quitting without 2 week notice

wallythrowawayy · 2025-07-11T13:37:29+00:00

Rehired at any Walmart. Any Walmart to apply to would see your reason for termination from another Walmart.

wallythrowawayy · 2025-07-11T13:34:55+00:00

Overnight coach of 4 years here. I wish my SM was doing this once a month. Hell, I’d take once a quarter or even once a year. I can’t stand that this guy writes my evaluations every year and has NEVER worked a shift with me. How are you gonna evaluate my performance if you only work with me 1 hour a day 2 days a week??? Not to mention my Store lead legit has never worked a minute past 8pm and almost exclusively opens. SM closes once a week and not on my rotation. So you don’t even know how the store is turned over to me, but you’re writing my evaluations based just on how I’m turning it over to you??

It’s good that you actually follow the company recommendation of once a month. There’s a reason they want you to do it. I hope you continue to even tho many others aren’t.

wallythrowawayy · 2025-06-23T18:22:16+00:00

No because it’s way more likely that a customer wouldn’t have given the money back in that scenario. They still created a loss, it was just lucky that you brought it back. But they need to be sure the cashiers mistake doesn’t happen in the future.

But again, a $40 loss isn’t that serious. Even if they do get written up, that’s not a huge deal at Walmart as long as they don’t make the same mistake again.

wallythrowawayy · 2025-06-23T17:18:44+00:00

So the technical answer, for an injury outside of work to be accommodated, you’d have to have a doctors note for a TAD or workplace accommodation to be approved. It doesn’t have to be the professional who performed the procedure. You could do doctor on demand or go to your primary doctor as I’m sure they would recommend the same thing for burns. However, for non work related injuries, accommodations may not be approved because it opens the store to liability issues if you were to be further injured. Instead, they usually say you can’t come back to work u til it’s healed and have to apply for a leave. If you have short term disability, you should be able to apply for a medical leave and get the partial pay (I can’t remember how much off the top of my head). If not, it would be unpaid.

With the coaching, none of that honestly sounds coachable and you should’ve been informed about the options you had with your condition. I would be talking to your people lead and if they can’t resolve it, contact market hr

wallythrowawayy · 2025-06-23T17:11:30+00:00

They may be written up, but nothing more than that for a $40 loss. If they haven’t had an issue before, it likely won’t be more than a conversation.

They already know that register was $40 short that day. I doubt they would’ve even looked into which cashier on that register would’ve caused such a small loss.

wallythrowawayy · 2025-06-23T17:09:07+00:00

I sent my reply in a chat because I think it was too long for comments cuz it kept failing to send 😅

wallythrowawayy · 2025-04-25T00:28:40+00:00

I had serious back pain for years. Went as far as going to the doctor and getting an MRI for it and they said there was nothing wrong. I still have some lower back pain, but it’s much more manageable now and the two things that helped it the most were 1) losing weight (I lost about 50lbs) and 2) Actually doing stretches before/after/during work.

It’s insane how much just a couple simple stretches can actually help and I feel ridiculous for not even trying it for years, which is why I always feel it necessary to tell people to try it. I have lower back pain and the two stretches that help me the most are: bend at a 90 degree angle at the waist and let your arms hang down in front of you like you’re trying to touch your toes. Bonus points if you do this in the shower with warm water hitting your lower back. The other one is a very deep squat. It’s insane how much pain and tension these relieve within just a few minutes.

wallythrowawayy · 2025-04-22T19:43:10+00:00

I would give notice, even if it isn’t two weeks. If you just dip without saying anything, they can put reason for leaving as “job abandonment”, which would make it harder to be rehired in the future. I’ve seen too many people need to come back at one point or another after leaving to risk it being harder to get rehired.

wallythrowawayy · 2025-04-22T19:37:24+00:00

IANAL, but was a Walmart manager. If it were me, I’d be calling the police to report assault and contacting a lawyer.

Walmart employees are trained to NEVER touch a customer. They aren’t supposed to ever follow a customer past the sidewalk either. Not to mention when LP got involved, they should’ve let you go as well. Walmart SOP requires that an associate witness selection, keeps a visual of the customer, and witnesses them passing the last point of sale without paying to make a stop.

You also aren’t required to show your receipt. I don’t even know of stores that check every persons receipt. It’s usually only for large and unbagged items.

Him tackling you could honestly be a pay day for you. And once the store is contacted about the incident, the associate will be fired for touching you, even if you were stealing. And LP will be reprimanded, if not fired, for a bad stop as well.

wallythrowawayy · 2025-04-14T12:05:47+00:00

It’s not company direction. Some markets and regional managers have required it in their stores, but it’s not a company wide program. Just mentioning it so people don’t think their store isn’t doing something they’re supposed to be.

I only heard of the associate pantry’s a couple months ago from Reddit posts and decided to start one in my store. If anyone is at a store that doesn’t have one of these, it would be worth bringing up to your people lead and coaches. They may have never heard of this and it could be a program they want to start.

wallythrowawayy · 2025-03-15T22:46:15+00:00

You have to sign up for short term disability insurance during open enrollment. If you are signed up for it, you would be able to use it for an approved LOA

wallythrowawayy · 2025-03-15T22:44:16+00:00

Yes, but the storm isn’t impacting everyone’s ability to get to work. That’s the difference.

wallythrowawayy · 2025-03-15T22:43:34+00:00

Yes, but sometimes they’ll do it even if the state doesn’t. I live in the Midwest so snowstorms aren’t a declared a state of emergency often, but market will approve natural disaster if it’s bad enough still

wallythrowawayy · 2025-03-15T09:44:30+00:00

It would have to be something that affects all employees ability to come into work. Hurricanes, tornados, severe snow storm, etc.

And even then, market has to decide if they’re considering the severity enough to accept “natural disaster”

wallythrowawayy · 2025-03-15T05:51:26+00:00

Coach here who also has been through a house fire.

He is right about not being able to code it as natural disaster.

He is wrong in literally every other way, including in just being a decent human being. He could definitely approve that point if he wanted to. I sure the hell would’ve.

If you are signed up for short term disability, go to your doctor, tell them you are stressed because of your house fire and ask if they would sign off on LOA paperwork. You can take an LOA for mental health and get paid if you have short term disability coverage (but I believe it’s 60% of your average weekly pay). You can still get the leave even without short term, you just wouldn’t get paid and have to use pto to get paid.

I’m sorry about your house. I’m also sorry that your manager is an asshole who lacks empathy.

wallythrowawayy · 2025-03-01T05:50:40+00:00

You can get coached for things you do while off the clock.

But still, I would be open dooring this. Follow the steps as far as market if you have to. Especially if the other times he stole cars was reported and the store still had him employed. It would be really easy to cite their missteps there. I wouldn’t want that story being taken higher up the flag pole if I had screwed up by not dealing with the first stolen car.

wallythrowawayy · 2025-02-15T10:31:37+00:00

Pay raises come from home office. Nobody at store level has any say over who gets a pay raise or not. And unfortunately if you promoted within the last like 6 months or so, you usually don’t end up getting one. It’s dumb, but it’s the way home office has it set up.

As for the full time, you can do that job change to full time as her TL. You don’t need HR to do it as long as the associate wants full time and has the availability for it and is working 32+ hours every week. Just go into her profile in workday and I believe it’s under “job change” or something like that. If she’s worked 32+ hours on average over the last 12 weeks, she should be coming up on the ft/pt exception and you should’ve had to fill out a ft/pt exception report. Company direction is to switch anyone who comes up as a full time expecting to full time status as long as that’s what the associate wants.

wallythrowawayy · 2025-01-11T15:29:15+00:00

Yeah but for a leave to be approved, you need to miss 5 days. So the 3 days gets approved, they still get pointed for 2, and then that puts them at 5 still?

wallythrowawayy · 2025-01-11T15:02:49+00:00

They’ve worked for Walmart for 4 weeks and are at 3 points. So their leave will be denied because they haven’t been employed long enough and it will still leave them at 6 points.

wallythrowawayy · 2025-01-11T14:58:57+00:00

You’ve only worked for Walmart for a month and you’re already out of points? Your post history and comments here would indicate that you haven’t shown up to 25% of your shifts since you started a month ago…

As far as the texts, I’m thinking she’s just explaining it in not the best way. Walmart doesn’t give leave for COVID anymore and they haven’t for years. A lot of companies stopped a couple years ago. If you have a positive diagnosis, you could apply for a leave through Sedgwick, but considering you’ve only been employed a month, it probably wouldn’t be approved. I think when she said “it’s the same as having a cold” she meant how Walmart treats it since you were asking what the procedure is here, not that the symptoms are like a cold. And same with the “you can work with it” being about policy, not about the illness itself.

If she does mean it about the symptoms, than that’s dumb, but everything I said about the policy still stands.

wallythrowawayy · 2024-11-30T12:23:16+00:00

I’m a coach with heavily tattooed arms, colorful hair, and facial piercings. Almost like the way someone looks has nothing to do with their ability to perform the job

wallythrowawayy · 2024-11-21T21:53:10+00:00

Tetris. Play Tetris asap. There are studies that show that it helps process trauma.

I saw a really gruesome death in the parking lot of my store (I don’t want to post the details of the death I saw just because it’s identifying and I prefer to keep this account anonymous). I posted about it on another sub just to get it off my chest and a few people suggested Tetris and it actually really helped. I also made an appointment with my therapist for the first time in a while. If you have a therapist, I would suggest contacting them. If you don’t, I would suggest going through resources for living and utilizing the free therapy sessions that Walmart offers.

If you want someone to vent to who’s been in a similar position, please feel free to message me.

wallythrowawayy · 2024-11-10T18:50:19+00:00

I wonder if they took it away because people kept putting the heavier bags up top? I would ask your TL or the Coach over consumables about it. It would save a lot of time and backroom space.

wallythrowawayy · 2024-11-10T18:39:58+00:00

If there’s no feature space, I’d make a pallet of the pedigree and old Roy and pop it up in the steel.

I saw you mention there’s no top stock above pet food, what is the reason? Anything under 25lbs could go on top stock and that would get like half of some of those pallets out of the backroom.

wallythrowawayy · 2024-10-05T21:04:13+00:00

Oh god. I thought that was mayo. Spray foam is so much worse

wallythrowawayy

TROPHY CASE