Written up for kronos
DMxMD

Overland Park, KS

#22 Apr 4, 2012
It'd not a bad attitude. At least you won't be covering my department for me when I'm out sick twice a month.

I just don't care what the reason is. That's all. Be drunk, stay home with your kid, its all the same to me. You're still not at work. 6 absences before you get an initial warning is pretty lenient. For my store, you would have 7 for an initial, 8 written, 9 final, and 10 absences to get terminated. That's what I call lenient.
Peterbuilt

Fort Lauderdale, FL

#23 Apr 4, 2012
I thought hard about calling out because I was in fear of loosing my job if I were out for more then five days. I was out 3 days and when I returned with a doctors note was told I could only call out 2 more times.
ChuckyDoll

United States

#24 Apr 4, 2012
nedm aka dumbass wrote:
<quoted text>still the prev comment was off topic,,, you need a good bitch slap,,,this is my last comment directed to your worthless self,,,get a life bitch
Agreed! Instead of a life, how about a stay in a mental institution?
numbnuts

Detroit, MI

#25 Apr 6, 2012
You should have gone to work and gave everyone pinkeye!! LOL

Since: Oct 11

Location hidden

#26 Apr 6, 2012
DMxMD wrote:
It'd not a bad attitude. At least you won't be covering my department for me when I'm out sick twice a month.

I just don't care what the reason is. That's all. Be drunk, stay home with your kid, its all the same to me. You're still not at work. 6 absences before you get an initial warning is pretty lenient. For my store, you would have 7 for an initial, 8 written, 9 final, and 10 absences to get terminated. That's what I call lenient.
How's the kool aid taste? You sound like you have drank a ton of it. Black n white no grey????

We have a specialist that has a special needs child & has been out more than 5-10 days. But still maintains #'s & is always tops in sales in the district. So should they be fired?
DMxMD

Garland, TX

#27 Apr 6, 2012
Spec too wrote:
<quoted text>
How's the kool aid taste? You sound like you have drank a ton of it. Black n white no grey????
We have a specialist that has a special needs child & has been out more than 5-10 days. But still maintains #'s & is always tops in sales in the district. So should they be fired?
No. If you read my first post, you would see I already spoke about FMLA, which is what this person needs or is probably already using. You're trying to defend people that simply have no reason to be defended. The average person is too sick to go to work 1-3 days a year, not 10.

Also, I love how disagreeing with someone and taking the much more responsible side of the argument is "drinking the koolaid." Maybe you should lay off the "I don't give a shit about my job" juice. I would continue to argue with you, but I'm sure its a waste of time. In a month you probably will have been fired for attendence.

Since: Feb 12

Location hidden

#28 Apr 6, 2012
I have been unable to locate the 5 occurences rule after scouring the hr manual. It only states that you should call in as early as you can. Sounds like Lowes is asking for a lawsuit. Who wants to be first???
DMxMD

Garland, TX

#29 Apr 6, 2012
LostInLOWESland wrote:
I have been unable to locate the 5 occurences rule after scouring the hr manual. It only states that you should call in as early as you can. Sounds like Lowes is asking for a lawsuit. Who wants to be first???
Many people mistakenly believe that just because a policy is not written out, black and white, that it can't be enforced. The policy is vague by design so that individual managers can set expectations. By notifying you that you've broken the attendence policy and running you through the write up process, they have sufficiently CYA'd. There is no case for a lawsuit as long as they are holding everyone to the same standards the best they can.

Since: Feb 12

Location hidden

#30 Apr 6, 2012
DMxMD wrote:
<quoted text>
Many people mistakenly believe that just because a policy is not written out, black and white, that it can't be enforced. The policy is vague by design so that individual managers can set expectations. By notifying you that you've broken the attendence policy and running you through the write up process, they have sufficiently CYA'd. There is no case for a lawsuit as long as they are holding everyone to the same standards the best they can.
Just another valid reason that we need to be unionized, then the policy would be black and white with no room for interpretation. Lowes managment has proven they are unable to manage without making sure their friends and [email protected] buddies do not have to follow the same rules as the rest of us. They did make sure to have a HR policy that makes it black and white they are afraid of unions. "We prefer to deal with our employees fairly on an individual basis, and not through a third policy......." if you want a good laugh, read it from a terminal in the store.
partofthesolutio n

Fort Wayne, IN

#31 Apr 7, 2012
LostInLOWESland wrote:
I have been unable to locate the 5 occurences rule after scouring the hr manual. It only states that you should call in as early as you can. Sounds like Lowes is asking for a lawsuit. Who wants to be first???
In an email sent out October 2010, corporate stated that attendance policy, HR 302 is under revision, and will be updated once all stores are using Kronos, so the policy will reflect it and its capabilities, and will be fair across the company. It also includes the following:

Dealing with Absenteeism

Responsibility for managing attendance falls on our store management teams. Your active involvement in the company’s attendance policy is pivotal. You are most aware when a certain employee is absent or tardy. And, you are in the best position to understand the circumstances surrounding an individual’s absence/tardy and to notice problems at an early stage.

The email talks about the reasons for attendance issues and addressing them immediately. If a person has no history of attendance problems, and then suddenly starts coming in late, or calling out, there's an underlying issue that needs to be addressed. Possibly an FMLA issue...
My problem is the person who is always late, calling out, etc., has a conversation with mgmt and says everything is fine, didn't realize it was as big an issue as it has become, and will correct it, but then is late the next day, or calls out later that week.
Nedm

Pembroke, MA

#32 Apr 7, 2012
"Many people mistakenly believe that just because a policy is not written out, black and white, that it can't be enforced."

Well if it goes to court then it HAS to be in black and white.

"The policy is vague by design so that individual managers can set expectations. By notifying you that you've broken the attendence policy and running you through the write up process, they have sufficiently CYA'd. There is no case for a lawsuit as long as they are holding everyone to the same standards the best they can."

Not exactly. If management says "It's policy" on anything then they have to show that policy in writing. Empty threats just make the company more apt to be sued time and time again.

Here's a question. Other companies have earned time off (ETO) instead of sick time and vacation. Why should it actually matter if someone has a certain number of sick days off? If someone is out of sick days (doubtful) they'll just use vacation instead. Why should it matter to the company if it is a sick day or vacation day given that both are for paid time off?
Chance72

Bowie, MD

#33 Apr 7, 2012
Sounds like everyone wants something for nothing! Lowe's is running a business, not a daycare.

They take care of the employees that take care of them. It's a business, go to work so a good job and Lowes will take care of you. I have done it for 12 years, great company!

Since: Mar 12

Location hidden

#34 Apr 7, 2012
Chance72 wrote:
Sounds like everyone wants something for nothing! Lowe's is running a business, not a daycare.
They take care of the employees that take care of them. It's a business, go to work so a good job and Lowes will take care of you. I have done it for 12 years, great company!
Don't know where you work but that is not the case. They take care of their friends and drinking buddies. People that work hard and are on time get nothing extra-no extra raises, no extra praise or anything. Doing a good job at Lowes is like peeing your pants in a dark suit-it gives you a warm feeling but no-one notices.
Ron Mexico Google It

Mooresville, NC

#35 Apr 8, 2012
Maybe instead of making sweet love to a billy goat, you should ass to work on time. Roll Tide
Documented wrote:
Just wondering, I was written up today for call in's in excess of 5. I was told that you are allowed 5 in a year. but I was told by my zone manager that the 5 includes any late in or early in red boxes for the rolling year. Is that true? Is a late in, early in and a call in the same? He said from now on, come in no matter how sick I am and work half of my shift. I always thought that if you come in for any amount of time, they couldn't charge you for a call in. He said it has to be half of the shift because there are points assigned. Is this true? where is this in the HR manual? any thoughts would be helpful?

Since: Oct 11

Location hidden

#36 Apr 9, 2012
DMxMD wrote:
<quoted text>
No. If you read my first post, you would see I already spoke about FMLA, which is what this person needs or is probably already using. You're trying to defend people that simply have no reason to be defended. The average person is too sick to go to work 1-3 days a year, not 10.
Also, I love how disagreeing with someone and taking the much more responsible side of the argument is "drinking the koolaid." Maybe you should lay off the "I don't give a shit about my job" juice. I would continue to argue with you, but I'm sure its a waste of time. In a month you probably will have been fired for attendence.
Save the sanctimonious "I'm the best employee ever" for your mgmt when you are sucking up for a raise:) Again, when you grow up & have a family of your own you will see what faces the rest of us.

Since: Mar 12

Location hidden

#37 Apr 9, 2012
Spec too wrote:
<quoted text>
Save the sanctimonious "I'm the best employee ever" for your mgmt when you are sucking up for a raise:) Again, when you grow up & have a family of your own you will see what faces the rest of us.
raise-1.28%-wow-last of the big spenders. Can't buy a cup a coffee per day with such a huge raise.
bethankful

Mooresville, NC

#38 Apr 10, 2012
Better than no raise or a pink slip

Since: Mar 12

Location hidden

#39 Apr 11, 2012
bethankful wrote:
Better than no raise or a pink slip
1.28% is like no raise after taxes and the cost of living. How about the executive staff give up their bonuses so we can make a liveable wage?

Perhaps Bethankful is one of those executives. 1% of a million dollars is a hell of a lot less than 1% of $12.00. But, that is part of the problem-the big boys are so far out of touch with how the 99% live.
DMxMD

Overland Park, KS

#40 Apr 11, 2012
Lowes pays a TON more per hour than Walmart. You COULD be working there... You might be if you get fired for attendence.

Since: Mar 12

Location hidden

#41 Apr 11, 2012
DMxMD wrote:
Lowes pays a TON more per hour than Walmart. You COULD be working there... You might be if you get fired for attendence.
My attendance is impeccable-I am an old fart that learned how to work and to be on time. I don't call in sick unless I "am" sick. I used to own a small business, brought those work habits with me. No write ups either. You won't find me standing around talking or picking my nose---I look for things to do-constantly downstocking and facing.

Tons more than Walmart huh--quantify that please.

Tell me when this thread is updated:

Subscribe Now Add to my Tracker

Add your comments below

Characters left: 4000

Please note by submitting this form you acknowledge that you have read the Terms of Service and the comment you are posting is in compliance with such terms. Be polite. Inappropriate posts may be removed by the moderator. Send us your feedback.

Lowes Companies Discussions

Title Updated Last By Comments
Over 40? 10 min Just a thought 1
Struggling to make sense of this?? 53 min My 2 cents 14
Hunton & Williams Letters 53 min Earl 687
This thread is for factual re-structure informa... 54 min Code3_Aisle3 1,885
Support manager interview 2 hr Dry loading you 121
Goodbye To You 3 hr Newlife 4
New asm and service/support role pay rates 6 hr Yep 46
Here's the real deal with the restructure- I w... 13 hr None 462
More from around the web