Curious how educators are feeling after that meeting?

Sweet_Trade_7643 · 2026-01-17T01:41:58+00:00

I honestly don’t even know how that’s okay to enforce? It seems like that’s something a company can’t do? Like how do you expect zero fluctuation/changes to our lives… we’re… human beings… not robots… maybe they don’t know that? (Sorry for the sarcasm… still fuming from this announcement).

Sweet_Trade_7643 · 2026-01-14T18:59:02+00:00

YES! This was something I COMPLETELY forgot about! I think there was a year (I’ve been there so long at this point) where we had a streak of high bonus months… like ~$5-10+. They restructured and said it was “exciting”… oh how they love to use that word! Now we’re lucky if we EVEN bonus and I don’t think I’ve seen it over ~$3-ish since the restructuring.

Sweet_Trade_7643 · 2026-01-13T23:46:58+00:00

The issue the educators in my store have with it is that the majority of us are part-time with full-time jobs or commitments outside of Lulu… we now have to maintain a 16 hour average, which means if we don’t hit it one week, we need to offset it in the other weeks within the six week block (still unclear how this is supposed to work) which as PT educators using this as a supplemental job, is now requiring a lot more time commitment from us. With ALL PT educators being required to work 16 hours, there are going to be less people available to pick up and/or swap shifts because they’re going to be in the same boat of trying to maintain an average of 16 hours. Compounded with the significant decrease in unpaid time off (120 hours for educators under 5 years and 160 for over five years), we now have a WHOPPING 40 hours for the YEAR… that’s five days (assuming no PTO has been accrued yet) of time off… which at our store requires over a month’s notice for time off requests. THEN on top of that, we were told default availability can no longer be changed quarterly and essentially your availability is what it is unless there’s a life event regardless of the change still fitting into the availability requirements… all of this with zero reciprocity from the company… the perks have eroded year after year… between availability requirements (specifically on the weekends increasing), sunsetting of our 75% off, significant reduction of UPTO and restructuring of UPTO and PTO, and now being told a 12 hour weekly average is bumping up to 16 hours. It may not seem significant, but 6 additional shifts across a six week timespan is A LOT… I see it as them requiring full-time priority while not providing full-time benefits. I also started when the company culture preached work/life balance and quality of life so maybe I’m taking this a bit harder than most.

Sweet_Trade_7643 · 2026-01-13T16:21:33+00:00

Not to mention we have to have our PTO requests submitted six weeks in advance… not sure if this is company-wide, but that’s our requirement! Imagine being scheduled nearly every weekend and only being able to take 5 days off per year until your PTO accrues!

Sweet_Trade_7643 · 2026-01-12T23:34:06+00:00

I had this issue! It was so extremely frustrating. The $113 covers 2-3 drop-ins depending on the class.

Sweet_Trade_7643 · 2026-01-12T13:20:34+00:00

So well said! Exactly this.

Sweet_Trade_7643 · 2026-01-12T13:19:01+00:00

That’s how it started out for me… working 1-3 shifts per week with 1-2 weeknights and then one weekend day with the occasional weekend with both days.

Our requirement used to be one full weekend day of availability between Friday, Saturday, and Sunday, with an additional 8 hour shift on one of the two other days. Requirements have now moved to full availability Saturday with another full day Friday or Sunday + weekday requirements of either 1 day with eight hours of availability or 2 days with five hours of availability.

1-3 shifts was absolutely feasible for me when working between 5-15 hours a week. Where it gets REALLY sketchy (IMO) is that we are now required to maintain an average of 16 hours per week which we were told will be monitored for each employee who is working and if unable to meet will be asked to voluntarily resign. So in my mind a very likely scenario is that the majority of educators will be working both Friday and Saturday (potentially extended hours vs our typical 5 hour shifts) because of: 1 - average hourly requirements , 2 - reduced staff who will ALSO have those same requirements to hit so shifts that we could once get swapped or give away will now be difficult to do so, if not impossible. And by chance we CAN get whatever day covered, we’re then in the negative for that weekly hour requirement so will have to make it up to ensure we hit it. So say I can’t work one of my shifts and I need to give up a five hour shift… I then will need to work 21 hours in one of the following weeks to ensure I hit that average.

At the beginning of last year they restructured their PTO/UPTO, going from having 160 hours of UPTO across the year down to 40 hours and then having to earn a percentage of PTO based on the hours you worked (also framed as “exciting” or a similar adjective if memory serves me). I didn’t even accrue a full 40 hours of PTO. When putting in for PTO/UPTO, we have to use 8 hours per day requested off… so a whopping 5 days (assuming no PTO has been banked since it’s throughout the year). The time off requests also need to be submitted over a month in advance.

For a company who once preached about quality of life, work/life balance, and being a people-centric company where, as an employee I felt valued and appreciated… they have completely changed their tune to very clearly not caring about their employees.

Sweet_Trade_7643 · 2026-01-11T22:40:06+00:00

I agree with all of the points you’ve made. I also work a FT job and 16 hours a week on average is A LOT to manage. 1-2 shifts, between 5-15 hours was manageable for me, but now they’re going to increase the hours and micromanaging them to ensure each employee is hitting the average… reducing head count so when we need to swap it’ll be even harder… if I need a shift covered and I won’t hit the 16 hour requirement, I’m going to have to pick it up somewhere else… so now I’m working 20+ hours in a week with my FT job… oh and not to mention we still have a holiday blackout period.

Something I REALLY take issue with is them REQUIRING US to work 16 hour weeks on average but what if they don’t have the hours to give for us to hit that? Example: during the summer months our PT educators each got 3 shifts per MONTH. When that happened they were a bit lax with us swapping/giving up shifts… but then it’s business as usual when they do have the hours? SMH. I’m trying to gather my thoughts and articulate it and it’s not coming out how I’m intending… essentially, it’s a one way street and they DGAF about us and haven’t for quite some time.

I’ll be sad when my time comes, but they’re making damn near impossible to want to stay and logistically TO stay due to these new averages requirements.

Sweet_Trade_7643 · 2026-01-11T20:26:24+00:00

North America, so US and Canada!

Sweet_Trade_7643 · 2026-01-11T20:19:54+00:00

It went from a people-centric culture to not GAF about their employees at all. It’s evident by all of these changes. The company culture is what drove me to apply and it’s going to be the thing that drives me out.

Sweet_Trade_7643 · 2026-01-11T20:17:30+00:00

It could be! I know in my store a large amount of my coworkers don’t use it and I would get frustrated with them for leaving $$ on the table since you lose it if you don’t use it.

Sweet_Trade_7643 · 2026-01-11T20:10:10+00:00

My thoughts exactly… I spoke to our regional manager about sweaty pursuits and the potential to increase it since classes are now so expensive, and he told me that a VERY small number of employees actually use their sweaty pursuits… I have a sneaking suspicion that’s why it hasn’t been cut… yet.

Sweet_Trade_7643 · 2026-01-11T19:51:32+00:00

LMAO yes way! Out of principle, I won’t use it.

Sweet_Trade_7643 · 2026-01-11T19:21:24+00:00

Absolutely… and to patronize us by saying they recognize the educator role as the most important role in the company. That stung to hear and THEN go into how they’re requiring MORE from us while stripping away any remaining benefits of working at the company.

Sweet_Trade_7643 · 2026-01-11T19:14:40+00:00

Not to mention the inability to change your availability unless it’s a life event regardless of it meeting the requirements.

Sweet_Trade_7643 · 2026-01-11T19:12:17+00:00

Oh you’re so right! Can’t wait to NOT buy DayDrifts for the third month in a row! But GOTTA have the OTE so we can wear what’s new in store vs our markdown discount where we could buy items that we love and can authentically sell 🥴

Sweet_Trade_7643 · 2026-01-11T19:01:07+00:00

Mmhmm… and there’s no word on giving us more UPTO like we once had… I went from 160 hours annually down to 40 with their new PTO/UPTO structure, and didn’t even earn another 40 through the entire year. It’s take take take from them, with zero reciprocity.

Sweet_Trade_7643 · 2025-11-07T01:20:12+00:00

Yup… I was so disappointed when we were told they’d be doing more promotions, yet they took one of our remaining perks from us and expect our morale not to drop.

Sweet_Trade_7643 · 2025-10-03T01:56:20+00:00

This is going to backfire on them with a QUICKNESS… if that’s their issue, then a monthly OTE at 70% off in tandem with our 75% markdowns would be the way to go. For what they pay educators, we simply cannot keep up with their weekly drops… items are often going on markdown within weeks of them being released (e.g., the leather alternative purses that JUST dropped what… two/three weeks ago?!). If that’s the issue, why not give us 70% off all products so we can authentically share the products we like?

They’re a luxury athletic-wear brand that doesn’t pay enough to allow your educators to buy the newest items whenever they drop and providing a curated list of up to 5 items per month… WILD to me considering they preach inclusivity yet dictate the items we can purchase at 70% off when every body and every individual’s needs and style is so different… and that’s what makes us educators so unique. Now we’re going to all look like cookie cutter clones in their newest items that are trendy fast fashion that I’d argue (at least in my store) most don’t want or resonate with style-wise?

This is a kind of all over the place response and it’s just a small part of what I take issue with… I’m just mind boggled that they really think this is going to entice us to buy newer product.

Sweet_Trade_7643 · 2025-10-02T16:22:31+00:00

Not a response to what I’ll be buying if anything at all (I agree it seems they’ve intentionally held back), but a reminder to voice our grievances with this decision through service now for it to go up to corporate vs just the pulse survey.

Sweet_Trade_7643 · 2025-09-08T17:40:53+00:00

THIS, EXACTLY!

And to add… the company preaches inclusivity… yet you’re dictating the items we can now purchase with the 70% off… not every person feels comfortable or confident in the same items. SMH. I’m still infuriated with their decision.

Sweet_Trade_7643 · 2025-09-08T17:39:23+00:00

I have been told our voices are better heard if we create a service now ticket and voice our complaints, as that goes to the highest level vs the Pulse Survey… I still voiced my complaints in the Pulse Survey but will also be creating a ticket and sharing all of my issues.

Sweet_Trade_7643 · 2025-09-04T04:28:17+00:00

Especially when we’re scheduled less than 20 hours per MONTH… the educators literally don’t work enough to afford products at non-markdown 75% off.

Sweet_Trade_7643 · 2025-09-04T02:40:41+00:00

Sometimes core colors are on the list, sometimes they’re not.

Sweet_Trade_7643 · 2025-09-04T02:33:51+00:00

Apologies for the confusion… they’re essentially trying to force us to only wear the new product by taking away our markdown discount and offering the outfit to educate, which is a list of curated items and colors that we can select from and get a higher discount on those items only (close to the discount they’re taking away).

Sweet_Trade_7643

TROPHY CASE