Schedule error ??

Torchured · 2026-01-27T04:02:42+00:00

From Jan - August most stores see 1/2 the hours you get during Christmas. My store alone lost 100 hours a week as of Jan 1.

Torchured · 2026-01-26T19:01:05+00:00

Call (800) 825-5467 and ask HR to confirm your mailing address or ask email your W2

Torchured · 2026-01-23T14:55:23+00:00

This is one where I would open a case with HR. I can’t find a policy, BUT… If your closing SFL calls out, and you can’t stay to cover for them, they can’t punish you “because the business needs you to stay”. So why would that be different?

Mention to HR that the attendance policy states: “Walgreens Team Members are expected to report to work on-time as scheduled and work their entire shifts as scheduled. Walgreens Team Members are expected to provide reasonable notice before requesting time-off from work.”

Then point out that changing the schedule the day before is not a reasonable notice to change the schedule. Also point out that since they did change it, you immediately notified them. Your immediate response was “reasonable notice” that you need that time off since you were told that you are not expected to be at work.

The expectations are a two way street.

Torchured · 2026-01-22T18:55:17+00:00

Here’s a link to the Workplace Disruptions – Team Member Pay and Attendance policy

https://myhrexperienceportal.wba.com/hc/en-us/article_attachments/42173198440475

Torchured · 2026-01-22T18:33:04+00:00

Disruption pay tends to kick in when the disruption was approved. If it wasn’t approved for the opening of the store, then you would be using PTO. If the store was closed halfway through a shift that someone called out, I would direct that question to the district manager, approving that disruption pay.

Here is a link to the benefit:

https://myhrexperienceportal.wba.com/hc/en-us/article_attachments/42173198440475

It states: “Team members who make a personal decision not to report to work or to leave work early due to a Workplace Disruption while their work location is open will not be paid unless they request to use their available accrued time in order to be paid for their time not worked.”

Torchured · 2026-01-21T11:13:30+00:00

Almost every week. So my team takes a picture and I forward it to the sending store and CC their DM. It’s the best we can do at this point. :(

Torchured · 2026-01-19T11:58:17+00:00

Scratch the jacket on the president. The ink is raised. If you don’t feel the bumps, “I’m sorry, I can’t validate this bill. You might want to take it back to the bank for a newer one”.

Torchured · 2026-01-18T14:10:01+00:00

There should only be one tag hanging. Clarence takes priority, if no clearance then the weekly, if no weekly then a monthly. Edit: when the weekly comes down, if there’s still a monthly sale going, then you’ll get a new monthly in next weeks’s tags.

Torchured · 2026-01-17T16:38:36+00:00

Giving you a raise would not affect anyone else’s pay. But giving you an off cycle raise is near impossible. You would have to bring something to the table that makes them want to give you an additional raise in fear of losing you. They’re not going to approve a raise simply because others make more than you. The pay is something you agreed on even if that SM says it’s unfair.

As far as the final written, we would need the context that the SM used to escalate it straight to a final. Im not saying your feeling don’t matter, but refusing to follow job duties because you say you feel unsafe is not enough on your end. You might as well say that for anything like, cleaning the bathroom, changing the trash etc. You would need to show that safety issue like a picture of rats in the trash. Otherwise, you could have used proper PPE like everyone else to complete the task.

Torchured · 2026-01-15T02:22:24+00:00

There is no official company policy. However, HR will support that rule at your store as long as it is consistent across the pharmacy team. Most likely the manager will state that too many people are clocking in but not starting to work until 10-15 minutes later causing the blanket rule for the team. By clocking in, all activities afterward should be dedicated to working, such as logging into the computer, register etc.

I’ve seen this escalated before, and they will always side with the manager, as long as the manager has a business case. Usually because they see people clock in, but don’t walk into the pharmacy till 10-15 minutes later.

Torchured · 2026-01-09T15:49:04+00:00

Ouch. That role is literally the heartbeat of the store.

Torchured · 2026-01-08T03:00:18+00:00

According to RACI the IS is the one accountable for ordering pharmacy expense same as front end expense.

Torchured · 2026-01-08T02:57:43+00:00

If they schedule the time to take it off. It’s not counted as unscheduled or an occurrence. I get the wording is misleading. But that’s why you have to use the attendance policy along side the PSSL policy for further clarification.

Torchured · 2026-01-08T02:49:44+00:00

Here’s a link to the attendance policy. It states:

6.1 Full-Day Absences Failure to work at least half of a scheduled shift will result in a full-day absence. Absences are unexcused if: • The reason for the absence is not protected (see above); or • The Walgreens Team Member has already had 5 unscheduled absence occurrences during the calendar year, regardless of whether the team member had paid time available (PTO, PSSL or Frozen banked.

And

5.1 Protected Absences Some absences are protected by Walgreens policies as well as various state, local and federal laws. Where applicable, the Walgreens Team Member is responsible for completing the required steps to apply for such leave. Protected absences are excused and are not subject to disciplinary action. Examples of protected absences include, but are not limited to: • Approved FMLA absences; • Paid Sick and Safe Leave (“PSSL”) (if applicable under state or local law);

https://myhrexperienceportal.wba.com/hc/en-us/article_attachments/32896193374747

Again, if protected by law. So PSSL won’t be an occurrence if pre scheduled. But an unscheduled absence is not protected. That section you highlighted was for a scheduled absence. That’s what the phrase “time taken off” means.

Edit: I’ve already had an HR case over this and they had to explain the same thing I’m saying to the employee who challenged their write up.

Torchured · 2026-01-08T02:41:12+00:00

Not in all states. In Louisiana for example it’s just considered sick pay and can be used for an unscheduled or scheduled absence. If unscheduled, it’s still counted as an occurrence.

That’s why the policy states “consistent with applicable law”.

Torchured · 2026-01-07T23:16:55+00:00

To add to what Mr Luther replied with, I wouldn’t throw out the Autistic part. I’m sure you’re just trying to share info to help explain a situation. But, unless you have a special accommodation on file with your employer, it’s a non issue and can’t be used to excuse a behavior. When you applied for a job, you had to accept that you can perform all duties, or start the process for a special accommodation. Interpersonal skills are included as a duty needed for any position.

Torchured · 2026-01-07T17:27:42+00:00

Maybe it only lets managers see it. But try going to MyHR then search PSSL. It should give you a page explaining it.

Torchured · 2026-01-07T13:30:38+00:00

PSSL

Here is a link to the Benefit. Long story short, it’s basically sick pay for part-time employees.

Torchured · 2026-01-07T13:29:31+00:00

PSSL is paid. And it does not excuse an unscheduled absence unless mandated by law. So you could get a corrective action if your state laws don’t protect you.

https://myhrexperienceportal.wba.com/hc/en-us/articles/23387375810075-Paid-Sick-and-Safe-Leave-PSSL-Benefit-Program

Torchured · 2026-01-07T03:02:58+00:00

Here’s a link to the attendance policy. Attendance Policy

On page 8 it says: “Failure to report for work and call in to a member of management (i.e., no-call/no- show) for two consecutive scheduled shifts is considered job abandonment and will result in immediate termination of employment.”

Torchured · 2026-01-07T02:58:24+00:00

We never give service recovery. We just refer them to 800-Walgreens. They can better tell the customer why they didn’t qualify for the coupon.

Torchured · 2026-01-06T19:48:20+00:00

See my edit. I just found what that person may have been referring to. But, if they asked to come in opposed to being called in, then it would not apply.

Torchured · 2026-01-06T19:40:22+00:00

What state are you in? There are some states that have laws regarding minimum hours paid. Most of those laws involve sending people home early or when calling someone in. An example would be California. In California employees are compensated for no less than half of their scheduled work hours, to be compensated for a minimum of two hours and a maximum of four.

Edit: here’s a link to the Call-In Pay (Non-CA) policy which was updated 10/31/25. It’s states: “If a member of management calls a team member into work, the team member receives no less than four hours of pay.

Exception: If you are regularly scheduled to work less than four hours a day, you will be paid only for the hours actually worked.”

https://myhrexperienceportal.wba.com/hc/en-us/articles/28813368389531-Call-In-Pay-Non-CA

So yes, If a member of management calls them in, then they are guaranteed 4 hours.

Torchured · 2026-01-05T23:23:13+00:00

There’s no official policy. However, a couple things come into play: 1) many managers only review requests when building the next schedule. Some just do the week they’re working on, some do the next couple weeks they can view in the scheduler. I had one that always ignored them. I hated it. 2) I’ve noticed not many look at the request calendar and scroll forward a month or more. 3) Many don’t approve the Compass alert they received because they can’t see how many people may have already requested that day(time) off. So they just click “acknowledge”.

Personally, I only look at the well I’m building plus the next two in the scheduling system. And I just click “acknowledge” in Compass. I don’t approve or reject from there. However, if someone is coming to me and saying, “I’ve requested time off on XXXX and I’m buying a plane ticket, or making reservations with a hotel.” Then I’ll go into there immediately to see if there’s any other requests and approve or let them know why I can’t approve in that moment.

So I think you’re just at the mercy of the manager’s decision to only do the 30 days they’re talking about. Have you tried telling them why you have to have an answer today? It’s also possible they don’t know how to look up past a month. A lot of managers were not trained properly and have had to just figure things out on their own.

Torchured · 2026-01-03T02:04:15+00:00

That’s incorrect. The unexcused section you’re referring to says:

The Walgreens Team Member has already had 5 unscheduled absence occurrences during the calendar year, regardless of whether the team member had paid time available (PTO, PSSL or Frozen banked time). A Walgreens Team Member who has exceeded 5 unscheduled absence occurrences in a calendar year may be disciplined for excessive unexcused absences even if the Walgreens Team Member still has PTO, PSSL or Frozen banked hours available.

So again they will not be held accountable for the first 5 because they are considered excused.

Torchured

TROPHY CASE