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I guess I'd be thin skinned if I was working for minimum wage too

actually, hourly employees the CA is handled by hr mgr & stl, exempt employees are hrbp

Ya, these things are very tricky, you have to know what step you are being given, counseling, 1st written, final written, or termination.

unfortunately, this is a chart only HR has access to, so you would have to reach out to them to find out about the chart

ya, 45 minutes is way too long of a break, though of course you want to do a seek to understand to make sure there weren't extenuating circumstances! But 20-25 mins? C'mon, give'em a break, they work for 7$/hr!

Be careful to keep in mind that it isn't based on when the punch correction is submitted, but rather when your supervisor/hr/manager get around to approving the punch correction. If it's not approved before payroll runs, it won't matter when the tm actually submitted it

As mentioned, this can vary based on state requirements, unemployment laws, class (exempt/tl/tm/etc), number of hours and/or days of closure...etc.

Everyone deserves to know what infraction causes which result. This is why people need to unionize and why we need more government regulation on employers. It keeps them from discriminating against one person while someone else can commit the same infraction but not even get a coaching.

No offense, but if you make between 7$ and 19$ an hour, you are NOT being "compensated well"!!! Therefore you WOULD benefit from a union!

If employers are so opposed to Unions that they force their employees to watch anti-union videos and that they threaten to close rather than allow unionization, why don't the poor and middle income employees around the country realize it's an obvious sign to UNIONIZE! They wouldn't be so against...

The shame of it is that all of the rules on whether it's a verbal, written, final, etc are confidential and therefore average employees don't even have access to know what actions can cause termination, or final or written or just a verbal. Employers should HAVE to divulge what causes each of...

I've heard this on here and several other places, but to be clear, it is illegal to fire someone just for trying to organize a union. Another scare tactic to try to prevent people from unionizing.

I'm just glad the freedom of speech is continuing in this new website, though very sad and upset if the original site was ruined due to the Union discussion. It would just prove Unions are VERY helpful to employees, and more people need to join together to form Unions! =)

What I don't get is employers all over the country force their employees to watch anti-union videos, why don't they realize these employers are against unions because it means BETTER pay, BETTER benefits, MORE paid time off, BETTER pensions, BONUSES, you name it, crazy that MILLIONS of Americans...

Wouldn't it be nice if people who make 7$ to 19$/hr would all get wise and organize, S, collective bargain, demand better pay, benefits, treatment, job security, pensions, bonuses, you name it!

officially speaking you aren't eligible for a raise until your annual review. You can certainly reach out to your supervisor or manager to see how soon you might be eligible for a promotion or if there is such a thing as a performance based wage increase during the work year before the annual...

I think we all have a responsibililty to make an effort to get along with our co-workers. "Tattling" on co-workers by reporting them to their supervisors and managers just causing a lack of unity and an less happy work environment for everyone. My suggestion would be to share your concerns to...

Please tell me you aren't complaining because you became employed too easily. Target does a full background check, drug tests, 2 to 3 interviews, some of which can be quite lengthy, assessment tests, etc. I'm the opposite, I can't wait for the day employers are forced to PAY potential...

I'm all for the freedom of speech, etc, but you probably are going to have to be a little more tactful, literally using pictures with fingers isn't necessarily the best decision to get people on your side of the argument. I totally understand being upset, being disappointed, being disenchanted...

I think the best thing to do is work together with your friends and coworkers and bring your grievances together to management. Don't forget, employees have the right to work together per the National Labor Act, so don't let them try to divide and conquer, United We Stand!