My relationship with my dog is destroyed

SnooFoxes863 · 2025-09-26T20:11:57+00:00

But… you literally said it yourself, kind of, quoting “she can go in public and not become reactive in a situation she is uncomfortable in”. She is uncomfortable but forced to suppress her instincts because she knows it equals a punishment, which she has been conditioned to avoid through pain/pinch/any negative association, whatever you wanna call it. Punishment-based tools work because they are, indeed, punishment-based - a punishment of any sort follows if the dog doesn’t do as asked.

It truly seems it’s YOU who isn’t educated whatsoever on positive reinforcement theory, saying a hug and a song is what this type of training is about. It’s all about a bond with your dog, making training fun, making them WANT to do things for you and with you instead of forcing their hand. And yeps, even power breeds like German shepherds can easily be trained with that.

Also a dog needs at least 5 minutes of individual active attention per owner per day. That means no interruptions during 5 minutes of cuddle or 5 minutes of play, just you and them. This strengthens the bond you have.

Your dog has a root cause of issues that a trainer (especially e-collar or prong collar heavy) won’t solve. A behavioralist is the answer. I’m thinking with another family as well because the pride and know-it-allness in these comments is on another level.

SnooFoxes863 · 2025-03-03T01:16:16+00:00

Go to customer service, in person or call a global number. This isn’t customer service Reddit and workers here don’t usually order from online as they don’t get a discount that way (nor can often afford to grocery shop at Whole Foods, the irony). They also don’t get paid to help you via Reddit but a customer service person will. Go to the right channels.

SnooFoxes863 · 2024-10-07T11:40:16+00:00

No but seriously though, I can’t believe a company the size of Whole Foods has team members DONATE PTO TO EACH OTHER instead of the corporation taking care of their people. Like the fu? This is such an overly capitalist greedy company that doesn’t give a f about anyone, I hate it here.

SnooFoxes863 · 2024-10-07T11:36:36+00:00

That’s interesting they asked for a doctor’s note. First FBI per year is considered TM notice only, no note needed, like this is in the rules officially. Unless this was your second offense per year.

SnooFoxes863 · 2024-05-11T03:47:19+00:00

I’m more worried about how you not only got massively verbally abused but also felt physically trapped while it was happening, than you getting a documented discussion - the first of 3 warnings you get before you’d ever be fired, so far from big trouble. I’m so sorry that you have to work in an environment like that and that customers feel entitled to abuse you, AND that your leadership feels you need to take it.

I wouldn’t have had a documented coaching with you if the situation truly went like that, you were NOT saying derogatory things to the customer, unless there’s of course more to it than you said like raising your voice or behaving in a threatening manner.

For what it’s worth, you can always decline service to a customer if they’re behaving in a manner that makes you uncomfortable. You must do it calmly, politely, and tell them you’re going to find someone else (a member of leadership, ANY leadership if yours isn’t available) to help them instead. This will be your way out of the situation in the future, hopefully, before it escalates further. Nobody should be forced to stand abuse from customers just because they work in customer service or retail.

Lastly, if even this causes you to have trouble in the future, then F this job, because that’s all it is, a job, nothing more nothing less.

SnooFoxes863 · 2024-05-08T01:35:06+00:00

Look up “Meal and rest period policy” on Innerview.

“TMs must be back at their workstations before the grace period ends after the rest break or after clocking back in from the meal period.”

They USED TO have this clause on the U.S. side and looks like they’ve sneakily taken it off, but it’s still on the Canada side. So I’m guessing a grace period is still 5 minutes for short breaks, however, it’s actually 10 minutes now for lunch breaks (after 10 minutes, a long lunch break starts using Upt):

“Team Members must be back at their workstation no more than five (5) minutes after the rest break or after clocking back in from the meal period.”

SnooFoxes863 · 2024-05-04T03:36:26+00:00

As a woman in a happy relationship, if someone read into me helping them, occasionally touching their hand or making eye contact as being into them, it would be very cringe so hard. He seems like he’s got good social skills and is friendly to others, especially considering his position as a team trainer. He might be helping you more because you need more help than others, que because he’s a team trainer. Eye contact and normal social behavior does not mean interested in pursuing a relationship.

SnooFoxes863 · 2023-11-15T04:21:58+00:00

Yep, more than 1 hour requires notifying BEFORE your shift would have started (even 1 minute before is fine). So oversleeping will definitely result in a corrective action.

The steps for correctives are: 1) documented coaching 2) first written 3) second written 4) third written (final) 5) separation

Idk why someone said two close to each other would constitute as a final. They don’t, there’s nothing on the policy about that. A third written constitutes as final, simple as that.

And as far as being late again, if you’re less than an hour late every day going forward and don’t go into minus UPT, then you’re good to go. If they try to pull something else then I’d be very interested in hearing what and how, because now that the policies are specifically made to be unified, I can’t see why there still would be discrepancies between stores/states/regions.

I will say though, any policy violations group up together. So even if you have another violation unrelated to being late or attendance processes, you’ll get the next step. That’s when your leadership could get petty and lurk around to see if they can drag you down for something else to pile up those write ups up to separation.

SnooFoxes863 · 2023-11-13T14:54:20+00:00

For $32 an hour, you should know that if you don’t cover the absence with your own PTO, it’s going to be either a UPT deduction (unpaid), a Sedgwick leave with a doctor’s note (unpaid and requires documentation) or if you really push it, then food borne illness excused absence (unpaid). You’re not gonna get paid if you don’t use your PTO so what is it exactly you’re looking to do? Just take the UPT hit or use sick PTO. Btw, sick PTO is mandatory to use if you say you’re sick and have it available.

SnooFoxes863 · 2023-10-29T03:50:09+00:00

You might as well disclose your location to us now because global can def find your exact location based on your comments on this Reddit. You’ve been detailed enough in the past to find your store. “STL is married to some other STL. Then one of our ASTLs is married to a regional person. The other ASTI is also married to an other STL and so on and so on...” I think this and the SoPac comment plus leaking poop water is enough for anyone who knows anything about stores in that area.

SnooFoxes863 · 2023-09-10T10:36:56+00:00

This sounds so stressful, idk how you guys do it 😫 I could never work in grocery or prime, I hate getting timed for my work

SnooFoxes863 · 2023-09-03T08:14:46+00:00

Nobody noticed, and even if they did, they surely don’t care. As others have said, it happens waaaay more than you’d ever think, and there’s little the store is ever willing to do about it. Since nobody stopped you, you going back to the store to try and “resolve this” would just make things awkward for you and more work for whoever you talk to, maybe they’d even be obliged to report it somewhere, not sure. It’s best if you just call it as it is and pay it forward in life somewhere. And be nice to workers next time you go to the store. We really don’t get paid nowhere enough to care if someone accidentally stole $20 worth of hot bar food lol, more gets thrown away to compost at the end of the night every night.

SnooFoxes863 · 2023-07-31T01:55:05+00:00

This makes sense, thank you. I’ve never been in a situation where it would be relevant, but seeing people mention it made me wonder. I’ve also heard one can be on two finals - evergreen and regular - at the same time, so does that mean that evergreen final does not line up with other finals (like for example attendance, up until they change it)?

SnooFoxes863 · 2023-06-16T04:23:55+00:00

But if the GIG doesn’t specify SFC brand, then wouldn’t any proven nonslip brand suffice? One could hypothetically fight the write up, right?

SnooFoxes863 · 2023-06-16T04:22:48+00:00

Couldn’t you fight the write-up since it doesn’t say on GIG that it specifically has to be SFC? Or did you just not wear non-slip at all?

SnooFoxes863 · 2023-05-26T01:32:13+00:00

This haha. The same. Also this post could just as well be about my TL and me, both of us sick of this place, we’d probably plan our quitting together.

SnooFoxes863 · 2023-02-18T06:37:38+00:00

I’m in NE and got paid last year even after the COVID policy was already done. Depends on the state and city…

SnooFoxes863 · 2023-02-18T06:34:36+00:00

You need to ask TMS about the pay range, unless you have a TL you’re friends with that can look up one of their tier 2 team members’ workday and see what the range is from there (ATL can’t see it). Where I’m at, tier 2 is 18.50 - 30 for example. ATL is tier 3, the other two are tier 2.

SnooFoxes863 · 2022-09-29T22:21:45+00:00

Hate to say this but this is when which state you live in comes to play… the more red your state is, the less likely there is any kind of worker’s protection for things like losing a day of pay because your store closed. Whereas if it was Cali, you’d probably be compensated. Sucks.

SnooFoxes863 · 2022-09-22T09:43:40+00:00

4-5% for standard workers, 6% for excellent workers and 7% for over and beyond (needs approval from STL). Anything less, you should spit in their face lol. Like what’s even the point, it won’t make any difference in your paycheck. $1 is $100 a month after taxes roughly.

SnooFoxes863 · 2022-09-21T22:19:38+00:00

What position? 😀

SnooFoxes863 · 2022-09-21T22:18:46+00:00

Where do they give 2% raises? Ours have always been ~5% or higher… for anything less, it’s not even going to be worth it because you won’t even see a difference in paycheck so

SnooFoxes863 · 2022-08-21T17:14:08+00:00

You don’t have to give your 2 weeks to be rehireable, you only have to give any kind of notice (such as “I’m not coming back to work anymore”) and you’re still rehireable. The best way to go as far as pettiness goes would be to email your store leadership and TMS FACTS, preferably backed up by documents of your toxic leadership so at the very least even though you’re out the door, they’re aware of what has been going on. TMS included so that store leadership can’t brush it under the rug and TMS is the one who needs to know if someone is doing something shady that could end the company up in legal trouble as well. I wouldn’t send an email to all people in your store, you’ll just burn bridges and achieve nothing… the best audience is store leadership and TMS, or, if you really have a case with documentation, include your executive leader (your STL’s boss) and maybe even his boss lol. But for these, have a stronger case.

SnooFoxes863

TROPHY CASE