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If an STL consistantly overspends payroll, they wont be an STL too long. So, to answer the question.. No. The exception is if the store earns flex hours. Those can be used in excess of plan hours. But not a guarantee of future same month plan.

Problem with cutting hours, is if you made it on 4500 of 5000 allocation this year, next year you wont get 5000 for the same month.

Mine under allocated in the first place. If for instance the store gets 5000 hours for the month, he'll only dish out 4800. Subtract call ins. I assure you that every other retailer or restaurant likely does the same.

GSA? Gotta be someone responsible you can trust. I check all doors twice as I make rounds inside. Just need to worry about guest doors at the end of the night.

Have another closing lead check all the doors. That's part of why you have them there.

I don't think that pay can be taken back if the position is. When "specialists" were taken away, the TM kept their pay.

Branch was better. Was disappointed when we changed to Kronos.

The app wasn't even accepting company ID yesterday

This is disturbing as any cashier would have had to take their alcohol training on the store workstation.

Or thinking a pizza day or bowl of candy by the computer will sway your answers. My store didn't even have feedback meetings last year.

Not that HQ really pays attention to the surveys, but if enough TLs actually answer honestly on the survey regarding pay and expected work load, maybe someone will actually let their sphincter allow some blood flow to their brain.

Logistics too. But they keep the dollar differential.

I meant for those of us over that. I only see a merit increase. New hires get $2 in less than a year. They need to do something for tenured people. Why do they not do this? You seem to have an insight into the HR side of things.

With all the increases new hires are getting, now at 12 soon, the gap between TL and their team till get smaller. Especially for those over the TL min starting.

I give my ETL HR a hard time about this, she said it does not apply to them. So it must be limited to certain salaried jobs.

19 years ago, my STL made the ETLs stay and finish the job. We were clean every day. Now you are lucky to see some ETLs put in 40. And some of those keep a chair warm in the office.. and not the ETL-HR, who is supposed to have more off-stage than any other ETL.

I wouldn't put being friends with the team on your list. Last thing you need is to be accused of favoritism. Having a good rapport or working relationship between them is best.

I had an ETL.. Most useless thing on 2 feet that I've ever worked with. Ever. Maybe put in 25 hours a week. Most of that camping out in the office. Called in or went home sick often. Then would have Facebook status updates like great family day at the zoo. Did I say laziest thing Ever...

Last I heard, the 18 month thing was no-longer. If someone was a great fit where they are, it makes sense to keep them there if the desired metrics are being met or exceeded. Some may get moved around if someone quits or termed to fill the need.

Try to keep them aligned to the sales floor profile as much as possible. We have enough space to have enough unload space to have a U-Boat for each aisle (W1 / W2 )...