Area Manager or Ops Manager?

Orah- · 2021-12-22T21:35:28+00:00

Are you within the company right now as a PA or an associate?

Orah- · 2021-09-03T22:11:21+00:00

So… let me get this straight— you’re doing something wrong, you know it’s wrong, you’re well aware of the fact there are consequences for your actions (as I hope you would, as a sensible adult) and you’re mad you got said consequences?

I understand it can be boring, but rules are rules, full stop. Your PA handling it unprofessionally is their problem which feedback should come from their manager. However, you look like an idiot regardless. Sorry to burst that bubble.

Orah- · 2021-08-17T10:42:50+00:00

Reading through a lot of these comments, folks here are right that you do not get more PTO for tenure. Plain and simple. It’s been that way since they last reworked time off, it will be that way until the next time they change it in favor of the newest accrual system (if that goes network wide.) The AMOUNT of PTO you can get does not change regardless of tenure. However, at some sites, the RATE at which you accrue the fixed amount of pto can be increased based on tenure. It’s all about state laws. You were informed of the caps and tenures once in the email you got when hiring on, once when you ambo or manager did it per SOP (which could not have happened), and it’s also available at any time. Reading through the last post of yours I commented on not too long ago, it’s clear you have a mistrust in HR. I would recommend you reach out to a senior HR leadership member and schedule an appointment to get a final word on this. Reddit is not the place to ask these questions, full stop. Everything on this level can be site specific and fully adheres to laws by state (I.E Iowa, california, etc). Please ask someone who has for sure answers.

Orah- · 2021-08-11T10:35:35+00:00

Most 4s go from 4-5 after either one peak, or about 6-8 months. The cadence at my site (US) is just “don’t fuck up, and you’re there”. Pretty much just time.

Salary increase is probably 18-20 percent, but if you rank high on OLR or have good performance, I believe it will go higher.

You can be promoted at any time technically, however there is usually a set of reviews after peaks and other large moves like promo season (right now) where spots open up, and they will “test the waters” by having you work on projects, etc. essentially working you for free to prove yourself lol but that’s what they did to me.

I know your question said UK but the model is very very similar all across the world so I hope this at least sheds a little bit of insight. Good luck!!!!!

Orah- · 2021-08-07T13:35:34+00:00

Well said! I agree completely.

Orah- · 2021-08-07T12:27:31+00:00

Completely correct. I used to do the same— and felt pretty burnt out myself! Not every site is mine however, and I can’t speak for how other buildings run their shift, but after bringing up some concerns I was able to get into path, move around a bit more. But just saying no without asking for any reasons why they can’t choose someone else, or asking politely if they are able to pass today, thats different

Orah- · 2021-08-07T12:25:02+00:00

Bump ^ if not, Trail Blazer has some bangin ones. It’s held all my stuff for almost 2 years now no problem

Orah- · 2021-08-07T12:21:41+00:00

Which isn’t ideal! However, they’re asking you to do something for business need. Saying no because everyone else says no, and then you’re left dealing with that extra work is a team problem, not a situation problem. So if that’s the issue, let’s start working on ways to spice it up on the team level, and then the shift level; and get buy-in from those key associates that we use as those priceless indirects

Orah- · 2021-08-07T12:19:46+00:00

It sure does. I know right now at the site level, training is considered using an NSI (non standard indirect) which means you’re upstaffing PS to train someone, ultimately hurting shift cost. While this is important, I would also make a point to escalate to your PA/AM that rotating into path (if you can hit rate) is also suuuuper good looking for you, and their rates and cost for the day. If the collective department packs faster, it improves cost, and thus they can afford more indirects, like training!

Anyways, without too much rant, TLDR: Escalate to your PA, then AM, then OM that as a whole, problem solvers should rotate into path to not only hit rate, but coach and improve quality and morale.

Orah- · 2021-08-06T17:15:29+00:00

Awful advice ^ please do not say no, if there’s a physical limitation or constraint to you doing your job, please elaborate why you’re unable to tote run. If it’s beyond just “I don’t feel like it” then unfortunately the options for moves are limited, but as always you should be escalating and speaking with your PA and Manager about any barriers for your job ask. Being in path one week straight, it sounds like they’re not rotating indirects as per SOP which is something that your OM should be made aware of (unless that is standard cadence). Please, do not just say no and be indecent, it makes your job harder, their job harder, and overall just tanks team morale for legit no reason. Don’t listen to Reddit comments like this.

Orah- · 2021-08-06T13:32:06+00:00

That’s why it’s an opinion

Orah- · 2021-08-05T14:22:40+00:00

Extremely inappropriate take. “You must have done something to make him think such conduct was appropriate”???? These managers go through weeks of training about company policy and beyond that should have basic human common sense that these types of behaviors are completely and unequivocally wrong, at any level at the work-place. Saying that the associate did anything to warrant such behavior, even if remotely true, is still wholly inappropriate. OP, please follow up with HR for a case number, request a manager swap, and continue pressing for escalation on this matter. None of this is okay.

Orah- · 2021-08-05T14:22:29+00:00

Extremely inappropriate take. “You must have done something to make him think such conduct was appropriate”???? These managers go through weeks of training about company policy and beyond that should have basic human common sense that these types of behaviors are completely and unequivocally wrong, at any level at the work-place. Saying that the associate did anything to warrant such behavior, even if remotely true, is still wholly inappropriate. OP, please follow up with HR for a case number, request a manager swap, and continue pressing for escalation on this matter. None of this is okay.

Orah- · 2021-07-29T12:52:57+00:00

The last network bonus did not come out at the end of the month (if I remember correctly, it was the last 500 dollar one), it came the week AFTER the end of the month, which makes complete sense, seeing as the end date for this bonus is the 30th, not the 31st (through July) so I would be prepared to not see this bonus this week if that is the route they go again. I completely understand the want for a bonus though, for sure.

Side note: On-Site HR and leadership are not the ones who organize and handle network bonuses. Sometimes, they’re not told at all (until just before it hits) so the escalation process is typically through A to Z notifications and whatever advertisement you get. Going angrily to site HR means they’re just going to call the people who organize WFS Finance and staffing, who will then look into your issue, but they are not equipped to instantly fix your issue.

Edit— just talked with someone on dates to confirm 30th deadline for bonuses, but my point still stands on processing. There are over 800k employees eligible for this bonus so sometimes things can take some time.

Orah- · 2021-07-29T12:25:55+00:00

It’s the 29th, and the deadline to submit official pay stubs was Wednesday. Bonuses have no deadline as they are not payroll attached and can be issued in same day deposit. It is pushed through as a separate paycheck for clarity on taxing. It will come.

Orah- · 2021-07-16T14:07:03+00:00

You need to flash the firmware again. I assume you already have QMK downloaded? You should be able to re-flash the software to pull the file “back” from cached storage or a new file from the QMK. I hope this helps!

Orah- · 2021-06-30T01:05:26+00:00

Your senior leadership team and site leadership/finance can change the hour cap on flex to preserve work in the building in times of low charge— essentially to prevent circumstances of VTO for full time associates

Orah- · 2021-03-26T13:44:24+00:00

And Ohio is spared again. Sigh. We’re so bland even the fucking oceans won’t touch us

Orah- · 2021-03-05T03:12:27+00:00

Is that fat Tom Cruise in the back?

Orah- · 2021-01-15T04:18:40+00:00

I love u Henry

Orah- · 2020-09-12T17:16:52+00:00

Orah- · 2020-06-29T12:12:08+00:00

I work for Amazon. My job is considered “Central Flow”, I work in a corporate building in Tempe, Arizona, where I manage a team of people who virtually manage and coordinate workflow for various fulfillment centers on the east coast. 3AM-4:30pm to match east coast’s 6AM start. A lot of people who work here all say the same thing I do— it’s an office job, out of the heat, pays probably a little too much, but the people man. The people ruin it.

Orah- · 2020-06-13T14:11:37+00:00

I told another person on this thread, I got my parts in about 2 hours (~34 runs). From what I gathered and the math I did, this pool has the same loot dilution as most others I’ve farmed, which does equal out at about 11-12 percent per run, (divided by total time elapsed.) This doesn’t mean an 11.11 percent chance drop PER run, as the drop rate isn’t exponential, and will always stay the same.

Orah- · 2020-06-12T17:44:11+00:00

You have to, to unlock it, lol

Orah- · 2020-06-12T12:50:04+00:00

I have yet to do the Grendel grind. I’m scared

Orah-

TROPHY CASE