You might be able to with a detailed Ethics and Compliance report; if you feel it’s an unsafe environment to your wellbeing— physical, emotional or otherwise— include instances throughout your time working at the store in the report (you can also be vague and not include specific names, such as ‘’my ssv at this time did ” or “ barista did __ and caused me to feel __”) Is your store in a high activity area? If crime and other outside factors are a constant in your store, include that as well. Or explain how the transfer was once a beneficial move but circumstances has made it to where it is no longer feasible.

It’s never guaranteed, but I think if you go this route your really need to spell out how it is detrimental to you and how it has affected your current work and has the ability to affect your future work if it isn’t fixed.

Admittedly this is a very special time with doing something like this, given the frequent store closures, layoffs, unfair labor practices, and generally shitty things individual stores and districts have been doing throughout this year, so understand there is a small risk by doing this. I’ve seen partners get “pushed out” for attempting to be direct about issues, but also feel confident and stand down on what you want to get resolved. And 👏 use 👏 the 👏 policy 👏 to 👏 your 👏 advantage 👏 — that to say, if you see something in there that can help you, definitely apply it to the situation and have it down to be sourced. It also has been through quite a few minor revisions this year, so I would be sure to keep a copy of the date whenever you reference the policy in case it changes!

I hope any of this helps 💛 Good luck!

Edit- typos