In May I was pulled into my ETL's office to discuss a meal break violation that had occurred about two weeks earlier. She had me write on a paper the reason I hit my 5th and initial. If it matters, I was scheduled a half hour earlier than I usually was because the sbux DM was coming in that day, it slipped my mind and I clocked out 5 minutes late for lunch, but had no idea until the meeting with my ETL. She explained that I would be put on Corrective Action if HR approved it and that it was "no big deal" as long as I didn't do it again for 6 months. A week later she let my know that HR approved it. No one has talked to me about it since and I was never given any information about it.
My problem is I need to transfer because I'm moving, but I understand with a CA that is not possible. I plan on talking to my ETL about it as soon as I see her next, she is working in another store temporarily so it is hard to catch her. I am debating talking to HR first.
My question is does a first compliance usually warrant a CA? Or maybe this was just compliance and she used the wrong term?
My problem is I need to transfer because I'm moving, but I understand with a CA that is not possible. I plan on talking to my ETL about it as soon as I see her next, she is working in another store temporarily so it is hard to catch her. I am debating talking to HR first.
My question is does a first compliance usually warrant a CA? Or maybe this was just compliance and she used the wrong term?
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