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$45 for a generic albuterol inhaler, was $8 with UHC. Without going through insurance I can get it $10 cheaper.

That’s a DC thing and only applies to progression TMs who didn’t receive a raise during that fiscal year.

If you work 4hrs Thursday and 12hrs Saturday, you’ll get paid for 16hrs next Thursday, if you don’t work again until Sunday then your check will only be for 4hrs. There isn’t a lag week, so you’ll get paid next week, not the week after. Like grace said, payroll week starts and ends at 6am Sunday.

I’m sure “more competitive” is meant in relation to the market. As in, they realize that those same merit positions pay better at most companies and realize there is something that needs to be addressed.

Is the bereavement plan different for stores vs DCs? I looked at the time off program guide on workday and it lists aunt/uncle under immediate family. (Updated 7/1/22)

Aunt = immediate family = 3 days edit: guess it changed, boo!

DCs are different, we can’t cancel out vacation pay with hours worked (at least not WWs or WAs), too many people were abusing it in order to get out of being scheduled for mandatory OT.

If they’re approving OT, you could take a week vacation but still work all of the OT days that week. Then you’d have a check for 76hrs but only work 36-40. None of it would be 1.5x pay (unless it’s a holiday week), so it’s the closest thing to cashing out vacation.

On holiday weeks, you are paid 1.5x for anything that is outside of your normal schedule, and the holiday itself if you work it. Those hours don’t count toward the 40 hours to get to “overtime” because they’re already 1.5x time, so nothing will ever show up on that line of your pay stub on a...

The top is $2.50 or so higher than a topped out WW. So far they’ve had the same OT rules as a regular WW as well.

I think you’d have to ask HR, and I don’t think they’ll show you the rates for other buildings if you were wondering that. (Assuming based on your other thread)

The info in your screenshot is about the vulnerable TM LOA, has nothing to do with someone who has covid.

Then I’d talk to HR. If you go on workday and look through your profile, under the compensation tab you should be able to see your pay change as well.

When did you start your new position? The paycheck you get this week will be for 5/23-5/29, so if you switched on 5/30 or 6/1 it wouldn’t have taken effect yet. If you switched before then, you should talk to HR.

I haven’t had any issues. Are you using their debit card or are you submitting receipts and waiting for reimbursement? If you’re using the card, make sure your email is correct. I’ve had them send me an email saying I needed to submit a receipt/bill to verify a transaction once, and almost...

At a DC you can work 40+ and still use vacation pay, it just doesn’t count toward OT pay. If my normal days are tues-fri, I can take Friday off, but work 12hrs OT on Monday. Then I’d get 40hrs regular pay, 10 vacation pay, and 2hrs OT pay. If I use personal holiday instead it’s 30hrs regular, 10...

State laws might be different, but I believe bereavement is treated the same as vacation, so all of the hours will pay as straight time. If it were to happen during a holiday week the OT day(s) would still pay at time and a half.

Every 6 months until you cap out, once a year they usually raise the pay scale so there’s that also but it’s not guaranteed.

At a DC you can sign up in MyTime year-round. If they need more people they approve it. It probably won’t be approved until the night before if it is approved. We’re so over staffed at my dc that OT is probably gone until June though, far more likely to get VNS.

OP works at a DC, so the approval process is different from a store. The amount of people who can have off on any given day gets cut in half during fall season (5% instead of 10%), and once mandatory OT is called for a week no more vacation can be approved for that week.