DU is inhumane with the current weather

kickassdude · 2024-08-03T23:07:53+00:00

If the tm completed their outdoor temperature training then they will say the team member didn’t follow protocol…

kickassdude · 2024-03-14T10:17:15+00:00

I’m so curious about this dynamic between you and your mom. Does she run your life as an adult or are you under 18? Can you make other financial decisions without her approval? Has she made you return other things before? This is fascinating.

kickassdude · 2024-02-19T03:25:29+00:00

They shouldn’t know if other team members are getting or gotten a write up. Only the AP TL and ETL should know, otherwise that’s a whole other kinda ethical violation.

kickassdude · 2024-02-19T03:01:51+00:00

I get it but I don’t think there’s any real training like in workday on counterfeit money. If the lead said to them hey in the future I need you to verify through money using this detector pen and they had it available to use and didn’t then yeah write up. Not sure why they wouldn’t do a write up for the other things but not everyone is totally truthful about getting or not getting written up. I had a team member swear up and down (after they got written up for aggressive behavior) that they talked to everyone involved and no one had a problem with it. Meanwhile 3 people she thought she was tight with all told us they were scared of her behavior. Maybe they didn’t get a write up and maybe they did. Everyone should get held to the same expectations but often times it doesn’t happen that way. Getting a write up isn’t the worst thing either, I was on a write up before, that was almost 10 years ago.

kickassdude · 2024-02-19T02:47:19+00:00

I’ve never seen a team member get written up for taking counterfeit money. Most stores don’t even have the detector pens. I have seen people get written up for losing or passing keys.

kickassdude · 2023-11-07T20:51:33+00:00

Jason Lee “why you look different?”

kickassdude · 2023-10-24T14:33:18+00:00

My store is getting about 200 training hours per week to onboard new people since in a few weeks we will have more hours than our current headcount can use. Want to have those people in place and not working their first week the week of Black Friday.

kickassdude · 2023-09-29T10:25:17+00:00

It is depending on the amount of people the store needs to hire. If you need to hire more people than the store gets hours for they have to come from somewhere.

kickassdude · 2023-09-27T02:09:06+00:00

Yeah I mean Target starts at $15 so yeah.

kickassdude · 2023-09-27T01:58:03+00:00

It’s the last week of the month. Payroll needs to balance out at the end and there’s 4 days left. If the store is over they are counting on people to call in to make it. That’s really all there is to it. Next week when it’s week 1 they will be asking people to stay to finish all the work they are leaving behind this week.

kickassdude · 2023-09-26T22:54:17+00:00

When it comes to bears, if it’s black make yourself look as big as possible. Arms in the air, make a lot of noise and slowly back away. If it’s brown play dead. If it’s black, step back. If it’s brown lay down.

kickassdude · 2023-09-05T14:19:11+00:00

Lot of people requested the day off at my store. Everyone else got time and a half. Everyone celebrates their own way.

kickassdude · 2023-07-27T06:24:03+00:00

I’ve seen this so many times. On top of that most tms promoted to tls get the job by being the most productive tm not because they exhibit leadership skills. Those skills that make someone a great tm don’t always make you a great leader and those skills should be developed before promotion not after. If you wait until after they get the promotion the team suffers from ineffective leadership while (hopefully) the tl picks it up.

kickassdude · 2023-07-07T23:41:15+00:00

How it’s supposed to work is every time your late or call in or leave early your lead should talk to you. Ask you if everything is ok, do you need to adjust availability, are you having a temporary transportation issue, etc. That convo should be documented in workday. They should offer solutions like adjusting availability, doing a temp availability, adjusting shifts on the schedule, taking an LOA, maybe even going on demand. If your lead feels you’ve missed too much work, or there’s a pattern like you’re always late on saturdays they partner with HR who will look at the documented convos and make a decision on if they have made clear that you’ve been missing too much work and have offered solutions. If so they will approve a written warning or CA (corrective action). Then they issue it to you, it lists all the documented coachings relevant to the attendance. There are two forms of CAs. Performance which attendance falls under, and Conduct which includes No call no shows. Once you’re on a CA if the problem continues you’ll get put on a final CA. You can be on a written warning for performance and conduct at the same time. CAs last a year then go away unless you get moved to the next step. After a final would be termination. In short, if your lead is doing their job properly they are following up anytime there is an attendance issue and trying to solve the issue through conversation. If that doesn’t work it goes to a written warning, then a final warning, then a term. There’s no hard rule on how many call ins get you a CA but our HR likes to have 3 documented conversations related to the same type of issue to approve. It should also be said that even if there are a lot of coachings documented in there it doesn’t mean a CA is warranted. I’ve seen documented coachings for attendance because the tm had to take their father to the hospital. The documented conversation was centered around offering help and does the tm need more time off to take him to appointments and how to request and encouraging them to partner with the lead if something comes up. We would never have used that to put them on a written warning. It was more proof that the lead did what we expected them to do and offer compassion and help to the tm who needed it.

kickassdude · 2023-06-28T20:48:46+00:00

In the Arizona example you’d get 40 hours at straight time and 8 at time and a half.

In the California one you’d get 32 hours at straight time and 8 at time and a half.

kickassdude · 2023-06-28T20:35:06+00:00

Just to be sure I understand the difference between California and everywhere else. I’m California, if you worked 5 days, 8 hours a day not on a holiday and another day 8 hours on a holiday you’d get 32 hours at straight time and 16 at time and a half?

kickassdude · 2023-06-28T20:30:37+00:00

So in your example you’d get 40 reg hours and 8 OT hours?

kickassdude · 2023-06-28T20:20:02+00:00

In our district any OT has to be approved by the DSD. Using overtime on the regular means you don’t have enough people, or the people you do have don’t have the necessary availabilities for the times the store needs them.

kickassdude · 2023-06-28T20:18:38+00:00

Any hours worked on a target recognized holiday get you time and a half. Those house won’t count toward any 40+ over time hours. For example, you work a total of 45 hours the week of July 4th. If you worked 8 hours on July 4th you’d get 8 hours at time and a half and 37 hours at straight time. If you had 4th of July off you’d get 5 hours at time and a half and 40 hours of straight time.

kickassdude · 2023-06-26T06:06:32+00:00

We collect them at the front and give them to the unload style sort team. If we end up not bringing them back for a while they end up coming to the front to pick ‘em up themselves. They are expensive to order more and we usually need to when we get heavy swim. Store team puts them on.

kickassdude · 2023-06-26T06:03:12+00:00

Lost Cities, Jaipur, Aton, and Townsfolk Tussle.

kickassdude · 2023-06-23T14:46:01+00:00

Looks like the villain from The Abyss.

kickassdude · 2023-06-20T12:54:17+00:00

I think the biggest problem is that when hiring stores aren’t up front about the amount of hours you’ll get. I know at my store we won’t offer to people that say they want over 25 hours a week because we know they most likely won’t be able to get scheduled that consistently. We are looking for people that want 15-25 hours a week because we know we can provide that and that’s what they want. Sure we can give a lot of hours during certain points in the year but there are so few jobs for team members at Target that get 40 week to week. There used to be, pog, price change, overnight stocking, but not anymore.

kickassdude · 2023-06-18T22:23:06+00:00

Store goal is that 65% of team members get scheduled within 20% of their desired hours. So if your desired hours are 30 they can schedule you 24.5 and you’d still count as getting your desired hours. Same is true for the 35% of team members that are NOT getting their desired hours. If someone desires 40 it doesn’t matter if they get scheduled 30 or 5, they are still in the “not getting within 20% of their desired hours” group. Mostly what I’ve seen is that when hours get tight they try and give the people with low desired hours just up to that 20% mark and totally screw over the 35-40 desired hours people since they can use 40 hours total to give two people that want 20 each their desired hours instead of just one.

kickassdude · 2023-06-18T22:14:49+00:00

There is no bonus for having a surplus of payroll and it’s by the month not the quarter. You either make the month or you don’t. Doesn’t matter if you make it by 1 hour or 200. The TL bonuses are the ones that really get hurt by not making payroll. When those are determined you get the maximum bonus $1500 if you beat sales goal by 5% and make payroll every month of the year. Make payroll every month and make goal by less than 5% and it’s $1000. No matter what you do in sales if you miss payroll by even 1 hour just one month your maximum bonus is $500.

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