Tired of people being able to call out with no repercussions

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Rrblack

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This is a bit of a rant but I think it is justified. I am so tired of Target not giving a shit if people call out. I am not sure how it is for other stores but our store does actually nothing to people that call out. We have had a cashier call out AT LEAST 10 times in the past month and she is still scheduled consistently 22 hours a week even though she maybe shows up to one of them. It is unfair to the rest of the team members having to flex their positions just because someone doesn't feel like showing up to work. Target should be way more strict on call outs and actually punish people that regularly do it.
 
You kept track of how many times someone called out? Like you wrote it down on a paper, for a whole month? Sounds more like an exaggeration to me. But even if it's only once a month, I consider that excessive.
 
I have mixed feelings about callouts on flow, it depends on whether or not the leads will kick the freed up hours over to me, or if they'll be skinflints and make me go home at ~4 hours anyway. There for a while we had a couple people calling out every single week and I got 34 - 40 hours out of it, but finally the STL looked at the attendance reports while he was in a bad mood and deep sixed them. Lately they've been stingy and so people calling out does nothing to help me and just makes the day worse.
 
You more likely than not do not know the whole story here.... and, frankly, it's not your business. There may be intermittent FMLA approved, there may be other extenuating circumstances that are private and have been discussed with HR like a workplace injury that requires therapy or a short term child care or ailing parent issue that arose quickly. Team members are not required to get permission or approval from other team members for their absences. Most stores don't tolerate excessive absences and it will be handled through the appropiate channels. (Or maybe her employment is that much more valued than everyone else's. )
 
Eh, the reality is repeated no-shows are less likely to be some behind-the-scenes issue than some (particularly young) person not really understanding that you do need to show up for work and not doing so has consequences. In retail, anyway.

But it's up to your leadership whether to impose those consequences, and in some cases it's better to have a person who shows up once in awhile but is trained vs. hiring a new person who may or may not show up even as much as the existing person.

It sucks, but c'est la vie.
 
At my store when someone on flow calls off the hours are spread out to rest of the team. It's usually "can you stay an extra hour " but if no one wants to stay i usually pick up a full 8 for the day. Sometimes they only ask a few select to stay because the others never want to.
 
IWishIKnew said:
Eh, the reality is repeated no-shows are less likely to be some behind-the-scenes issue than some (particularly young) person not really understanding that you do need to show up for work and not doing so has consequences. In retail, anyway.


But it's up to your leadership whether to impose those consequences, and in some cases it's better to have a person who shows up once in awhile but is trained vs. hiring a new person who may or may not show up even as much as the existing person.

It sucks, but c'est la vie.
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I follow her on Snapchat and she is 19 and just doesn't want to show up to work
 
Its a store politics thing in most stores. The more you are liked and kiss ass the more your attendance is overlooked. When a SRTL calls out 22 times in a year and still gets a top review score something is up. How can you deliver outstanding outcomes if you don't show up?
 
Rarejem said:
You more likely than not do not know the whole story here.... and, frankly, it's not your business. There may be intermittent FMLA approved, there may be other extenuating circumstances that are private and have been discussed with HR like a workplace injury that requires therapy or a short term child care or ailing parent issue that arose quickly. Team members are not required to get permission or approval from other team members for their absences. Most stores don't tolerate excessive absences and it will be handled through the appropiate channels. (Or maybe her employment is that much more valued than everyone else's. )
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I think it is my business when it affects me and all my team members
 
Rarejem said:
You more likely than not do not know the whole story here.... and, frankly, it's not your business. There may be intermittent FMLA approved, there may be other extenuating circumstances that are private and have been discussed with HR like a workplace injury that requires therapy or a short term child care or ailing parent issue that arose quickly. Team members are not required to get permission or approval from other team members for their absences. Most stores don't tolerate excessive absences and it will be handled through the appropiate channels. (Or maybe her employment is that much more valued than everyone else's. )
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It can and does affect everyone in the store when people don't show up for work (if it's FMLA related, I doubt they'd be scheduled in the first place -- why allocate hours to someone you know isn't going to be there?).

If you're getting pulled from your area to help cover for the TMs that don't show up to work, it becomes your business as you fall behind in your area as a result, especially if leadership doesn't care about the circumstance and expects you to be done with your area regardless.
 
[QUOTE="Sloth, post: 442598, member: 19734

If you're getting pulled from your area to help cover for the TMs that don't show up to work, it becomes your business as you fall behind in your area as a result, especially if leadership doesn't care about the circumstance and expects you to be done with your area regardless.[/QUOTE]

Yeah, but what can you do about it? You can't make people come in, or make leadership fire people. They know the consequences of people calling in. If your leaders don't suck, they won't expect zone to be done if the sales floors spends the whole night on the lanes because half of the cashiers called out or freight to be done on time if half of flow calls out. Or whatever.

If your leaders still expect to you do all your tasks while doing someone else's, then they suck and I'd look into a store transfer.
 
IWishIKnew said:
Yeah, but what can you do about it? You can't make people come in, or make leadership fire people. They know the consequences of people calling in. If your leaders don't suck, they won't expect zone to be done if the sales floors spends the whole night on the lanes because half of the cashiers called out or freight to be done on time if half of flow calls out. Or whatever.

If your leaders still expect to you do all your tasks while doing someone else's, then they suck and I'd look into a store transfer.
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Oh definitely, you can't do much about it. But there's certainly enough of a headache involved to warrant being annoyed when people skip out on work, and justification for wanting something to be done -- even if you know nothing will be.
 
Sloth said:
Oh definitely, you can't do much about it. But there's certainly enough of a headache involved to warrant being annoyed when people skip out on work, and justification for wanting something to be done -- even if you know nothing will be.
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Oh, I certainly snark with other TMs about that crazy warm-weather plague that always seems to strike on weekends and funny how they still haven't come up with a cure for that even after all these years (since it was the same when I was in retail 20 years ag0)...
 
Sloth said:
(if it's FMLA related, I doubt they'd be scheduled in the first place -- why allocate hours to someone you know isn't going to be there?).
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I have intermittent FML for a medically complex child. I don't know when he's going to be ill or need to go to the hospital or see a doctor (most specialists will see certain types of patients on particular days and have surgery schedules to meet. Some months I don't miss at all, some months I may miss 10 days or more. If I know about appointments ahead of time, I will ask for the hours off, but typically they are denied because they want me to use FML. I was getting crap from one of our management team (very illegal) and corporate informed me that I don't have to tell them ahead of time at all. . . just call in the day I'll be gone. I always have let them know ahead of time if I know as a courtesy, but they don't get the correlation that they could schedule someone else instead. I don't feel a need to discuss my personal life or my child's health with the majority of team members. It's not their business.
 
Rarejem said:
Talk to your HR about it. They will thank you for your concern and probably tell you that it's not your business to know the details about another team member's absences.
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Sure! Guess I'll just keep letting them fuck me in the ass and even ENCOURAGE them to be more lenient on people that call out. Hell now that you mention it maybe I'll just take a nice week off from work myself and call out everyday. Sure am glad there won't be any repercussions :)
 
Rrblack said:
Sure! Guess I'll just keep letting them fuck me in the ass and even ENCOURAGE them to be more lenient on people that call out. Hell now that you mention it maybe I'll just take a nice week off from work myself and call out everyday. Sure am glad there won't be any repercussions :)
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I'm sure they'll appreciate your input. I'm not saying that there should be no repercussions for those that miss work with no reason. (OP did not clarify this until a later post.) I am saying that there are sometimes reasons that tm's other than management are not aware of and that those reasons are not necessarily other people's business. If it's making that big of a difference to you in that you are overloaded with work or consistently are not getting hours you should talk to HR to make them aware of your concerns. If yours is anything like ours, they won't give a crap, but at least you will have done something other than complain to fellow tm's who can't do anything at all about it.
 
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Rrblack said:
Sure! Guess I'll just keep letting them fuck me in the ass and even ENCOURAGE them to be more lenient on people that call out. Hell now that you mention it maybe I'll just take a nice week off from work myself and call out everyday. Sure am glad there won't be any repercussions :)
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You must be a real pleasure to work with.
 
My favorites are those that call out on the regular complaining when someone else calls out! When i hear them i will remind them that this is how their work center feels when they themselves out!!
 
Logo said:
My favorites are those that call out on the regular complaining when someone else calls out! When i hear them i will remind them that this is how their work center feels when they themselves out!!
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Good thing I have never called out in my 10 months of working here.
 
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