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Board Ju Ju for our favorite Star and her 'Good Fight'
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<blockquote data-quote="Star*" data-source="post: 525016" data-attributes="member: 4964"><p>THe issue of the voluntary quit is not an issue. They mark that box on ALL unemployment termination paperwork in SC. The attorney said everyone freaks about that - it's not what I took it to mean. I was TERMINATED. Not voluntary quit. So that's not an issue. </p><p></p><p>A manager can at his/her own discretion give you verbal warnings about lots of things. Stealing, violation of written policy, absenteeism are not among them. Like if one of our people was taking breaks to smoke, when they should be doing something else - and it became a habit? Then a few verbal warnings may turn into a write up. That write up goes into your permanent file. That file follows you wherever you go in the company. IT NEVER goes away, it's off your "record" but the remarks will always be there they just don't count towards dismissal. You get a restart every so many years or quarters for certain violations. I do remember something about that. </p><p></p><p>The way the book states it - and the book is 64 pages long - it says" </p><p>The following deficiencies;/offenses and types of discipline do NOT in any way, modify or expand the at-will employment status of any associate. In other words, the explanations set forth below provide guidelines. These guidelines are, however flexible, and from time to time, in Goodwill's sole discretion, they may be modified, changed or entirely ignored. Furthermore, GW reserves the right to terminate any associate for any reason or no reason, including the right to determine what constitutes a serious offense or an offense warranting immediate termination. This reservation of discretion with GW is necessary to address various employment situation, which are numerous and unique as the people they involve. </p><p></p><p>GROUP ONE RULES</p><p></p><p>Associates who violate GOR may be subjecte to disciplinary action including a written personnel action repor and/or termination. </p><p></p><p>I violated #18 - employee purchase policy. </p><p></p><p>Group TWO RULES - </p><p></p><p>Violation of Group Two Rules or General Safety Rules normally resutls in progressive discipline. However these guidelines are flexible and from time to time in GWs sole discretion these guidelines may be modified, changed or entirely ignored. Progressive discipline steps may be skipped entirely or used out of the typical order, or no discipline may be imposed at all. </p><p></p><p>Assoc. may receive a written warning for each group two rule or eneral safety rule violation. A copy of such warnings should be placed in the associates personnel file. Four written warnings for violations of GT rules or GS rules within a twelve month period or flagrant or willful violations may result in discharge. </p><p></p><p>The rule in question #18 - </p><p></p><p>Associates serving in the role of cashier CAN NOT "check out" any family members, relatives, or any other individual who may reside in the same household with the GOodwill associate working at the cashregister. </p><p></p><p>Associates should contact their supervisor or manager for guidance and assistance on specific procedures or questions related to associate purchases. </p><p></p><p>SO When and all the times (by record of my bank debit statements) that I have checked DF out on the register - I was to call CODE 1. This is calling a manager to the front. </p><p>When I was a truckdriver serving as cashier to fill in for employee absences? I did this. Code 1. This means a manager has to be there when you are rinigng up family. </p><p>Store manager or sr. manager would come to the cash wrap area. </p><p>They would stand there. </p><p>They would WATCH me ring DF up. </p><p>They would WATCH me take the credit/debit card - which has ALWAYS and FOREVER been in my name (by proof of bank statements) </p><p>They would Watch him leave. </p><p></p><p>NOT ONCE - NOT one time - did either of them, or any other ACTING manager - EVER tell me - STEP aside. </p><p></p><p></p><p>Then I became a manager. </p><p>I would call CODE 1 if DF, or my Mom were in the store. </p><p>They BOTH used MY card. </p><p>I called the manager to the front on Christmas EVE for my DF - she stood there - and watched. </p><p>She left - went back to working</p><p>My Mom decided to get some blinds and even stopped Sr. manager to ask her about the blinds - was there another one? She didn't know she answered. </p><p>I called code 1 when my Mom was ready to go - </p><p>Sr. manager didn't even come ALL the way to the register. She came as far as the buggies, and started to put bags in the buggies. She never came near the cash wrap area. </p><p></p><p>SO -----if on those instances THIS is the assistance I am being taught as an associate and a manager for STORE procedures? WHY would I think it any different....WHEN I BECAME a manager....and could NOW ring up people without another manager there - In the past all you needed was a manager present to ring up sales for a family member and I was a manager. I had the keys to the store, the combination to the safe. I was trusted with the alarm code, cash deposits, and nothing seemed unusual about anything I did in that transaction because my sr. Manager stood right there and watched me. I could see her. IF I HAD DONE SOMETHING WRONG....Against policy.....and after turning this postion down THREE TIMES........because I didn't feel I knew GOODWILLS methods of operation as well as I should to be a manager....WHY wouldn't this manager have said any other time - You're violating procedure. I need to ring your fiance up. You can't ring him up. OH you rang him up - you're getting written up you should know better. ???? ANd WHY this particular time didn't she tell OUR store manager instead of loss and prevention to watch the cameras and let HER give me a written or verbal warning? </p><p>I have nothing in my personnel file that says I have ever been written up or progressively warned about any issue I was terminated over. </p><p></p><p>FURTHERMORE - I would like to know WHAT this particular store did after I was terminated - </p><p></p><p>DId they have a meeting with all their employees to make sure everyone was clear on how the policy was stated and interpreted? Why AFTER I was fired? Everyone went thorugh the same orientation I went through. Why this extra step for them -and not a verbal warning for me? </p><p></p><p>HAs the policy been correctly interpreted and did they change the way they check out family members and household members today? DOes a manager take over the register now when an employee purchase is made? Making the associate or manager on duty step aside? They didn't before. </p><p></p><p>Was anyone written up i management then?</p></blockquote><p></p>
[QUOTE="Star*, post: 525016, member: 4964"] THe issue of the voluntary quit is not an issue. They mark that box on ALL unemployment termination paperwork in SC. The attorney said everyone freaks about that - it's not what I took it to mean. I was TERMINATED. Not voluntary quit. So that's not an issue. A manager can at his/her own discretion give you verbal warnings about lots of things. Stealing, violation of written policy, absenteeism are not among them. Like if one of our people was taking breaks to smoke, when they should be doing something else - and it became a habit? Then a few verbal warnings may turn into a write up. That write up goes into your permanent file. That file follows you wherever you go in the company. IT NEVER goes away, it's off your "record" but the remarks will always be there they just don't count towards dismissal. You get a restart every so many years or quarters for certain violations. I do remember something about that. The way the book states it - and the book is 64 pages long - it says" The following deficiencies;/offenses and types of discipline do NOT in any way, modify or expand the at-will employment status of any associate. In other words, the explanations set forth below provide guidelines. These guidelines are, however flexible, and from time to time, in Goodwill's sole discretion, they may be modified, changed or entirely ignored. Furthermore, GW reserves the right to terminate any associate for any reason or no reason, including the right to determine what constitutes a serious offense or an offense warranting immediate termination. This reservation of discretion with GW is necessary to address various employment situation, which are numerous and unique as the people they involve. GROUP ONE RULES Associates who violate GOR may be subjecte to disciplinary action including a written personnel action repor and/or termination. I violated #18 - employee purchase policy. Group TWO RULES - Violation of Group Two Rules or General Safety Rules normally resutls in progressive discipline. However these guidelines are flexible and from time to time in GWs sole discretion these guidelines may be modified, changed or entirely ignored. Progressive discipline steps may be skipped entirely or used out of the typical order, or no discipline may be imposed at all. Assoc. may receive a written warning for each group two rule or eneral safety rule violation. A copy of such warnings should be placed in the associates personnel file. Four written warnings for violations of GT rules or GS rules within a twelve month period or flagrant or willful violations may result in discharge. The rule in question #18 - Associates serving in the role of cashier CAN NOT "check out" any family members, relatives, or any other individual who may reside in the same household with the GOodwill associate working at the cashregister. Associates should contact their supervisor or manager for guidance and assistance on specific procedures or questions related to associate purchases. SO When and all the times (by record of my bank debit statements) that I have checked DF out on the register - I was to call CODE 1. This is calling a manager to the front. When I was a truckdriver serving as cashier to fill in for employee absences? I did this. Code 1. This means a manager has to be there when you are rinigng up family. Store manager or sr. manager would come to the cash wrap area. They would stand there. They would WATCH me ring DF up. They would WATCH me take the credit/debit card - which has ALWAYS and FOREVER been in my name (by proof of bank statements) They would Watch him leave. NOT ONCE - NOT one time - did either of them, or any other ACTING manager - EVER tell me - STEP aside. Then I became a manager. I would call CODE 1 if DF, or my Mom were in the store. They BOTH used MY card. I called the manager to the front on Christmas EVE for my DF - she stood there - and watched. She left - went back to working My Mom decided to get some blinds and even stopped Sr. manager to ask her about the blinds - was there another one? She didn't know she answered. I called code 1 when my Mom was ready to go - Sr. manager didn't even come ALL the way to the register. She came as far as the buggies, and started to put bags in the buggies. She never came near the cash wrap area. SO -----if on those instances THIS is the assistance I am being taught as an associate and a manager for STORE procedures? WHY would I think it any different....WHEN I BECAME a manager....and could NOW ring up people without another manager there - In the past all you needed was a manager present to ring up sales for a family member and I was a manager. I had the keys to the store, the combination to the safe. I was trusted with the alarm code, cash deposits, and nothing seemed unusual about anything I did in that transaction because my sr. Manager stood right there and watched me. I could see her. IF I HAD DONE SOMETHING WRONG....Against policy.....and after turning this postion down THREE TIMES........because I didn't feel I knew GOODWILLS methods of operation as well as I should to be a manager....WHY wouldn't this manager have said any other time - You're violating procedure. I need to ring your fiance up. You can't ring him up. OH you rang him up - you're getting written up you should know better. ???? ANd WHY this particular time didn't she tell OUR store manager instead of loss and prevention to watch the cameras and let HER give me a written or verbal warning? I have nothing in my personnel file that says I have ever been written up or progressively warned about any issue I was terminated over. FURTHERMORE - I would like to know WHAT this particular store did after I was terminated - DId they have a meeting with all their employees to make sure everyone was clear on how the policy was stated and interpreted? Why AFTER I was fired? Everyone went thorugh the same orientation I went through. Why this extra step for them -and not a verbal warning for me? HAs the policy been correctly interpreted and did they change the way they check out family members and household members today? DOes a manager take over the register now when an employee purchase is made? Making the associate or manager on duty step aside? They didn't before. Was anyone written up i management then? [/QUOTE]
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