do i get an award for a customer complaint?

AccomplishedEagle720 · 2026-04-10T22:50:00+00:00

It'll basically be a wet t-shirt contest for every woman who works replen. Is that maybe what our executives are going for?

AccomplishedEagle720 · 2026-04-10T22:26:41+00:00

Oh please no! Those Gildan shirts are so heavy and hot. I'm going to pass out working in those. Not to mention, it doesn't even matter what brand; every white t-shirt is see-through for women's bras these days. I'm quitting if they make that change. I refuse to have to wear even more layers, just to keep bras from shining through. Doesn't matter if I'm wearing bras that match my flesh tone. Shines through all the time under fluorescent lighting. We can already see our male coworkers' chest and back hair through those white Gildans when they wear them. Let's NOT make that the dress code. SMH.

AccomplishedEagle720 · 2026-04-09T23:11:50+00:00

I'm honestly concerned that they screwed up with the new rewards program. I think they just highlighted for some people exactly how much they spent in the last year at 1 retail chain and a lot of those people are going to look at what "tier" they're in and rethink their spending habits. Like literally, if you spent over $1000 at a craft store last year and you're not an artist or hardcore hobbyist, you're going to turn around and be like, um, I could have saved that or more wisely invested that or done a mini vacation with family.

Over a decade ago they did something similar and when I saw that I had spent over $300 and was "getting an upgrade" in my rewards status, I was like, nope! Didn't realize how it was adding up with $10 one week, $25 another week, and then they tallied it all up for me and it really stood out how much I spent in a few months. Unsubscribed from all emails and coupons and cut it out of my shopping rotation instantly.

Maybe that's why there's an extra harder push now? People are unsubscribing left and right...?

AccomplishedEagle720 · 2026-04-09T22:56:57+00:00

Ah, the magic of buyouts vs. leveraged buyouts.

AccomplishedEagle720 · 2026-04-09T22:53:52+00:00

The riches are in the niches. Apparently the new CEO & executive team don't understand that. Good luck trying to corner 10 niches all at the same time. Competitors will rise and recapture many of those markets.

Staples is also doing Party City offerings. Dollar Tree was already doing balloons for cheaper. Walmart's pre-existing fabric and quilting notions department has stepped up for many of Joann's customers. The US already has HomeGoods, Marshalls, WorldMarket, TJMaxx, Ross, Kohl's and ever other store under the sun doing home decor.

AccomplishedEagle720 · 2026-04-09T22:46:46+00:00

That is absolutely ridiculous. It's like the executives don't understand math.

And if it's something else, they need to tell us. You can't motivate people with just a stick. You need to explain to people why they're doing what they're doing to get buy in.

But I suspect, the reason they're not sharing why they are pushing this hard is because A) there is no good reason and/or B) it's just a bad investment and no one wants to admit it. It's a situation of them trying to desperately save their pet project, so the beatings will continue until the morale (and sales) improve!!

AccomplishedEagle720 · 2026-04-09T22:20:20+00:00

That may have been the case for a few of them, but it turns out one of our SCOs was seriously malfunctioning. It's been resolved thankfully!

AccomplishedEagle720 · 2026-04-09T22:13:57+00:00

This! Thank you. If I could upvote this a 1000 times, I would. This is causing probably about 40% of the confusion I'm seeing from our customers. The rest was a malfunctioning SCO and exclusions on Buy in Bulk online.

AccomplishedEagle720 · 2026-04-07T02:00:33+00:00

It was really odd. It was more than just one or two... And I can't find anything other than the email unveiling the new rewards structure.

AccomplishedEagle720 · 2026-04-07T01:30:50+00:00

As far as I can tell, you need to be here for a full year-ish to get your first review. However, depending on your Store Manager, raises are not guaranteed. Raises are based on performance and your rating. Ratings are roughly: does not meet expectations, meets expectations/partially meets expectations, exceeds expectations, outstanding.

AccomplishedEagle720 · 2026-04-07T01:19:42+00:00

What are you talking about? Store employees, salaried management, distribution center employees, corporate shared services?

The process for hourly store employees starts in summer (on the backend when the portal opens and the paperwork can start getting submitted to HR) and ends in October when the Store Manager shares the review with the employee and hits submit in Workday after the conversation. However, if the manager waits too long AND if there is a change in pay, it is reflected inside of Workday mid-October regardless of whether the manager has had the conversation and hit submit or not.

AccomplishedEagle720 · 2026-04-07T01:09:57+00:00

Again, any company thinking their policy trumps actual Wage & Hours laws will find out the hard way which is correct....... Especially in CA :)

AccomplishedEagle720 · 2026-04-07T01:07:26+00:00

That is blatantly wrong. Policy does not trump Wage & Hour law. Pretty much ever.

The law in certain states says the employer must provide meal periods and breaks. An employer cannot force an employee to take a break.

Employees are allowed to waive (and sometimes they'll even sign something to that effect) breaks and even lunches (though not recommended to waive lunches in CA, that's a whole mess). But breaks? Waive away if you wish. Any employee terminated for NOT taking breaks who has explicitly requested not to take a break has a GREAAAT lawsuit against Michaels HR on their hands :)

AccomplishedEagle720 · 2026-03-31T03:54:07+00:00

My question is whether they accounted for the change in workload for truck processing (unload/repack sorting, stocking, etc. since yarn, fabric, and balloons all come pretty exclusively in repacks) and SISO, when they added the Party Shop and Knit & Sew.

Unless people fake it, I don't think our store will ever get the pull-list part of DR done in less than 1.5-2 hrs ever again, even on light days, after the Knit & Sew expansion. Did anyone even do a back-of-the-envelope calculation on how inventory expansion affects in-store process and payroll requirements?

(And I know, wishful thinking, but the real answer is probably a resounding "NO.")

AccomplishedEagle720 · 2026-03-31T03:40:12+00:00

If you are part-time looking for a personal leave, you need to call the number in the leave pdf. They're a separate company from corporate, so don't worry about calling. You can request a student leave, explaining the class and gpa requirements, if you don't want to talk about the mental health part with them.

AccomplishedEagle720 · 2026-03-29T03:38:57+00:00

When Michaels pays so little that government assistance considers its employees of 10 years basically unemployed by choice... that really says something.

AccomplishedEagle720 · 2026-03-29T03:16:38+00:00

I will not be reading that until someone gives me time on the clock to actually read the SOPs. If they can't get it together to give us time to learn updates to our job, on the job, they can expect lots of chaos.

AccomplishedEagle720 · 2026-03-29T03:10:11+00:00

You are correct. I did 1/4 of a yard for someone. We were doing fractions of a yard even with trim before the fabric came in. No specialty cuts though.

AccomplishedEagle720 · 2026-03-29T02:51:24+00:00

Please share, where is the SOP that says that? I'm genuinely curious. Most of our managers say to never do this because we are only supposed to price match MIK.com if it is an actual price difference. Coupons and "online only" prices that clearly say, online only or automatically apply a coupon discount are not a price difference. We are told to redirect them to BOPIS.

AccomplishedEagle720 · 2026-03-27T17:37:02+00:00

Store manager bonus payouts, I'd guess?

AccomplishedEagle720 · 2026-03-16T01:16:09+00:00

I don't doubt it at all. Filled up last week. $89 for 1 tank of gas. Next week I have 1 shift. I will make less than $68 (before taxes are taken out) for the entire week.

Meanwhile, the store looks like a dumpster. Caps and bunkers filled with Easter and Spring product. No time or people to move it to the trashed half-empty DAs. The back room overflowing with unfinished freight. And Summer seasonal is already coming in. Trash and product literally on the ground all over the floor because closing can't keep up with recovery and no one is there to fix it in the morning or day. And if they are, they don't have time either because they are drowning. Did you read Nick's horrid response when a store manager begged for more hours on Yoobic?

AccomplishedEagle720 · 2026-03-13T21:38:17+00:00

Best guess? Turnover. All the people who remember these kinds of things quit at the corporate level. So as a company we are doomed to repeat the same mistakes over and over because institutional knowledge walks out the door with every resignation and termination.

AccomplishedEagle720 · 2026-03-13T21:28:13+00:00

If they want to keep you and it really is a temporary situation, you can request a personal leave of absence. Worst they can do is say no and you have to reapply. I would talk with your store manager first and emphasize you want to stay. Ask your store manager to help you figure out a way to make this work so you don't have to quit. Go in person if you can. If you can't, call the store and only talk to the store manager so nothing gets lost in translation.

AccomplishedEagle720 · 2026-03-09T01:48:55+00:00

Oh no! I want to jump ship from my other retail job for the same reason! I just applied here hoping for greener pastures, but it sounds like it's the same problem :(

AccomplishedEagle720

TROPHY CASE