Archived $12 Min soon?

[Snarf]

At least in my district we have been doing that. They usually have the LOD watch the front. If not them then a TL or above. Thats what our DTL wants, but we havent been consistent with it.
I just dont get the point if we already have scheduled GSAs watching the front. I understand more eyes on the front is good, but does it really beat what you can be doing elsewhere?

 

[Kroneru]

Second was that there were tons of expert type positions in this tree around guest engagement and service and stuff. I was told these were TMs and I wasn’t sure if they were the new Titles or a position similar to the old specialists that could replace GSAs

Today our STL returned from a vacation and held a meeting with TLs and ETLs. Afterwards one TL finds me and greets with, "hey there expert." It's common knowledge around the store that I know several workcenters in-and-out with logistics|flexible fulfillment being my strongest area. I jokingly brushed it off saying I'm just a novice. "Well you're gonna be one soon." He's someone who shares a little too much info sometimes that's suppose to stay in the leadership circle. What can I extrapolate from his statement?

 

[Kartman]

Gird your loins.

 

[Targetelect]

How the hell is it, that even though I've been in electronics for over 3 years, that I'm considered an enthusiast, but someone that can from fye is an expert? Doesn't make any sense.

 

[can't touch this]

Thinking about it I would actually prefer to get paid $10 or even $9/hr with a guaranteed 40 hour week most of the year than $15/hr with a wildcard schedule

 

[SrTLall]

I think the end goal is to have fewer, more talented and reliable TMs. Target just made firing people 'easier' so we can get rid of the dead weight.

 

[ManMythMachine]

How the hell is it, that even though I've been in electronics for over 3 years, that I'm considered an enthusiast, but someone that can from fye is an expert? Doesn't make any sense.

Because you just sell electronics and someone from FYE sells tshirts too! /sarcasm

 

[RhettB]

I think the end goal is to have fewer, more talented and reliable TMs. Target just made firing people 'easier' so we can get rid of the dead weight.

Not if the corrective action process stays at 90+ days for performance/attendance based violations.

 

[BREAKITOUT]

Not if the corrective action process stays at 90+ days for performance/attendance based violations.

explain

 

[RhettB]

explain

A TM need multiple coachings before they can be put on a corrective action. The critical period of that is usually 30 days. If you proceed to a Final Warning, that critical period is 90 days.

It takes a long time to fire someone outside of theft or gross misconduct.

 

[Yetive]

CCA has changed. There is no longer a critical period for attendance. You are expected to show immediate improvement. For final, anything that would typically get another CA within a rolling 12 months is now a term.

 

[Frontlanegirl]

CCA has changed. There is no longer a critical period for attendance. You are expected to show immediate improvement. For final, anything that would typically get another CA within a rolling 12 months is now a term.

If this was followed in my store we would have some already gone. Every day you wonder if that person will show.

 

[Joel]

In regards to this minimum wage increase, I was told by HR TM and and ETL that this would be like it has been before. For example increase to $9 an hour and $10 an hour, so this means that it's the dollar or what ever you need to get the $12 an hour + plus your own merit raise

 

[Yetive]

Nope.

 

[BREAKITOUT]

@Yetive im assuming HR tells you when you're at a point where there's been enough PDDS to proceed with a corrective action? Does that mean if a corrective action for attendance is given, there is no set timeline for improvement? Having poor attendance one month out or 8 months out will all result in a final?

 

[Yetive]

A leader should really be able to keep track of attendance for his own team. I imagine each store has a system for keeping track, though.

There is no set timeline for improvement. Sally is put on a CA for attendance. She calls in the next week. I would coach for that 1 call in. In the subsequent 3 weeks, Sally is late 3x, calls in once, and leaves early twice. She can go to a final. No improvement.

If a leader is dragging it out 8 months, and Sally's attendance hadn't improved, I would say the leader is the one with a problem. If the attendance had improved during that period, you would start over.

 

[BREAKITOUT]

@Yetive so when you would coach her on the 1 late, would you write a PDD? Does ETL HR have to approve a CA?

 

[Thunderbird1956]

@BREAKITOUT my understanding is HR always has to approve the CA as it goes in their employee file, but you can deliver it and have HR reject it. I don't know if that's an ASANTS thing or not though. So far I've never had HR reject one I've delivered, but I'm thorough.

Personally unless I know they take the bus or it's bad weather I PDD anyone over 30 min late and CCA NCNS over 2 hours even if they come in. I'll let them work their remaining hours just so I can deliver the document. Even if we've gotten someone in to cover their shift I'll shift hours so they are held accountable sooner rather than later. If they called in prior to the two hours and let us know they are late and why then I don't count that as a NCNS. I've also offered to CCA someone who called in before the two hour time period just so that their direct manager wouldn't guilt them into working outside of their availability to "make up for it." In that case they chose to not take the CCA and have had some really aweful shifts since then.

 

[Frontlanegirl]

What constitutes a write-up? I have heard of employees being written up for attendance and then the employee will call out or NCNS and the employee is still employed.

 

[Yetive]

@Yetive so when you would coach her on the 1 late, would you write a PDD? Does ETL HR have to approve a CA?

Yes, HR (SR or ETL) approves CAs. I would write a PDD. Typically, by the time a TM is on a CA for attendance, his attendance problems are noticeable to his whole team. That first CA should be a wake up call. If the next infraction comes soon after, I coach to reinforce that I mean it. In my above example, I would have actually coached on the second infraction as well, then the final would most likely have come after one or two more.

What constitutes a write-up? I have heard of employees being written up for attendance and then the employee will call out or NCNS and the employee is still employed.

This will be different store by store.
Coach
Coach
Coach
CA (write up)
Coach
Coach
Final
Fired.

 

[BleacherSeats]

From what I understand with the new changes, one if not both of the coaching steps after the CCA can now be skipped.

CCA-Final-termination

 

[Yetive]

Yes, they can be, but don't have to be.

 

[Kroneru]

Today our STL returned from a vacation and held a meeting with TLs and ETLs. Afterwards one TL finds me and greets with, "hey there expert." It's common knowledge around the store that I know several workcenters in-and-out with logistics|flexible fulfillment being my strongest area. I jokingly brushed it off saying I'm just a novice. "Well you're gonna be one soon." He's someone who shares a little too much info sometimes that's suppose to stay in the leadership circle. What can I extrapolate from his statement?

MEGATHREAD - 2018-2019 Store Modernization Megathread - https://www.thebreakroom.org/threads/2018-2019-store-modernization-megathread.18862/page-3#post-421507

Anticlimactic.

 

[Dog]

I’m kind of happy about the raise since Spot has been shitting on me anyway, IMO? My primary workcenter is guest service but like half of my shifts are in other workcenters (Consumables, Starbucks, SFS) which have a higher paygrade but I still make the minimum that you can at Target

 

[Anelmi]

^^ same.