored more than the other. God does not discriminate. God is in a Neutral Zone. Through Gods lens he sees no color, dollar amount doesn’t matter, nor the size of the corporation, and whether or not if you are a celebrity when your ship sails it will be TIME to go. Oh, Happy Day. Sall, this is why we need to step outside and bring in independent investigators who do not work for Walmart and will remain Neutral in evaluating any type of grievance. All the people on the list below need to know they do have a choice and always get a second opinion. It doesn’t need to be Wal-Mart’s opinion.
Off the top of my head, I do not wish to view any of the associates as FAMILIAR STRANGERS. Somewhere down the line, Sall, we must complete the conversation and learn to get along in order to have a productive work night especially when we are short on people. We spend a lot of hours together and I would like to think I have learned something about each associate as they come to the register. What puts a smile on their face and keep the associates within the boundaries of remaining human? Once you give these 25 associates their zu-zu’s and wam-wam’s you got 25 smiles without a raise.
1.) Ricardo-walnuts and avocados
2.) Karen-mocha frappuccino and M&M’s
3.) Tim-oatmeal cookies and Sunkist orange soda
4.) Dwight-mangoes and plum
5.) Charlotte-cherry coke and peanuts
6.) Tony-Red Bull and Doritos
7.) Jeannine-Marlboro Red and Twizzler
8.) Cory-pizza and sherbet ice-cream
9.) Unisa-KickStart Cherry Mt. Dew and Rice Crispy Treats
10.) Alex-Lipton Green Tea and Life Savers Gummy Treats
11.) De Andre-Welches Fruit Snack and Gatorade Blue Drink
12.) Ashley Cherry Coke and Chocolate Mushroom Cookies
13.) Tanetra-Coke and Reese’s Peanut Butter Cup
14.) Robert-Mini Fudge Brownies and Red Kool-Aid
15.) Jamie-Chobani Coconut yogurt and strawberry cupcakes
16.) Daniel-Barbecue Pork sandwich and Vanilla Double Shot
17.) Tretez- Twix and White Hersey Chocolate bar
18.) Ms. Peggy-coffee and pure ice one flavored drink
19.) Brady-Octopus and Butter Pecan Ice Cream
20.) Keon-Graham Crackers and Manchurian noodles
21.) Hans-Lime popsicle and chocolate candy
22.)David-Rice Crispy Treats and Mt. Dew Code Red
23.) Derrick-Watermelon gum and Mt. Dew
24.) Mrs. Lauren-butter frosting cakes and cookies
25.) Sara P-pickles and Dr. Pepper
These are all GOOD people and hard workers. Our store consists of many GOOD hard workers. I probably can name something they all like or they all like to do or places where the associates visited. The associates are not FAMILIAR STRANGERS but more like FAMILY. This is how the job gets done by being able to communicate to an associate the smallest of their interest is important. Let the associates know you are paying attention and you do care.
I can look in the basket of many of the customers and remind them if they left out any general merchandise or grocery items. There are a lot of GOOD customers that have frequent the store. We have lost a lot of GOOD customers. The people feel Walmart does not provide quality service. The customers do not like the way Walmart treats the associates. Many of the customer’s children were hired at Walmart and this was their first job experience. Doctors, Attorneys, Pilots, Judges and all people from different nationalities and all walks of life get off the plane from KC International, which is just around the corner. People coming in off their flight was surprised Walmart didn’t have the latest technology and the store was so outdated. A young man from Arizona said he was surprised we didn’t have any self-checkout. He said for over 5 years he worked installing registers for Walmart Corporation but had since parted ways. He said any tech that walks into a store and notices you have no self-checkout lanes it meant the store was at risk for high theft. Not putting in self-checkout lanes would be a way to reduce loss in the store. Interesting!
Our registers had the oldest programs and should have been upgraded in 2007. Every register has crashed. The most popular registers 19,1,5,7,9,11,13,17,20,21,22,24,25,26,27,29, and 32. At the Service desk 91 hasn’t worked in a long time Register 93 has a tendency to freeze. Register 95 has been in and out of commission. Register 2,8, and 19(still have problems), 68 and 27 was down on the general merchandise side. Who did we serve with all those registers out of commission on and off for the past 8 yrs? Who was in violation? Did the customers receive GOOD service? Is this one of the reasons why Walmart has such a low score in customer service? Ask Consumer Report and Shop Smart. There were no registers opened because people were not hired to be placed on the broken registers. How much sense does that make? Instead of getting new registers and turnstiles we have received another patch job. All those years and the registers were not working properly. What about the scales? Now there is one hell-of-a compliance issue. A fortune could be made if the customer’s fruit and vegetables were not weighed properly. Electronics has a huge compliance issue. Two people should be staffed in Electronics at all Times. Hey, Walmart can change the rules anytime. The Debit readers are still a major problem. Debit readers are unable to read the credit/debit cards with the new computer chip. Customers do not wish to swipe their card 2 or more times. Yes, the customers have been overcharged and called Walmart out. The customer showed on their smartphones, iPhones, and Androids it was a Walmart’s problem, not a banking problem. The customer wanted the problem resolved right away. Customers have made it clear, “who needs management.” Customers had the policy on their phones which loaded a lot quicker than management responded. Snitch This! Here’s The Playlist.
It would be so much better if new TOUCH SCREEN computers had been installed and a faster program used. MOTOROLA! Come on now. Guess who was held accountable for the mechanical errors. SURPRISE! See these dates Sall, 5/30/2012, 7/13/2012, 7/16/2012, 7/26/2012, 9/22/2012. This was my last trip to HR. I walk around every night with those dates in my pocket. I wrote a story on November 26, 2012, Please Proceed__Get The Transcript. Those dates demonstrate coaching for failure, not for success. It reminded me of a certain member of management, Co-Manager Trez, behind the camera. This was another attempt to set me up for a Structural Dismissal or Structural Discharge. There are other Structural dates that followed in 2013, 2014, and 2015. Even before these dates, I noticed a pattern of INTENTIONAL unnecessary write-ups. Sall, it is just another fancy way of saying you are on your way to getting FIRED TRUMP STYLE. Well in my case, certain members of management are doing everything in their power Intentionally and will create an LIE to get rid of me, you, and any person who stands up for themselves. Did you notice a pattern, Sall? Wow! management was really desperate in JULY of 2012. They are desperate now. JULY 2015 has arrived. It felt as though I have been money laundered and hung out to dry. In cases of money laundering, it is never done all at once. Information is altered to make the transaction appear more acceptable. Walmart has their heart set on taking me to the cleaners. I have always wanted what was best for the associates and the customers. This is no longer Walmart’s goal.
Look out for the words INVOLUNTARY TERMINATION with MISCONDUCT on exit papers. You better know it! I have read many of the associate’s exits papers in my Time. Sall, INVOLUNTARY TERMINATION is what I call a Euphemism. It is the polite way so folks don’t get embarrassed telling the associate they are booted out permanently. Corporations go through the back door so employers can avoid paying benefits to employees. Who volunteers to get fired? Will any of the personal discussions/verbal, written coaching and the lousy evaluation you receive be dropped if you decide to return? Are you going to receive the salary you left out with if and when you return? What a way to say you are out the door. Why would an associate come back to the scene of the crime in 30 days for rehire? Really! Get fired again. Now Walmart or any corporation can say how they really worked with you and they tried so hard. What employer would take an associate back for MISCONDUCT? Does Walmart have some sort of 30-day treatment plan before they fire you again? Charges not expunged. Well, the new Euphemism of today would be INVOLUNTARY WORK SLAUGHTER. If you come back for the 2nd TIME I guess it would be 2nd degree associate slaughter. Have you figured out who got burned? What a way to destroy your work record. You think Unemployment is going to give you any BENEFITS? NO! Is it set up this way to force an associate back to the corporation without them paying any BENEFITS. This doesn’t appear to be legal.
Look for patterns of behaviors and always watch the dates. The cashiers, CSMs, and an employee called to the register off the floor are at high risk of getting on a register and being set up by certain members of management behind the looking-glass or AP (100). I am not being paranoid. I have gone through this personal hell myself. I have other dates to prove Walmart’s reckless Intentional behavior. Are the cameras for the associates? Are the cameras for the associates who are viewed as thieves? Certain management can get an associate for Time theft or grazing (eating an item that has not been purchased) on the clock. No person working at Walmart should be mentally raped by the excessive surveillance of certain members of management. Get another storyline when it comes to the registers. How can Walmart hold the associates accountable for their being out of compliance? The Coin-Star machine needs to be checked. Customers are putting their money in the machine and when the customer gets to the register the ticket will say Do not redeem this ticket. This ticket has been used. The whole store needed to be remodeled by 2007 but instead, we got a patch job. Now we are getting another patch job. Walmart Corporation needs to be held accountable. Walmart creates policies, drop the ball on policies, and pick up the ball on policies to cover Walmart, not the associate. Sall, this is where the associates have the right to assemble and change the rules of the game to benefit their behalf. Sall, there are many things that need to be fixed at Walmart and with Walmart Corporation. The greatest news of today Sall, you are not one of the people who need to be fixed. You are definitely GOOD people with great potentials. Amen to that with a tip of a hat. More voices are needed.
Two years ago the roof got worked on, maybe. Unbelievable! Look what happened the other night. An object punctured the roof. The rain came pouring in from the roof and caused damage to merchandise in certain areas. The grocery side vestibule and the general merchandise side vestibule floods quite often. There are leaks throughout the ceiling. I just hope and pray the roof doesn’t collapse killing any of the associates or any members of management. It shouldn’t take a tragic event to happen at Walmart to get it right. Will Walmart be held accountable for being out of compliance?
Surveys out and it is Time to tell the CEO Doug McMillon, Judith McKenna, Chief Operating Manager US Walmart, and Gregg Foran, President and CEO Walmart US how I and many associates feel.
1.) The wage put before the associates were unfair, not competitive, and done in a deceptive manner. This wage is suppressive for those who have been at Walmart for many years. This wage covers up and goes through the backdoor on the person who has worked on a lower level and paid more by means of the Tap On The Shoulder. Capped out associates received a 2% increase. The associates who are at a higher level and paid less and not capped out early is the man in the middle whose salary has no wage increase at all.
2.) Walmart reputation has been scarred by not offering $15.00 an hour. Walmart is a major beneficiary of Food Stamps and EBT. Walmart workers cost the taxpayers $6.2 Billion in Public Assistance. Walmart gets $104 million dollar tax break for giving their executives outrageous pay packages and bonuses. The associates get ran into the ground and end up utilizing public assistance. Big time former CEO Mike Duke got off the hinge with fringe benefits by running a company into the ground. Walmart got away with just being embarrassed. Our last bonus was $34.00 and before it was $62.00. I want to let the mom, Amanda Moore, who went to a hearing on raising the minimum wage for $15.00 is ab-so-lute-ly correct. When will the associates of Walmart get a raise in their PAYCHECK?
3.) The associate’s low wages contribute to Walmart map of success. The success of Walmart depends upon associates not being paid their fair share. The associates are a huge part of the Walmart Welfare system at $9.00 hr. The contributions of the many hours worked by the associates can easily be remedied by hiring the appropriate staffing. Hiring for full-time employment instead of running Super Center stores off of part-time employment, skeletal crews, and contracts of Labor Ready associates who do not make the 90 days. This is an Intentional strategy I feel Walmart puts into place to get their job done. Walmart can control the accrued vacation TIME of the associates by not hiring. This forces the associates who have been there the longest into 1 week of vacation even if you have earned 3 weeks. So as you can see Walmart takes away associates benefits. Only Walmart benefits.
4.) Walmart pay grade can be easily understood. The problem with the pay grade are associates who get the TAP ON THE SHOULDER get a higher rate of pay. The associate’s with the higher level pay grade is lower. Who wants more responsibility for less money? Who wants a big fancy title to later find out it is just a big fancy title with more work.
5.) If you were not over the paid grade or salary capped out then you were left out of the raise increase. Why isn’t a salary cap or bonus cap placed on the CEO and other big-time executives?
6.) The associates are not satisfied with the overnight differential, and rate of pay. The associates felt compelled to sign as they do with any other personal discussion, written or verbal coaching out of fear due to retaliation.
7.) There is a huge disconnect in the store. The store manager is very distant, verbally abusive to members of management, and associates. Negative feedback is his specialty. This was the person in charge of explaining the pay wage. Really! All the overnight associates dying to get home from the brutal night they worked to be called to the personnel office to face off with WHO, Randall Addison. No, it was not explained thoroughly to the associates. What took Randall Addison so long to tell the associates how the pay wage would work? Where is HR? If any associates have any grievance use your open door. Contact Delinda Davis-913-268-7904 or Gerald Henrickson-913-268-7904. The doors of the Church is always open. Find a Neutral Zone that will weigh both sides. So to all the associates you need to step outside and use the number above. Don’t forget HOME OFFICE is Walmart big send-off button. Walmart works for Walmart.
Can you answer these questions for the associates? What is the purpose of the survey when nothing changes on behalf of the associates? Where is the check and balance system at Walmart when Walmart changes their policy to accommodate their needs only? Are these changes coming from Corporate? Are these changes coming from the store manager? Who initiated the change in the Vacation Policy? I have read the vacation policy 6 times. It covers the areas of Accruing vacation, Using vacation, Holidays, Unscheduled vacation, Status change, Vacation pay at termination. I requested 12 weeks ahead of two weeks of vacation. You think I would have paid my dues. Guess Not!
1.) your vacation time can be used for ANY REASON.
2.) I did not request vacation unexpectedly, nor on an unscheduled basis
3.) I notified my manager for the reason of request.
Approval of vacation requests goes like this.
Your supervisor will review your request to use available vacation based on your work responsibilities. I have not taken any time off. I have accrued 3 weeks of vacation over a 14 year period. I made sure that I would not try to schedule my vacation off during the Back To School Tax-Free Weekend so it would not impact business. There are Two other associates coded as CSM’s (customer service managers) that have already taken their vacation. There are CSM’s on the second shift who said they would not have a problem coming overnight to help out. So I am asking CEO Doug McMillon, Judith McKenna (Chief Operating Manager of Walmart US) and Gregg Foran, President, and CEO Walmart the US, What seems to be the problem? I am following Walmart’s Policy. It looks Discriminatory when you know others associates got 2 weeks and you didn’t. I guess that is why Walmart has no respect for Tenure. Walmart made the policy and I guess it is time to change the policy to benefit Walmart again. As long as you stay it is not beneficial for the associate.
LOOPHOLE: This information does not create a bond of marriage or a contract with Walmart. Ain’t no other contracts involved. Walmart can change or modify any information at any given time without notice at their sole discretion. Consistent with applicable laws. You are not married to Walmart. If you are married to Walmart get ready for an annulment or divorce at any given time for no reason at all. It doesn’t matter how long you have been in the relationship. That’s right, you are free to leave Walmart and you better believe Walmart will definitely get rid of you no matter what it takes. These are the changes we as the associate need to fight on. Basically, Walmart has all the say. It doesn’t matter once again about Walmart size. Walmart needs to be held ACCOUNTABLE. I will not allow Walmart to LIE to me. My internal hard drive becomes like Eric Holder, former Attorney General of the United States. You can’t talk to Eric Holder crazy or be disrespectful. My external hard drive becomes like one of the greatest evolved mind of all TIMES, Supreme Court Justice Ruth Bader Ginsberg.
We need to send an email to Hillary Clinton on New Momentum on Paid Leaves. It would be nice if I got my 2 weeks request Paid Vacation after working 14 years. If all of the other associates who have earned accrued TIME wants to take 2 weeks, so be it. Walmart Corporation has stripped away 2 weeks of vacation down to one week even if you have accrued TIME. It is called HIRE MORE PEOPLE. STOP FIRING and FORCING OUT GOOD PEOPLE. Take a seminar on DIVERSITY, COMMUNICATION, and INTEGRITY. It is a shame Walmart strips away what the associates are entitled by the pathway of less hiring another strategy of Walmart’s INTENTIONAL behavior. Another major strategy used by Walmart is overtime. It distracts the associates who are focused on more money. This is a major strategy used by Walmart’s INTENTIONAL behavior to justify violating their 6-day work rule. Many of the associates are not asked by certain members of management to have their availability changed. Certain members of management seize the opportunity and change the associate’s availability as they see fit. Later the associates are forced to kill the overtime. If the overtime is not killed in a certain TIME frame the associates pay the price of being coached and can lose their job. A list is generated of all the associated who should kill the overtime with NO MORE EXCUSES. Those long hours and stretched out days begin to wear on the associates and they begin to miss days. Associates are called into the office for termination because of their Attendance which management controlled. What a setup. It is Time to seize the opportunity to solve some problems.
If every associate in each department put together a list of what is needed to operate their department, changes to be made, and violations then Walmart can use the terminology of TOTAL STORE. Right now it is a TOTAL WRECK. Snitch This! Here’s The Playlist for Automotive:
1.) cannot work with a skeleton crew-HIRE MORE PEOPLE
2.) telzon and printers are out of date
3.) no proper oil manual for 2015 oil specs
4.) battery rack out of date
5.) card readers keep crashing on registers
6.) tire Lifts are out of date
7.) mask are needed for techs doing fuel injections
8.) schedules are constantly adjusted because associates are placed outside their availability
9.) new check machines eat check
10.) only one phone line back in automotive
11.) hand-held telzon is freezing up and the service orders need to be placed on hand-held telzon
12.) Need new registers. Associates should not be held accountable for Wal-Mart not upgrading their registers
13.) tire machine is out of date and no custom rims can be done
14.) the program for the computers out in the shop are way out of date
If anyone in automotive has any more suggestions, please feel free to contribute. All departments on the General Merchandise Side, Grocery Side, DSD, GM Receiving solicit your concerns and ideas to HOME OFFICE or an investigative team in the Neutral Zone/MCHR (Missouri Commission On Human Rights-573-751-3325). Contact the Neutral Zone from State to State. Don’t forget only God grants GRACE.
Sall, I heard something really positive awhile back. I was watching one of my favorite shows, The Cycle. There was a message of GROWING HOPE in Oakland delivered by KWAME ANKU. He stated, ” A Small Mind focuses on the problem.” A Big Mind focuses on the solution to the problem.” “A Genius Mind sees the opportunity that lies in the problem.” WHEW! Amen to That! Another young man, Albrey Brown, told of his success in bridging the gap between the tech world (tech-quity) and diversity. On the for real side, I just wished Walmart understood Diversity. As far as Tech-quity, Walmart is so far behind in technology at store #2857. This store needs more than a remodel. I can hear Jenny Horne, state representative of South Carolina, delivering her speech. Her tearful voice let the world know she would not be a part of what the Confederate flag represented. Jenny Horne was a descendant of Jefferson Davis and she was not holding on to the ideology of slavery. Removing the shackle from our feet to our mind at the rate of $9.00 hr. will keep the associates below the poverty level, in bondage, and forever confined. Sall, we can no longer be Always A Slave At Walmart. It really felt GOOD getting off the bench and going global. That bench was so hard. I love the GRID and sitting at my desk. It is much safer here. CEO Doug McMillon needs to rethink his position on the raise increase and restore Dignity back into Walmart Corporation by giving the associates $15.00 hr.
CEO Doug McMillon took his cut, tripled his salary, and he has a big bonus package. Learn to invest in the associates and learn about Diversity. Where is the Integrity of Walmart Corporation? If another manager tells one more associate if they don’t like Wal-Mart rules find another job. The associates have their Snitch This! Here’s The Playlist. I was shooting for the genius status today. Sall, I hope the associates heard me. I like our global bench. Investment in the associates would make Walmart a better place. Why am I the enemy? I want whats best for our store?
Any person who completed reading this story today got through 6827 words. If you don’t think I have anything to report or documented think again. You Better Know It! Snitch This! Coming at you with the JULY 2015 Playlist.
like 2pac said the bad die slow and the good die young. well i guess a lot of good associates left 2857 and still counting. now here we are on black assistant manger number seven let us see how long he will last before a certain co manager runs him out. i am not making this up i have seen it with my own eyes, gone like puff the magic dragon. so snitch this six down and maybe one more to go.
Welcome to my Wally World. This blog should give you a birds eyeview of what Wal*Mart associates have to endure. When I first started to work for Walmart I had all these goals. To go through mangement trainee program to be an assistant manager. That was my goal and I am glad someone had other planes for me. This store is the only store I have worked and the only one I will work. It;s sad how a co-manager can be transfered from store to store and still have a job. This co-manager has disrepected every associate in the store and no one and I do mean no one likes her. I hate to say this but management mistreats the associates and I am really tired of it. Go from one department to another work our butts off and no one really appreciates. One sad associate.
Thank you so much for your input. The Truth will be told. Walmart will not go down for their scandals but will go down for the associates telling the Truth. Come back and visit and learn more. Spread the Word.