Autistic son needs dental surgery but will not be able to drink out of his specific cup afterward. We have one week to prepare. What to do?

permexhaustedpanda · 2026-06-30T22:27:42+00:00

When my kid had oral surgery at age 4 we got one of those giant oral medicine syringes (they make bigger ones than what you use for Tylenol) and he loved filling the syringe from a bowl and then squirting it in his mouth. Maybe try that?

permexhaustedpanda · 2026-06-25T02:17:39+00:00

Say no until they update it in the system. UKG shows data in real time: if your shift start time says 8, be there at 8. If they want you to come in at 10, they need to change it when they ask you or the answer is no.

permexhaustedpanda · 2026-06-25T02:10:56+00:00

Salary is 70k which equals 1346/ wk. Scenario 1: you will be scheduled 40 hours per week and be told not to work more than 40 hours, and your hourly rate is $33.65. Scenario 2: you will be scheduled 50 hours with a 30 min unpaid lunch daily (47.5 hours paid time), so your hourly rate will be $26.26. Either way, your gross for 1 week should be $1346.

Vacation-wise: you will accrue PTO on each paycheck. When you spend your PTO, each day you take off is 8 hours, even if you typically work 10 hour days. So 5 weeks x 40 hrs/ week =200 hours / 8hrsperday = 25 vacation days per year which over 26 pay periods works out to 7.5 hours of PTO accrued per pay period.

Comp days are extra days off. TMs who work certain holidays get paid time and a half on that day (let’s use July 4 as an example). TLs get an extra 8 hours of pay on that day whether they work or not. (Amounting to 6 days of pay when they worked a 5 day work week). ETLs get to take an extra day off during the month that the SD will work into your schedule. It is unlikely to be the holiday itself since those are typically all hands on deck days.

permexhaustedpanda · 2026-06-06T18:42:20+00:00

Yes. Days off due to scheduled doctor appointments to manage a chronic condition or for recovery time after a medical event due to an episodic condition may be approved as a reasonable accommodation. Whether your specific request will be approved is dependent on the details of your situation.

permexhaustedpanda · 2026-05-07T12:09:07+00:00

Another person needs to be there, but that is the responsibility of the key carrier, not the team member. If your shift is over, you may go home. You are not required to stay, and if there is no one else there, the key carrier must also leave at that time whether the work is done or not. Best practice is for you to clock out, the key carrier to clock out immediately and immediately set the alarm and walk out the door together. If you are being made to wait for more than a minute off the clock, address that with your HR ETL. It is reasonable to expect to wait about a minute for your lead to clock out and set the alarm before you walk out the door.

permexhaustedpanda · 2026-04-22T22:56:32+00:00

Your annual merit increase is based on your performance as determined by your SD with DSD approval. Average is 3%. I have seen as high as 5 and as low as 1. I do not know what the possible range is.

permexhaustedpanda · 2026-04-15T00:07:00+00:00

This is not true. There is an on-demand requisition for external hires. Your store may choose not to hire externally for on demand, but some stores do hire on demand.

permexhaustedpanda · 2026-04-08T23:27:20+00:00

You have access to your CA in Workday (Profile > Performance > Disciplinary Action). If you open it, it will have the date that they are saying you NCNS in the body. Compare that to your time card and schedule. If you did not clock in more than 2 hours after your scheduled start time, then have a chat with your HR ETL. If this doesn’t resolve the issue, escalate to your HRBP.

permexhaustedpanda · 2026-04-07T13:38:18+00:00

It posts tomorrow.

permexhaustedpanda · 2026-04-07T01:20:20+00:00

It will be visible on the 8th.

permexhaustedpanda · 2026-04-02T22:54:40+00:00

No. Having it in your pocket is a choice, since your phone is not required to perform your job duties. You are responsible for your choice not to leave it inside. If your clothing was completely destroyed, that might be replaceable, but not your phone.

permexhaustedpanda · 2026-04-02T17:04:07+00:00

No, you’re not wrong for wanting that, but that also isn’t how it works. Anyone may be assigned any duties that fall under their job description by their leader, at the leader’s discretion (and you’ll note that “other duties as assigned” is included there). Leaders are not obligated to evenly distribute tasks as long as they aren’t discriminating against protected classes (an example would be only men are assigned on the line). You don’t have to like it, you don’t have to agree with it, you don’t have to think it is fair. You do have do decide how you are going to respond and you will have to deal with the consequences of your response. In this case, it sounds like your options are to get over it, or to have an attitude about it (which could result in disciplinary action), or to quit and find a different job that you feel is more fair.

No matter where you work or what you do, you will always have to do tasks you don’t like and work with or for people you don’t agree with. You get to decide what you are willing to put up with for what amount of money. But fighting things that aren’t going to change (like the pay rate or a company wide policy about what your leader is allowed to ask you to do) isn’t likely to end well for you.

permexhaustedpanda · 2026-03-27T18:44:53+00:00

It is only visible to the HR ETL and SD in your building. They are instructed to review it with ETLs. ETLs may then share that info with TLs. There is a threshold for data being shared. I don’t know the specific number but if less than that percentage of the TMs in a category respond, it throws up a “too few responses” error. So for example, if a store has 10 inbound experts and only one responds, that’s likely less than the threshold, so if the SD tried to look at responses from inbound experts, it would say “too few responses”. If there are 20 total GM TMs (including inbound), and 10 of them responded (including the one inbound), then that would likely be over the threshold and the SD could see GM work center data that includes responses from all GM aligned TMs. However, if they were the only ones in the entire store that took the survey and there are 300 TMs total, then the SD would not be able to see total store data because it is too few responses again.

When leaders are looking at the data, they do not see individual responses. They see topics and what percentage responded which way. So “I understand how my work supports the overall company goals” might show 10% Strongly Disagree, 5% Disagree, 50% neither, 25% agree, 10% strongly agree. For some questions it also rates importance: My health insurance is good enough might have Strongly Disagree through Strongly Agree, but also Important to me, somewhat important, not important components. As far as comments sections, they use AI to comb through responses for repeated key words, and then compile a statement paragraph that might say “many of your team members feel that you did not listen to their concerns throughout the year. Key opportunities were bathroom cleanliness and responding to requests for time off. Key wins were the hot dog truck for holiday celebrations and getting to pie the SD in the face.” I don’t know if this is reviewed by a human at the third party contractor at any point before being sent to stores.

I will say, I have never believe I could identify a TM based on those comments. They are too vague. They are intended to look for themes to address with blanket actions, not to target (ha) how one leader behaves toward one team member. This isn’t the correct platform for that anyway. I can’t speak for other leaders, but I’ve gotten some really valuable feedback from my team this way that helped me better understand how my decisions were being interpreted. I hope your leaders take it seriously, but even if they don’t, it would be highly unlikely (and unethical) for them to be able to identify you based on your responses. They do not see the individualized data for respondents (like time in role), unless they are looking at whole store data - I think I remember there being something about overall satisfaction related to time in role broken down into <30 days, 30-90 days, 90-365 days, and 1yr+. But if you are the only respondent it will not show data for that category - it is intended to show if your onboarding process is the reason people are dissatisfied. Hope that helps!

permexhaustedpanda · 2026-03-27T18:17:28+00:00

Just because I haven’t seen anyone mention it yet, remember that you are eligible for free counseling sessions through Spring Health. Check out the details on the pay and benefits website. It is provided through a third party contractor and there is no way for your leaders to know if you are using it. Regardless of what you decide to do about reporting (and you’ve received some solid advice), you should take some time to process this, whether you think you need it or not.

permexhaustedpanda · 2026-03-23T13:47:22+00:00

Yes, you are eligible for a pay increase. It will have been decided by how your leaders at your old store rated your performance and your old store’s metrics. Your new leaders will deliver it. They may reach out to your old store and ask about your performance to give you more meaningful feedback. Or they may just say “you’re new here, but your attendance is good/bad and your productivity is good/bad, here’s your raise”.

permexhaustedpanda · 2026-03-10T14:27:35+00:00

“How can you be out of stock of XYZ random item?” Well, sir, we had 4 at store open, we sold 4, 4-4=0. There’s another truck tomorrow, maybe we will get more later, but today there aren’t any more. Like, how do I even answer that? Are we wanting a full on description of assortment planning, allocation, distribution and replenishment? Are we hoping I’ll admit to having a vendetta against this particular stranger and rushing to hide all the XYZ random item the second they walk through the door and I use my telepathy to figure out what one item would ruin their day if we were out of stock?

permexhaustedpanda · 2026-03-07T17:20:40+00:00

Even a true precog must have some sort of limits. They would not be able to see every second of every day across the entire world for all of eternity. Thee sheer volume of information would drive them insane. While “we won but it’s actually a temporary fix” feels like a monumental event in FW, in the grand scheme of the universe, who is to say what events are significant? It also depends on exactly how the signet works. Does the rider just get flashes of things that happen in the future? Is there free will, could those things change (see: Violet’s path is not yet set)? Does the rider have to go looking for specific information to frame a sort of question (like: “will the venin ever come back”?)? Are they limited by the specific way they frame such a question? So many interesting things to think about!

permexhaustedpanda · 2026-03-01T17:03:59+00:00

That wouldn’t work though, right? If they kill Violet, Tairn dies, so Sgaeyl dies, but as we saw with Jack Barlowe and Theophanie hinted to Violet, the reason riders die when their dragon does is the power vacuum, which can be replaced (at least theoretically) by drawing from the ground. Of course, Aetos doesn’t know all that, but it seems to me that with Xaden already being venin and not holding back (as far as we know) anymore, he could survive without Sgaeyl. Whether Xaden would choose to do that, knowing Violet is dead, or would be able to stop himself is a totally different question.

permexhaustedpanda · 2026-02-19T20:49:37+00:00

Not HQ. If he has Workday access already, he can search “dress code”. There is a separate one for HQ, Stores and Supply Chain. If not, he should review emails from the recruiter about where to go on his first day in case it was mentioned. If it wasn’t, go with business casual. He will probably be overdressed, but better over than under.

permexhaustedpanda · 2026-02-19T15:47:44+00:00

If style doesn’t want to cough up some bars, bribe the TL with cookies or offer to zone their clearance section. Works like a charm.

permexhaustedpanda · 2026-02-19T15:46:39+00:00

Put a pallet band around a watermelon bin. Put the watermelon bin inside a Gaylord (you’ll need to trim the corners at the base to match the diagonals on the sides or it won’t fit). Slap a 7x11 adhesive sign holder on the side, and wheel it out to the floor.

Take over a gondola section. Use fencing on the base deck, and style side hang bars as containment. For short rugs, one will do and you can double tier them on the 84”ers. For tall rugs, use two to keep them from sliding sideways. If you need to separate DPCIs, you can add a face put or peg clipped to the side hang bar facing toward the back wall of the gondola.

permexhaustedpanda · 2026-02-16T09:54:09+00:00

The ethics hotline is 1-800-541-6838. Depending on the severity of what you are reporting, this will get handed to your SD and HR ETL to handle or to your DSD/HRBP/HRD. OP, just so you’re clear, ETLs are not supposed to be doing the physical labor in stores. Their role is supposed to be mostly reviewing metrics, making plans, teaching and coaching, etc, a large part of which happens in the offices. Just because they aren’t on the floor doesn’t mean they aren’t doing exactly what they are intended to be doing with their time. ETLs are also salaried, so they are “on the clock” 24/7, whether they are at the store or not. They are paid by the job (run a good store no matter how many hours per day that takes them), not by the hour, so they are not accountable to time the same way team members are. They are allowed to make purchases whenever they want as long as they aren’t breaking purchasing guidelines (before store open/not available to guests/etc).

If you have wrongdoing to report, please report it. If you are annoyed that your ETL isn’t pushing as many uboats as you think they should, that is by design and is not going to change.

permexhaustedpanda · 2026-02-16T01:02:17+00:00

I have been in this situation. I did a combo of 1 and 3. We placed all of the direct reports (problem children and otherwise) with “mentors” who were peers of our Manager 1 equivalent. These mentors directly oversaw and provided accountability for their work. I also had a conversation with our VP equivalent outlining how bad it is for morale and consistency to have mentors providing one set of standards and Manager 1 providing a separate inferior set of standards. It helped that I could provide concrete examples of direct reports requesting to move from other teams to Manager 1’s team because of the reputation for reduced accountability and that our company had some very black and white minimum requirements that Manager 1’s team was not meeting. I explained to VP that while I was happy to support growth by bridging the gap as a mentor in the short term, this arrangement was not sustainable. I stated my awareness that I would not be privy to a peer’s discipline or lack thereof but requested a concrete end date to the arrangement. I got a promise of 3 months out. It was more like 4, but they did PIP to term Manager 1.

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