Question of termination

[TM101]

Can I be fired without having any previous CA’s? Also will they let you know before hand if you have any write ups ?

 

[Luck]

Lets do a conceptual test. Imagine tommorow you walk in and punch a guest in the face. Or steal something. Or use a box cutter to destroy a lot of merchandise on purpose. Or no-call no-show for 3 weeks straight.

Do you beleive you would be fired depite no previous CAs? Likely, yes. So now we have established you can be. Will you be depends on the situation and severity of what you have done.

 

[Hardlinesmaster]

CA's are on workday under your profile. You might be seasonal too. Also, no hours this month.

 

[FlowTeamChick]

Depends on what you do/did. And don't TMs have to sign off on a CA, acknowledging receipt even if they disagree with it?
My store fired a TM who threatened another TM. Not sure if they'd been written up for anger issues before, but a sheriff's deputy was on hand to escort them off the premises when they showed up for their shift the next day and was fired upon arrival. This was a few years ago, so my memory isn't 100%, but I think they weren't fired that day, just told to go home and cool off. Probably TL, ETL, and HR needed to figure out how to handle it.

 

[commiecorvus]

Can I be fired without having any previous CA’s? Also will they let you know before hand if you have any write ups ?

I was termed without any CA's.

They just stacked a whole series of 'conversations' they had until one day SURPRISE, I'm out.
It met all the requirements because they added up to a series of CA's but it kept me from ever being able to challenge or dispute anything.
This is what's known as performancing you out.

 

[Dream Baby]

You are an "at will" employee in most states and can be fired for any reason.

If that happened to me I would ask for documentation then file for unemployment regardless of whether you get any.

Companies also tend to fight employees to prevent them from getting employment.

They do this so you will just give up and get another job and not push the issue.

It saves them money.

 

[Ashfromoldsite]

Depends on what you do/did. And don't TMs have to sign off on a CA, acknowledging receipt even if they disagree with it?
My store fired a TM who threatened another TM. Not sure if they'd been written up for anger issues before, but a sheriff's deputy was on hand to escort them off the premises when they showed up for their shift the next day and was fired upon arrival. This was a few years ago, so my memory isn't 100%, but I think they weren't fired that day, just told to go home and cool off. Probably TL, ETL, and HR needed to figure out how to handle it.

Threats are automatic termination. No need for other corrective action.

 

[lucidtm]

Like stated above, in an at-will state they can fire you for any reason. Target just likes to have the "coaching" logged to cover their butt.

Were you a seasonal employee (and/or hired within the last 90 days)? If so, you don't need any write up/CA of any kind. Seasonal/within first 90 days you're gone for any reason with little to no paperwork. If you didn't do anything and are still in your 90, it's likely you were let go because there aren't any hours and likely aren't going to be any in the near future.

Otherwise, from my first-hand observations, it's VERY hard to get fired from Target. VERY.

 

[spottymcspot]

It takes a lot to get fired as a permanent employee. We have people who need to go but it's taking 6+ months because we have to have many conversations and document everything. We also have to get it all approved by hr.

Most conversations aren't CAs but every single time we talk to you we document it. Whether we tell you is up to the tl.

We can fire people for hitting compliance a bunch too without much else documented.

 

[FlowTeamChick]

Threats are automatic termination. No need for other corrective action.

The need for a sheriff's deputy made everyone's eyebrows go up. From what I learned later when I ran into the TM in a non-Target location, the TM landed in job much better suited in multiple ways - time of day, environment, work associates, type of work. Let's just say retail was not their gig.

 

[allnew2]

We can fire people for hitting compliance a bunch too without much else documented.

You can’t . It has to be released and they needs to acknowledge it . If they don’t that means you never spoke to them .

 

[buliSBI]

The standard practice is if you are new or temp, you can be let go for any reason and at any time. Once you make it through that, they are supposed to follow the coach/corrective action process.
Stores can find a way. Usually they performance you out by stating you are not constantly meeting your core goals and duties.
Or they can underutilize you by keeping you from advancing or taking on new duties and force you to quit.

 

[flow4areasonuno]

Usually they performance you out by stating you are not constantly meeting your core goals and duties.

And constantly changing those duties so they're impossible to do right.

 

[Meli4Target]

If you’re termed without any prior disciplinary actions or CA’s it was probably due to something conduct related. Typically in those situations, stores will partner with the HR Business Partner to ensure the term feels good from a legality standpoint.