Anyone have a TL/GSA with an attendance /loafing issue?

HRLady

Human Resources <3
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Sep 6, 2017
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#21
When we hire external GSAs, they don't start at the same base pay as cashiers. So why should we promote internally and not raise the pay? With that reasoning, I bring up all internal promotions to the same starting rate.
Externally hired GSAs do start off at the same starting pay as cashiers.

Both GSAs and cashiers are in the same paygrade. HQ got rid of the job differential for GSAs so both of them have the same pay. For internal work center changes: when you change someone in the same pay grade to GSA, there is no additional pay given because the TM is not moving to a higher pay grade.

If any cashier is below making below base pay (no pay should be below it), then they need to get their pay rate raised to base pay and get paid any retroactive pay for the time that they were underpaid.
 
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BoxCutter

Cut hard. Cut deep.
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#22
I swear to God, except for the TL and one TM, my store has the most passive aggressive, border line surly, lazy, resting bitch face, and stupid GSAs. I understand that dealing with multiple problematic guests and TMs as your job is more than hard, but, Jesus, could you at least fake being pleasant and helpful for just a little bit? Could you separate the HL and SL items when you put them on the three tier? If you are on SCO could you not stand with your back to them talking to the other GSA? I can only think that the TL was told not to write them up for some reason. OK, rant over. Thanks for reading.
 

LearningTree

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Jan 15, 2018
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#23
Externally hired GSAs do start off at the same starting pay as cashiers.

Both GSAs and cashiers are in the same paygrade. HQ got rid of the job differential for GSAs so both of them have the same pay. For internal work center changes: when you change someone in the same pay grade to GSA, there is no additional pay given because the TM is not moving to a higher pay grade.

If any cashier is below making below base pay (no pay should be below it), then they need to get their pay rate raised to base pay and get paid any retroactive pay for the time that they were underpaid.
Yes I understand that GSAs and cashiers are the same paygrade and that external hires are supposed to have the same starting pay as cashiers. However I don't agree with that. My STL also gave my most recent external hire a higher starting wage, so I take it he sees the new pay guidelines as mere suggestions and not requirements. With that in mind I choose to give all my GSAs a higher starting pay since I expect so much more from them than cashiers. My STL has yet to raise concerns about it and all of them have gone through so...
 

HRLady

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#24
Yes I understand that GSAs and cashiers are the same paygrade and that external hires are supposed to have the same starting pay as cashiers. However I don't agree with that. My STL also gave my most recent external hire a higher starting wage, so I take it he sees the new pay guidelines as mere suggestions and not requirements. With that in mind I choose to give all my GSAs a higher starting pay since I expect so much more from them than cashiers. My STL has yet to raise concerns about it and all of them have gone through so...
This is what happens when Workday delegates HR functions to non-HR managers. HR keeps it non-biased and in line with policy. The pay chart info are not mere guidelines. Otherwise, people would be able to negotiate during job offer. Leaders can't just key whatever pay rate they want just because they don't agree with it. How is this fair to anyone else who starts at the same pay grade? What about backroom, flow, HR, cart/brand attendants, guest service, etc? They have a lot of responsibilities also. Is your store keying in a higher pay for those roles too? If your store is going to just key whatever pay they want, they might as well be fair about it. GSAs are awesome but they are not the only people who deserve more pay. If I was allowed to key whatever I want without record of it in Workday that could be used as evidence to get me fired, I would give everyone more pay.
 
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LearningTree

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#25
This is what happens when Workday delegates HR functions to non-HR managers. HR keeps it non-biased and in line with policy. The pay chart info are not mere guidelines. Otherwise, people would be able to negotiate during job offer. Leaders can't just key whatever pay rate they want just because they don't agree with it. How is this fair to anyone else who starts at the same pay grade? What about backroom, flow, HR, cart/brand attendants, guest service, etc? They have a lot of responsibilities also. Is your store keying in a higher pay for those roles too? If your store is going to just key whatever pay they want, they might as well be fair about it. GSAs are awesome but they are not the only people who deserve more pay. If I was allowed to key whatever I want without record of it in Workday that could be used as evidence to get me fired, I would give everyone more pay.
Ok chill. First of all, I'm not keying in higher wages all willy-nilly. It's $1 and change higher than the starting rate. Secondly, I've definitely seen new hires negotiate a higher starting pay. It's all about the justification and the extra responsibilities they are expected to take on. The company model for GSAs is basically someone who can train new TMs and cover breaks/lunches for GSTLs. That's about it. They're not meant to be used to watch the front for an entire shift, send out equipment, order supplies, etc. However that's what I expect from MY GSAs. It's completely fair to other workcenters because I'm asking more from my GSAs than what's in their job description so I'm paying them more. If there are TMs in other departments that are taking on more responsibilities without higher pay, then that's an issue to take up with their ETL. Not my problem. They're always free to switch to my department. I'd welcome the extra hands.
 
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#26
Ok chill. First of all, I'm not keying in higher wages all willy-nilly. It's $1 and change higher than the starting rate. Secondly, I've definitely seen new hires negotiate a higher starting pay. It's all about the justification and the extra responsibilities they are expected to take on. The company model for GSAs is basically someone who can train new TMs and cover breaks/lunches for GSTLs. That's about it. They're not meant to be used to watch the front for an entire shift, send out equipment, order supplies, etc. However that's what I expect from MY GSAs. It's completely fair to other workcenters because I'm asking more from my GSAs than what's in their job description so I'm paying them more. If there are TMs in other departments that are taking on more responsibilities without higher pay, then that's an issue to take up with their ETL. Not my problem. They're always free to switch to my department. I'd welcome the extra hands.
What the company model is for GSA's and what is reality are two different things. If your store is low on GSTL's and GSA's they are often covering the front the whole time. I know the GSA's in my store do more than what is expected of them because of necessity.
 

HRLady

Human Resources <3
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#27
Ok chill. First of all, I'm not keying in higher wages all willy-nilly. It's $1 and change higher than the starting rate. Secondly, I've definitely seen new hires negotiate a higher starting pay. It's all about the justification and the extra responsibilities they are expected to take on. The company model for GSAs is basically someone who can train new TMs and cover breaks/lunches for GSTLs. That's about it. They're not meant to be used to watch the front for an entire shift, send out equipment, order supplies, etc. However that's what I expect from MY GSAs. It's completely fair to other workcenters because I'm asking more from my GSAs than what's in their job description so I'm paying them more. If there are TMs in other departments that are taking on more responsibilities without higher pay, then that's an issue to take up with their ETL. Not my problem. They're always free to switch to my department. I'd welcome the extra hands.
I am "chill" enough to realize that changing up pay rules just because your store feels like doing it does not make it become real Target policy. What you and your STL did (i.e. non-TL external hire negotiations, keying in higher starting rates, etc) was not in compliance with company rules. While I am in support of people getting paid more than the current crappy wages, I prefer to make it happen without getting terminated for violating company policy. Anyway, I am just letting you know that it is not correct procedure and that there may be consequences. Ultimately, the choice is up to you. If you choose to continue to do what you have been doing, despite my warnings, then, hey, more power to you.

To the readers of this thread: doing stuff like this means putting your own job at risk. If you don't get caught, then all is fine. If you do get caught, then there is a chance that you may lose your job. The HR software that Target uses have record of who did what things so be aware that they can most likely find evidence to end your employment, even if you are a leader. Just be careful, TBR friends.
 
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HRLady

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#29
TL;DR - LearningTree risks getting fired for giving out micro-bumps in pay that amount to an extra 30 dollars a week but Gregg Steinhafel got to cash out to the tune of $61,000,000 when he resigned. 24K comedy gold right there, folks.
Right! I dislike how our pay system works for team members. At other jobs, you get to negotiate your starting pay and have higher performance-based increases. Our pay is ridiculously low (at least in my store's neighborhood). How can we compete when local businesses near my store pay at least $1 more? Meanwhile, execs are making a whole bunch of money, even when they leave the company.
 
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#30
What you and your STL did (i.e. non-TL external hire negotiations, keying in higher starting rates, etc) was not in compliance with company rules.
Isn't expecting GSAs to do more than what's in their job description also not in compliance with company rules? That's the entire point on having TMs and TLs -- one does functions that the other does not. So when you're asking GSAs to do things that GSTLs would normally do, you're not in compliance with company rules/policy.
 
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HRLady

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#31
Isn't expecting GSAs to do more than what's in their job description also not in compliance with company rules? That's the entire point on having TMs and TLs -- one does functions that the other does not. So when you're asking GSAs to do things that GSTLs would normally do, you're not in compliance with company rules/policy.
I think that most employers nowadays include "other duties as assigned" (or similar) to a job description so managers can assign and delegate other tasks to employees. As long as they are not making a GSA write up and deliver disciplinary action documents or performance reviews, then assigning them other tasks isn't really against policy. It sucks because it can get overwhelming but it doesn't violate anything.
 
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starmaster1000

Master NCR Torture Device Operator
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May 31, 2018
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#33
I think that most employers nowadays include "other duties as assigned" (or similar) to a job description so managers can assign and delegate other tasks to employees. As long as they are not making a GSA write up and deliver disciplinary action documents or performance reviews, then assigning them other tasks isn't really against policy. It sucks because it can get overwhelming but it doesn't violate anything.
I get the whole "other duties as assigned," but let's be real here: GSA is really and truly a different role functionally and operationally. It's not like you have a pool of cashiers you can just make GSA for 10 minutes.

You've gone through a selection process and named someone this. In fact, GSA is a job you can apply for on Target Careers.
I think here they've kinda really stuck it to us with this job role-- ahem, "extra duties."
 

HRLady

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#34
I get the whole "other duties as assigned," but let's be real here: GSA is really and truly a different role functionally and operationally. It's not like you have a pool of cashiers you can just make GSA for 10 minutes.

You've gone through a selection process and named someone this. In fact, GSA is a job you can apply for on Target Careers.
I think here they've kinda really stuck it to us with this job role-- ahem, "extra duties."
The question that I was asked was if giving GSAs more responsibilities was an issue. Employers cover their rear ends with the "other duties as assigned" thing so I answered no. That doesn't mean that I agree with people getting extra duties without pay.

Honestly, I think that certain leaders suck for delegating TMs with stuff that they, themselves, should be doing, especially when they know that there won't be additional pay for doing those extra duties.

Also, I don't disagree with LearningTree that people should get paid more. It's just that the method taken to increase the pay is too risky. I felt that I should inform the risk just in case people were not aware and thought that you could just key whatever you want into the system with no potential consequences. I don't want TBR people to get fired especially if I could have said something that might have warned them.
 
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