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Honestly yeah, even after getting 6%. I've been getting recognition from Operations Directors, FBCs, Starbucks DMs, HR Directors, and Store Directors from other states and yet I lost about $4k last year because my expenses have gone up so much. Inflation was around 3 and a half percent last...

I'm assuming I'm the only one in my store to get it. We have 7 TLs, so I doubt they could give it to two of us. Certainly not more than two. I'd guess we have one at 6%, two at 4.5%, three at 3%, and one at 2%. None of us are bad enough to get 1%.

Yeah that did happen with TLs when TL pay went up in my district last year. Our TM pay is stuck at 15 so I can’t speak to that.

The cap is probably high enough that you’ll never reach it. Plus when they increase the base pay for your pay grade, you effectively lose your merit raises. For example, if they raised the base pay in your store to $17.50, you’d still be at $17.63. And if they increased it to $18, you’d be at...

4.5% is the highest a TM can get.

From what I've gathered, there are 5 percentages that TLs are getting, which makes sense with a 9 box grading scale thing. 1%, 2%, 3%, 4.5%, and 6%.

3% sounds like the middle of the 3 possible percentages. I might get my review tomorrow and I'm expecting 5%.

TL bonuses go like this: $250 minimum. $500 if your store meets sales goal or payroll. $1000 if your store meets sales goal and payroll. $1500 if your store meets sales goal by 5% and meets payroll. There is no bonus for underspending extra payroll, so the goal is to spend all of the hours...

Yeah it's pretty ridiculous and they need to fix that. I worked 39.93 hours and want to use .07 to get up to 40, but I can't put that in. I spoke to my HRTL and she said she can enter that manually, so I guess I'll be bugging her every week and then double checking my paycheck to see if she...

You should be able to request a day off for a doctors appointment to make sure you don’t get scheduled and then use sick pay to cover it.

And that's why I might start writing in fake shifts for my team lol. If our sick time just builds up and maxes out, we'd be at the point where we would get rewarded for calling off. I'd rather figure out a different way for them to use this benefit.

True, but some of us almost never get sick. And when we do, it isn't enough to be held against us. So we'll need to find other ways to use our sick time.

It's very unfortunate for small format stores with no ETL. Even my HRTL can't approve this stuff. It's strictly up to the SD to do it for the whole store.

New Year's Day, Memorial Day, Juneteenth, Independence Day, Labor Day, Thanksgiving, and Christmas Day. None of the "Eves" count btw.

You can still only use vacation up to 40 hours worked that week. This does not include the 8 hour holiday pay for TLs, meaning you can end up getting paid for 48 hours. But the real way to do it is to work a long shift on the holiday and then work 40 hours the rest of the week. If you work a...

$.03 would be a .2% raise at $15/hr, which is possible if someone had been with Target for a little less than half the year. If you were at Target for the last 100 days of the fiscal year and got the .5% raise, you'd get 15 * (100/365) * .005 = $.02

The amount of top raises is determined at the district level I believe, and then each store decides how to divide them up to their TMs. At some stores (re: all the ones I've worked in), the TLs had the biggest say in who got each raise, while the ETLs and SDs helped manage the budget because we...

Yes but there are plenty of TMs who deserve DEO and don't get it because of budget constraints.

That’s pretty much what it is already, it just gets prorated for TMs who got hired less than a year ago. 4% for top performers, 2% for middle, and I don’t know what the bottom one is because no one on my team got it. It was supposed to be 0%, but I saw a pic of someone getting .5%.

I agree with everything except one point: how does offering sick time help with attendance issues? Doesn't that incentivize people to call off?