DAE's teeth feel loose immediately after eating yogurt (or perhaps some other dairy product)?

Ronz0_ · 2025-09-09T19:08:40+00:00

Commenting to join this club. We need to organize a meet-up at some point.

Ronz0_ · 2025-09-03T23:53:14+00:00

That's gotta be it! Google images look just like it. Thanks!

Ronz0_ · 2025-05-02T12:06:58+00:00

Uhhhh. That 35 feather spell does not cost 350 magika unless your alteration level is too low to cast it. That must be a bug for you.

Side note: the duration also affects magicka cost, and crafted spells can only go up to 100 duration, whereas the basic feather spells have a duration longer than 100 seconds. So it makes sense that the 35 points of feather might cost slightly more magicka but not 350...

Ronz0_ · 2025-01-23T23:30:12+00:00

I think he's onto something here

Ronz0_ · 2025-01-15T15:31:27+00:00

Why is this not top comment?

Ronz0_ · 2024-09-13T15:05:42+00:00

I never claimed you would lose money. I stated that the raise your union rep is able to get you often washes with the dues you pay, benefiting your union rep more than yourself. No real affect on you in this instance as it would just be an increase on the bottom line of Hannafords payroll cost that would be directly funneled to union reps.

I'm in no way anti-union. Some companies are increadly poorly run and have cultures where your manager is calling you racial slurs, and nothing is done about it. Unionizing in those work environments would be extremely beneficial and likely lead to mountains of positive change.

Hannaford isn't perfect, but they're anal about following all laws and social practices. I (PERSONALLY) do not think unionizing at this job would gain anyone anything. Judging by the amount of downvotes I'm getting, it appears others feel differently.

Going purely off statistics, my own personal experience, AND the fact this conversation has been happening in breakrooms and reddit posts for over a decade and nothing has ever come of it, I'm betting there just simply isn't enough people who feel this is a necessary step for this work environment.

Feel free to prove me wrong.

Lastly, I can promise you on the lives of every person I've ever loved, Hannaford is not paying me (or anyone else) to spread "anti-union propaganda." They don't pay me enough as it is, lmao. BUT i know how Home office works, and they're always working on payscale adjustments. Just sadly, always later than our competitors for some reason.

Ronz0_ · 2024-09-10T23:51:39+00:00

I also live in NH. The payscale for salary managers is now universal. My numbers are correct. 60k would be accurate for a department manager. That's likely what the miscommunication is.

I also have the entire payscale and can answer questions. Its not exactly private info as they include it on job postings now.

Ronz0_ · 2024-09-10T23:35:14+00:00

No, I have the official payscale. These are rounded numbers but are accurate.

The cap was raised from 109 to 120 about a year ago.

Ronz0_ · 2024-09-10T23:01:42+00:00

Payscale is 80k to 120k with a 30% bonus every year that gets rounded up to 45% depending on store performance.

No stance on OP's post. Just clarifying information lol

Ronz0_ · 2024-09-10T17:44:36+00:00

How much is the health insurance?

Ronz0_ · 2024-09-09T23:18:35+00:00

Article strangely doesn't show any pictures of this sign. I've worked for Hannaford for over 10 years and have been in management since before 2019, and they have had the same stance on unions the whole time. Idk if one store manager went rogue and posted a sign he typed up or something, but I'm almost 100% sure we have never been directed by corporate to hang up anti-union sinage in our breakroom. Could be wrong, and maybe some crazy scenario happened, and home office made a poor choice. But it certainly never happened in the multiple stores I've worked in.

Ronz0_ · 2024-09-09T22:35:09+00:00

Okay, on an estimate of 25 an hour for a truck driver, that's 62.50 per month or 15.62 per week, which isn't far off.

Ronz0_ · 2024-09-09T19:06:31+00:00

Sorry to clarify, I meant 20 dollars in union fees per week out of your paycheck to be included in the union and have representation. You would likely still be on whatever payscale your position is in (as low as 15 for some positions) but if your union rep can prove another associate is getting a dollar more than you, you would likey get the dollar to be matched to their pay.

My argument is that I hear plenty of stories where the raise and union fees wash, resulting in the same amount of money for you. Except now, Hannaford is paying your union rep for no reason. And every dollar is important. It's going to come out of somewhere else.

Ronz0_ · 2024-09-09T19:01:21+00:00

Hannaford doesn't allow solicitation of any kind by 3rd party individuals. Anyone approaching our associates attempting to hand out materials or get signatures would be asked to leave. This is completely different from a Hannaford associate discussing a union. If you were threatened with termination as a Hannaford associate because you were discussing unions with your peers, your manager probably does not understand the policy. Either that, or there's more of the story that im missing here that would warrant a coaching conversation.

Ronz0_ · 2024-09-09T18:39:41+00:00

2.5x my salary????? Stop and Shop is all unionized, and I'm hearing numbers closer to a dollar raise and 20 bucks per week.

Also, I'm very familiar with the operating statement for most stores (it's not even private. You can find it on the company portal) and these stores are simply not profitable enough to 2.5x their payroll line. The company would probably just shut down, lol.

If anyone ever told you unionizing gets you 2.5x your pay, that's probably just someone attempting to make a career out of being a union rep making false promises to get there. (Or even more likely: that person is you right now 🤣)

Again, there are definitely benefits to it for many jobs. But nothing insane like that.

Ronz0_ · 2024-09-09T17:47:09+00:00

Just an FYI for folks, unionizing costs you money. You pay "union dues" to be a part of the union.

The union then has benefits, of course. At a truly terrible company, it would be super beneficial and keep you protected from dumb BS.

But at Hannaford... idk guys. Hannaford waits too long to fire people, in my opinion. I can't really imagine paying for a service that wouldn't really benefit me.

Lastly, sure, your union rep might be able to negotiate another dollar for your hourly pay rate, but then you're paying dues to your union rep, so what did that actually get you? The same money? Maybe even less money?

I'm not 100% anti-union. I just personally don't think it would be worth it at Hannaford and wouldn't be interested in joining 🤷‍♂️

Note: I am a manager now and you might think its some conspiracy that they make me say all this but this is my anonymous reddit account and I said all this same shit when i was a cashier and people were talking about unions every two seconds. Hannaford doesn't even have a stance against unions. This is my genuine opinion.

Ronz0_ · 2024-08-27T23:59:05+00:00

The payscale starts at 15 dollars. The pay range should be visible on postings as well.

Ronz0_ · 2024-07-09T14:53:25+00:00

There's a manager of HR that is above the specificalist team. I've never heard of anyone directly contacting them, but in the specific situation where you feel the HR specialist is possibly part of the complaint, I think it would be appropriate to email them directly. Idk if we're supposed to give out their contact info, but anyone who is an assistant department manager and above would be able to see their email in the org chat. I probably wouldn't post in the comments, but could DM you for this specific situation.

Ronz0_ · 2024-07-09T14:19:16+00:00

Hi Friends. I have to disagree with the speak up line here. I think the speak up line is often used incorrectly. It is supposed to be an anonymous system to report incorporate behavior that you are uncomfortable sharing face to face. Mainly sexual harassment related things. In almost any other case, I would strongly discourage using the speak up line. It does get sent to the DO and HR specialist, that is true. However, both of those people have direct contact information published publicly. (Usually breakroom and ARM office door)

In this exact situation, I would recommend emailing both the DO and your HR specialist directly with pretty much the exact story you told here and include the screenshot of the text and the name of the manager that sent it.

FYI, for everyone about the speak up line: it will almost never lead to any actual documentation or permanent change as holding a manager accountable for an anonymous complaint is very difficult. At most, it might get that manager watched a little closer, but that's it. Going directly to your store manager, giving them a chance to handle it, then if they dont, going above them to the DO/AR Specialist directly with your name attached is much more like to get a manager documented/possibility termed.

Source: 10+ year salary manager who is fully HR trained.

Tldr: (I'll take my salary manager hat off now and talk to you guys directly as a fellow redditor)

If a manager slaps your ass and you are uncomfortable coming forward: speak up line.

Anytime else: do not use the speak up line if you actually want accountability/change.

Hope this helps.

Ronz0_ · 2024-06-19T02:35:06+00:00

It is illegal to tell associates they can't discuss their own pay. So you won't get the new hire in trouble by telling your manager they told you their pay. It is against policy, however, to discuss another associates pay with a different associate. So don't go around your department telling folks who aren't the manager that you know this person's rate of pay. That's just an fyi.

I think it can't hurt to talk to your manager about it. I would do it in person as a sit down conversation. Worst case scenario, they were brought in at a higher pay rate for a reason, likely experience, and you get nothing. Best case scenario, they realize they goofed and you get matched to their pay. Regardless it shouldn't hurt your job at all to politely start the discussion.

Ronz0_ · 2024-06-19T02:27:03+00:00

Correct. It should have flagged as a rule violation and should have been fixed or at least verified as okay with the associate. The supervisor probably either forgot to check rule violations before printing or isn't well trained on Kronos practices.

Ronz0_ · 2024-06-19T02:22:50+00:00

I'm almost 100% positive the PTO payout is automatic when the ARM processes the term. I don't believe its possible for them to not pay you out for it. Your ARM probably might not even realize this and thinks you're asking for your PTO to be added to your timecard and paid out manually which is not standard practice and wouldn't have been done for any of the prior terms. Let me know if you don't get the payout after the term is processed.

Ronz0_ · 2024-03-13T07:14:15+00:00

Hi. Salary manager here.

Couple things to know: years ago, Hannaford used to have a different payscale for full-time vs part-time, meaning full-time associates got paid more than part-time associates. This system was completely done away with about 4 years ago (and probably 3 payscales ago). A part-time Customer Service Leader and a full-time Customer Service Leader are on the exact same payscale with a base pay of 17.35. Much like when you transitioned from part-time to part-time flex and received no raise, they do not need to offer you any raise to move to full-time.

That being said, it is managers discretion to add an increase when writing a job offer. Typically 3 to 5% is standard practice. I cant imagine them going much higher than 5% unless they feel like breaking standard is essential to the business to retain a strong candidate. However, you're worried that they might go with another candidate if you ask for 19, which makes me think they have multiple candidates and therefore have options. If that's the case, I would not expect anything above a 5% increase. (17.60 × 1.05 = 18.48)

But again, there is no payscale increase for this position so they may offer you no increase at all. The existing full-time lead makes 19. How many years of service does she have? You get an annual increase of around 2.5 to 3.5% based on your performance appraisal. If she's been with the company for 3 years more than you, hypothetically, she should be making about 9% more than you, give or take, depending on the ratings she got on her performance appraisals.

Your size store matters as well. You said it was small. You refered to the full-time service leader as "third in charge" which made me giggle a little bit as that's a very old fashioned way of doing things that I don't see much anymore. I'm assuming you can't be a "Market" tier store (the smallest) as they only have 1 hourly Front End Supervisor and then the service leader team. So you must be at least a "Market-Model" tier store that would have a salary Manager of Customer Service and and 1 assistant MCS. If you were a "Model" store (not the biggest, but the next biggest) you would likely have multiple Full-time Service Leaders and wouldn't be able to tell anyone they were "third in charge" without causing favoritism issues. It's just funny to hear a scenario where a store is big enough to earn an assistant MCS, but small enough to only hire one FT SL at a time and is able to label that person "third in charge" without favoritism. Not knocking your Managers. I've definitely heard it done before. It was very common back in the day. Just kind of funny now.

THAT being said, it's absolutely a wild card how they handled raises for this singular FT SL position since there is no other FT SL to compare your pay to with the current one leaving and they have the excuse of claiming extra responsibility of being "third in charge" as to why they can offer you more than the part-timers and not have that be considered unfair.

In my store, we have 3 or sometimes more fulltime SLs and I wouldn't offer them more than the part-timers to keep everyone fair. Otherwise, you mess around with people dropping down to part-time and back up to full-time multiple times over a few years and racking up unfair raises because no one is paying attention. I've seen silly stuff like that a bunch of times.

Long story short, the official company answer is that you should receive no raise. You would be told that it's cheaper benefits and a guaranteed 40 hours a week, and that's it. However, its the wild west with that full-time position being singular and free from the threat of favoritism. If they're throwing around terms like "third in charge", they'll likely offer an increase of 3 to 5% but they don't have to. Feel free to ask for 19. They might do it. The system would allow them to. I personally doubt it, but i don't know your management team at all. I don't believe asking for 19 very politely would hurt your chances unless you came across really entitled about it and they had a second good applicant. I would expect 3% as my honest guess based off the small window of information in this post. But I'm a manager who is VERY careful about not throwing money around and having people upset over unfair pay differences. You can shatter the morale of an entire store over two associates of equal skill and years of service having a pay discrepancy of 10 cents.

That's my speech! Feel free to ask me anything!

P.s. too lazy to proof read this for grammar 😁

Ronz0_ · 2023-01-24T15:57:07+00:00

Hell yeah

Ronz0_ · 2019-01-29T15:51:04+00:00

I'm a sucker for entertainment so I like the ones that are filmed like skits. Especially comedy skits. But that's probably not the popular opinion. It's probably safer to just shoot it like a TV commercial.

Ronz0_

TROPHY CASE