How many full time people are Now in ...

How many full time people are Now in your store.

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Lady Lowes

Charlotte, NC

#1 Jul 14, 2012
They are letting seasoned employees go & replacing with part time help with no idea what they are selling.

Targeting older workers seems a priority. Watch the lawsuits fly.

Look around your store & see who is missing, you will see I am not making this up.

Post your find.
Matrix

United States

#2 Jul 14, 2012
Our store is still holding strong at about 65% of fulltimers being 50 or older.
Bird

Westland, MI

#3 Jul 14, 2012
For nearly every full timer that leaves or is let go at my store, a full timer is hired. I would say that about 30% of cashiers are full time. Most of the garden center is part time, the loaders are part time, heck, quite a bit of the part timers are getting 20 or less hours a week too.
Bird

Westland, MI

#4 Jul 14, 2012
oops, I meant to say "for every full timer that leaves or is let go at my store, a "PART TIMER" is hired.
Blind Cutter

Vancouver, WA

#5 Jul 14, 2012
I came to Lowe's after owning my own Lighting Store for 29 years. I was hired by a "low-volume" store as a full time Team Lead in Lighting & Elec and was quickly moved to Paint & Home Decor as the budget couldn't support a Lighting Pro, Dept Mgr., Team Lead and a part-timer. I have been with Lowe's since 2007, and I am now 62 years old. I would like to cut down to part-time status so I can collect my SS benefits. My question is can I do that without being fired? I have heard that they will cut your pay by 10% if you drop down to part time. That's ok with me. I would take the "WE" team position or cashier; something not as physical as lifting 50 pound buckets of paint all day and the confusing and lengthy process of ordering blinds in M2O while the customer is tapping their fingers & feet hoping that they can just pay for what they want. All the time the overhead and phones are ringing trying to find someone to mix paint due to not enough coverage. So, is stepping down grounds for dismissal? How would one approach this without making them angry?

Since: Feb 12

Location hidden

#6 Jul 14, 2012
The replacement of knowledgeable full timers with rookie part timers will only hurt the company in the long run. Who will be blamed for the decreasing sales? The employees.
RETAIL

Broomfield, CO

#7 Jul 14, 2012
Blind Cutter,

You simply cannot just demote to part time, there has to be an opening that you would have to apply for. If you went part time in windows and walls you would not take a pay cut as you would still be a csa 1,2,3, or 4. Your expertise doesn't drop if you demote. Lowes policies havent changed. Why are you so afraid to go to your HR or Area HR? And for the others that say Lowe's is replacing a full timer with a part timer, look at your store's full time to part time ratio. I guarantee that it is no less than 65% after all the seasonal associates are layed off. this is the same as it was 10 years ago. If you all are so worried and scared maybe you should update your resumes? just a thought....
Blind Cutter wrote:
I came to Lowe's after owning my own Lighting Store for 29 years. I was hired by a "low-volume" store as a full time Team Lead in Lighting & Elec and was quickly moved to Paint & Home Decor as the budget couldn't support a Lighting Pro, Dept Mgr., Team Lead and a part-timer. I have been with Lowe's since 2007, and I am now 62 years old. I would like to cut down to part-time status so I can collect my SS benefits. My question is can I do that without being fired? I have heard that they will cut your pay by 10% if you drop down to part time. That's ok with me. I would take the "WE" team position or cashier; something not as physical as lifting 50 pound buckets of paint all day and the confusing and lengthy process of ordering blinds in M2O while the customer is tapping their fingers & feet hoping that they can just pay for what they want. All the time the overhead and phones are ringing trying to find someone to mix paint due to not enough coverage. So, is stepping down grounds for dismissal? How would one approach this without making them angry?
DMxMD

Gardner, KS

#8 Jul 15, 2012
I can tell you with 100% certainty I have never received direction to target older associates or those that make more for termination. In fact, at least at my store, we value the experience and professional image they bring to positions, which the young kids simply don't care about. For example, anyone hiring a young inexperienced cabinet specialist is asking for trouble. No one takes them seriously, let alone trusts them with designing their $40,000 kitchen. I would take a seasoned pro at a higher pay rate in a heart beat. However, there are also parts of the store where experience doesn't mean much, as any new kid can be trained pretty quickly. If you're worried, you just have to find the place in the store (or district) where you can make the biggest impact and be the most valuable.

Since: Oct 11

Location hidden

#9 Jul 15, 2012
DMxMD wrote:
I can tell you with 100% certainty I have never received direction to target older associates or those that make more for termination. In fact, at least at my store, we value the experience and professional image they bring to positions, which the young kids simply don't care about. For example, anyone hiring a young inexperienced cabinet specialist is asking for trouble. No one takes them seriously, let alone trusts them with designing their $40,000 kitchen. I would take a seasoned pro at a higher pay rate in a heart beat. However, there are also parts of the store where experience doesn't mean much, as any new kid can be trained pretty quickly. If you're worried, you just have to find the place in the store (or district) where you can make the biggest impact and be the most valuable.
That's IF you have management who looks for talent or is intimidated by talent.
DmLadyFL

Jacksonville, FL

#10 Jul 15, 2012
I don't know what is going on in other stores but we have gone to only having 5 full time CSAs. I find it funny that 3 of them are in hardware and tools. One is in seasonal and one is in lumber. No full timers in paint or home decor, dm excluded. Every other full timer is a specialist, DM, head cashier, or pro. We have a bunch of part timers who are VERY ill trained and don't care. I spend most of my day putting out fires, lol. I don't get it, but I will say that lately I have called ASMs telling them to go mix paint or cut wood. Oh and on a side note if us "payroll hogging" full timers go over 39 hours in a week we are written up, not 40, 39.
Bird

Highland, MI

#11 Jul 15, 2012
DMxMD wrote:
I can tell you with 100% certainty I have never received direction to target older associates or those that make more for termination. In fact, at least at my store, we value the experience and professional image they bring to positions, which the young kids simply don't care about. For example, anyone hiring a young inexperienced cabinet specialist is asking for trouble. No one takes them seriously, let alone trusts them with designing their $40,000 kitchen. I would take a seasoned pro at a higher pay rate in a heart beat. However, there are also parts of the store where experience doesn't mean much, as any new kid can be trained pretty quickly. If you're worried, you just have to find the place in the store (or district) where you can make the biggest impact and be the most valuable.
You may not target older or higher payed employees, but I have seen it in action in my store. And yes, there are parts of the store where experience doesn't mean much, but caring does. If someone doesn't care about their job because they are only scheduled 15 hours a week and they are focusing more on their college degree, then that "uncaring" attitude not only affects their job, but also, the people around them that see others not doing their job and not being held accountable. Especially when everything that "uncaring" person screws up ultimately falls back into the lap of the full timers to fix on top of the work they are expected to do. With that said, I'm glad to see that you value experience.
FormerSM

Fort Wayne, IN

#13 Jul 15, 2012
DMxMD wrote:
I can tell you with 100% certainty I have never received direction to target older associates or those that make more for termination. In fact, at least at my store, we value the experience and professional image they bring to positions, which the young kids simply don't care about. For example, anyone hiring a young inexperienced cabinet specialist is asking for trouble. No one takes them seriously, let alone trusts them with designing their $40,000 kitchen. I would take a seasoned pro at a higher pay rate in a heart beat. However, there are also parts of the store where experience doesn't mean much, as any new kid can be trained pretty quickly. If you're worried, you just have to find the place in the store (or district) where you can make the biggest impact and be the most valuable.
You are correct. There is no direction EVER given to target older associates. There may be rogue store managers that look for reasons to do this but they are few and far between. That being said the direction for full time/part time mix is 70% PT and 30% FT. This is for one reason only....,to allow for scheduling flexibility.

I assure all of you that contrary to some of the bitterness (Pedro) and conspiracy theorists, there aren't special "meetings" or direction or any other mandate to mistreat people . There are most definitely bad managers who have presented you with a perspective that is contrary to what Lowe's believes in. As a former SM I disagree with a great many things Lowe's has done but I promise that there has never been a culture of or intent to be a company that intentionally mid treats people.
x lowes employee

Bourbonnais, IL

#14 Jul 16, 2012
I was harrassed for a year before they fired me.I was a outstanding employee have several coustomer focussed pins and letters from company.It first started writups for things I did not do or say was not even working at alleged time.Went to sm she did not even help me .So went out of store things got better for a while.Iwas told they could not fire me with out the hr who helped me there.The whole month of april we had no help,I am the only home decor assoc. was stuck in paint dep.man.on inventory then vacation then training.2 people quit in paint.1 took leave,I would stay over no coverage.Had huge blind order to cut 6.000 order,had to beg managment for help.Got it done sm gave me a high 5 for getting it done.Went on vacation ,came back and was told Iwas terminated for not doing my job.Found out after trying to get ahold of the hr who helped me she lost her job at the same time.There is alot more that went on,and Iam seeking help.from outside sources.Its more so the harrasment I recived leading up to this.Lay people off dont harass them till they quit or get fired.Iworked for LOWES for 9yrs was this retaliaton for going out of the store.
DMxMD

United States

#15 Jul 16, 2012
Sounds like you had a bad attitude and went to HR every time you were asked to do something or given feedback. It doesn't matter how many customer focus pins you get. As my SM says, it takes 5 'atta boys to make up for one screw up. To get termed for performance and not attendence, safety, or something easy like that, you must have really given them a TON of reasons to doccument. I'm sorry to hear of anyone losing their job in this economy, but people have to be held accountable. I know everyone thinks they are the best employee in the world, but in this case, it sounds like they were right to do what they did.

P.S. giving you negative feedback or coaching you is NOT harassment.
nedm

Pembroke, MA

#16 Jul 16, 2012
"So went out of store things got better for a while.Iwas told they could not fire me with out the hr who helped me there."

Huh? The HR can fire someone for hr related issues (harassment). The SM can fire anyone for really anything. I don't see how HR can block the sm from firing someone.
x lowes employee

Bourbonnais, IL

#17 Jul 16, 2012
DMxMD wrote:
Sounds like you had a bad attitude and went to HR every time you were asked to do something or given feedback. It doesn't matter how many customer focus pins you get. As my SM says, it takes 5 'atta boys to make up for one screw up. To get termed for performance and not attendence, safety, or something easy like that, you must have really given them a TON of reasons to doccument. I'm sorry to hear of anyone losing their job in this economy, but people have to be held accountable. I know everyone thinks they are the best employee in the world, but in this case, it sounds like they were right to do what they did.
P.S. giving you negative feedback or coaching you is NOT harassment.
NO I worked there 9yrs never had problems never had to go to hr until a year ago ,and only went when I was being written up over false accusations.Im not a tattletale.lowes is downsizing and I was on the hitlist,there is only 1 fulltime position in paint,and homedecor all the rest are parttime.Went from 6 total to 1 fulltime and the rest parttime.
Bird

Highland, MI

#18 Jul 16, 2012
x lowes employee wrote:
<quoted text>NO I worked there 9yrs never had problems never had to go to hr until a year ago ,and only went when I was being written up over false accusations.Im not a tattletale.lowes is downsizing and I was on the hitlist,there is only 1 fulltime position in paint,and homedecor all the rest are parttime.Went from 6 total to 1 fulltime and the rest parttime.
I believe you. I have seen the targeting of employees in action.
Bird

Westland, MI

#19 Jul 17, 2012
DMxMD wrote:
Sounds like you had a bad attitude and went to HR every time you were asked to do something or given feedback. It doesn't matter how many customer focus pins you get. As my SM says, it takes 5 'atta boys to make up for one screw up. To get termed for performance and not attendence, safety, or something easy like that, you must have really given them a TON of reasons to doccument. I'm sorry to hear of anyone losing their job in this economy, but people have to be held accountable. I know everyone thinks they are the best employee in the world, but in this case, it sounds like they were right to do what they did.
P.S. giving you negative feedback or coaching you is NOT harassment.
Yeah, You are right, because retaliation, targeting, and harassment never ever happen at Lowe's. Managers never go outside moral and ethical bounds. Well, at least not outside of Washington or Oregon. Store Managers never do these kinds of things.

http://www.eeoc.gov/eeoc/newsroom/release/8-2...

Anyone that has worked at Lowe's for a decent amount of time has seen incidents like this more than once in most cases.
FormerSM

Kirkland, IL

#20 Jul 17, 2012
nedm wrote:
"So went out of store things got better for a while.Iwas told they could not fire me with out the hr who helped me there."
Huh? The HR can fire someone for hr related issues (harassment). The SM can fire anyone for really anything. I don't see how HR can block the sm from firing someone.
nedm - I'm disappointed in you. While your posts are usually incredibly long winded, they're usually at least fairly accurate. Not this time. HR has NEVER, EVER had the ability to fire someone. They gather facts, dot I's and cross T's but are never involved in the actual termination. Safety, harassment, legal issues, etc are always blessed and signed off on at the District level, many times with Regional partnership. Performance, attendance and other non legal policy violations can be made by the SM for dept mgrs and below. ASMs require approval from above.
Bunkers Hole

Bluefield, VA

#21 Jul 17, 2012
Ohhhh God! nedm is now franticly searching the web for links to other retailers whom have empowered HR to actually fire someone. He’ll state that Lowe’s policy has changed, he’ll mention that he is still close friends with an HR in his region, he’ll offer past examples of termination that he knows of where HR made the call… on and on and on we’ll go…

And, finally he'll say that you (I, and all of us) misunderstood his post and he didn’t mean it the way that he clearly wrote it…

Wait and see, wait and see

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