How much longer do you see yourself w...

How much longer do you see yourself with Lowe's

Created by Bird on Sep 10, 2012

203 votes

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5+ years

3-4years

1-2 years

I'm currently looking for other employment

I don't think I can take another day

DMxMD

Paola, KS

#21 Sep 12, 2012
nedm wrote:
"We do renovations and complete remodels for apartment complexes and buildings quite often. I'm coordinating a project right now with a general contractor to remodel 86 units in an assisted living highrise. Kitchen cabinets, countertops, flooring throughout, vanities, and appliances. Will be over a half million by the time we're done. Now granted this is only the Kansas/Missouri area, so no subway, but It's still considered pretty urban where I'm at, and we do just fine."
Well sounds like your sales staff has some guts, that's not a bad thing. I remember a specialist that sold a number of windows to a complex but the sales manager wanted no further jobs that large because he was afraid it would tick off the local unions in the area. I guess it is one thing to sell the stuff but to actually have contrators do it would be seen to them as lowes stealing their work. The same sales manager told us to sell like crazy, h doesn't are if we make them broke in the process and then the following week said we had to cancel orders because the customers weren't prequalified!
We don't choose or hire general contractors. At first just wanted to price everything with our installation services, and we did that, but it would have taken for ever since out installers work for other companies and have other jobs to do too. It would have been a capacity nightmare. We recommend that they hire a general contractor to coordinate the job and sub contract the various aspects they couldn't handle with just their crews. They took the advice, and it just so happens, the contractor they chose, buys their materials through us. Although we won't get the job as half a million in installed sales, we WILL get half a million in Commercial and SOS sales.
nedm

Pembroke, MA

#22 Sep 12, 2012
Sounds like a good idea. Here's a question for you. Does your store post contractor names (company names not personal) outside of install sales? I think my old store did but then customers would just see that they were the installers and then were contacted directly, thus bypassing lowes.

I used to hear rumors that the company was going to do some warehouse staging that would be just for the contractors so they would not have to pull orders and neither would employees. So if they needed x amount of lumber/drywall/nuts/bolts etc it is already in one area ready to be picked up rather than compete with other customers that might have it in a store.
Herpes

Socorro, NM

#23 Sep 12, 2012
Until the end of time! The way I'm seeing it Lowe's is making changes to force the high paid to quit.
Well, I'm that Mother F'er they'll never get rid of. They will never make me quit because that's the type of asshole my father raised me to be.
I've never done any wrong in the company. I love my management team (changing on a monthly basis now). Have always showed up for work and exceeded my budgets.
Just recently Lowe's has seem to make the Specialists feel unwanted. No commission or spiffs, no more training and no more Specialist meetings. Lowe's was the one to offer my hourly rate. I did not force them to pay what I asked for. Now I'm at mid $20's per hour with allowance included and I'm the bad guy now. Seem fair? Nope. That's why I'm gonna mother f*ck this company til the end. I'll be the one helping security to lock the front doors on this place when it closes shop. Plain and simple!
I'm not gonna steel, damage merch on purpose, throw iPhones in the sh!tter, vandalize the delivery trucks, order a $$$$$$ special order wrong on purpose or any of the other crap disgruntled employees seem to do. I'm just gonna do my job and do it great.
I really do think Lowe's engineered this machine of failure on purpose to MAKE us quit! Like I said before, I'm an asshole. I put the oosh in douchebag! I'm that damn itch between your legs you'll never get rid of hence my name.
I love this company and mark my words when I say I'll outlast all of the top brass in charge. Some may say Lowe's can fire you for no reason. Not true. Hear me now and believe me later when I say that. It is VERY hard to fire someone for no reason.
Tough it out my fellow workmates! We'll overcome if we just hang in there! Peace and whoop it GANGNAM STYLE!
DMxMD

Mooresville, NC

#24 Sep 12, 2012
I respect the hell out of people with that attitude. Yeah the job isn't great, but screw it, I'm gonna do my best and keep on keepin on. This world we live in is no place for the person that wants to stand on a soap box and tout their own worth to everyone. It's a world where if you want to live comfortably, maybe a little better than comfortably, you have to be willing to make a few sacrifices, take it on the chin now and then and keep going. Those that go against the grain at every oportunity, will never succeed. I'd rather drink a little "kool-aid" and get ahead, than be stuck at the bottom with my loud opinions.

Since: Jul 11

Location hidden

#25 Sep 12, 2012
Herpes wrote:
Until the end of time! The way I'm seeing it Lowe's is making changes to force the high paid to quit.
Well, I'm that Mother F'er they'll never get rid of. They will never make me quit because that's the type of asshole my father raised me to be.
I've never done any wrong in the company. I love my management team (changing on a monthly basis now). Have always showed up for work and exceeded my budgets.
Just recently Lowe's has seem to make the Specialists feel unwanted. No commission or spiffs, no more training and no more Specialist meetings. Lowe's was the one to offer my hourly rate. I did not force them to pay what I asked for. Now I'm at mid $20's per hour with allowance included and I'm the bad guy now. Seem fair? Nope. That's why I'm gonna mother f*ck this company til the end. I'll be the one helping security to lock the front doors on this place when it closes shop. Plain and simple!
I'm not gonna steel, damage merch on purpose, throw iPhones in the sh!tter, vandalize the delivery trucks, order a $$$$$$ special order wrong on purpose or any of the other crap disgruntled employees seem to do. I'm just gonna do my job and do it great.
I really do think Lowe's engineered this machine of failure on purpose to MAKE us quit! Like I said before, I'm an asshole. I put the oosh in douchebag! I'm that damn itch between your legs you'll never get rid of hence my name.
I love this company and mark my words when I say I'll outlast all of the top brass in charge. Some may say Lowe's can fire you for no reason. Not true. Hear me now and believe me later when I say that. It is VERY hard to fire someone for no reason.
Tough it out my fellow workmates! We'll overcome if we just hang in there! Peace and whoop it GANGNAM STYLE!
If you're in an "at will" state it's incredibly easy to fire you. They call you in and say "Your services are no longer needed". Done.
Herpes

Parsons, TN

#26 Sep 12, 2012
exmanager wrote:
<quoted text>
If you're in an "at will" state it's incredibly easy to fire you. They call you in and say "Your services are no longer needed". Done.
Nope! Try again. Worked for Depot for years. Climbed to management level and had a spat with a couple of employees during my 15yr employment. I had joked about bringing those few employees in and just letting them go for no reason. I was sent to sensitive training (punished) for a week in Atlanta just saying that.
At that training I asked about "at will" employment. The trainers then explained the company has to have a legitimate reason for termination. They had also explained how employees filed for wrongful termination and won. Won! I asked "how" and their comment was ....."lawyers". However, most of the time if they wanted to get rid of an employee it was very simple to follow store operational procedures. Using those procedures it was simple. You bring a few in that were breaking rules and write them up while at the same time write up the one you need to terminate. The rest of the process is simple because you now have a reason.
During the sensitive training I found out that if an employee was fired and decided to file a suit for wrongful termination it cost the company $50000 just to start paperwork! So you can believe employers just don't pull people in and fire them for no reason but with some time and careful planing they can fire you for a legitimate reason.
LeadH20Quack

United States

#27 Sep 12, 2012
I wanna be like Bunky and NEDM...they haven't worked at Lowe's for years and yet years later they both are still obsessed with the place! Funny and pathetic at the same time.
DMxMD

United States

#28 Sep 12, 2012
Herpes wrote:
<quoted text> Nope! Try again. Worked for Depot for years. Climbed to management level and had a spat with a couple of employees during my 15yr employment. I had joked about bringing those few employees in and just letting them go for no reason. I was sent to sensitive training (punished) for a week in Atlanta just saying that.
At that training I asked about "at will" employment. The trainers then explained the company has to have a legitimate reason for termination. They had also explained how employees filed for wrongful termination and won. Won! I asked "how" and their comment was ....."lawyers". However, most of the time if they wanted to get rid of an employee it was very simple to follow store operational procedures. Using those procedures it was simple. You bring a few in that were breaking rules and write them up while at the same time write up the one you need to terminate. The rest of the process is simple because you now have a reason.
During the sensitive training I found out that if an employee was fired and decided to file a suit for wrongful termination it cost the company $50000 just to start paperwork! So you can believe employers just don't pull people in and fire them for no reason but with some time and careful planing they can fire you for a legitimate reason.
You are 100% right, however, at will can still be used in certain situations. Most companies just require corp HR and legal approval first. Typically these terms are done by the district level staff. A good chunk of my experience has been in district level LP so I've seen some out of the ordinary terms. Most are as you said though. You just have to doccument the right things and you're golden. As for the lawsuits, its real hard to get one going if you're s white male. For everyone else, the lawyer can easily drum up some statistic to at least start a lawsuit for discrimination based wronful termination. That's the most common, because its one of the very few reasons the law in an at will state says is "wrongful". The reason it costs $50,000 from the start for a lawsuit is the company has to have lawyers on staff for defense, plus its handled by insurance the same as a general liability accident claim.$50K is automatically taken from the stores budget until the final ammount is settled. They then have to decide if they want to spend the time and money on legal fees, or just pay you off. It's ALWAYS cheaper to just document, dot your I's and cross your T's, and term for gross misconduct, misconduct, or performance, in that order.

Since: Jul 11

Location hidden

#29 Sep 13, 2012
Herpes wrote:
<quoted text> Nope! Try again. Worked for Depot for years. Climbed to management level and had a spat with a couple of employees during my 15yr employment. I had joked about bringing those few employees in and just letting them go for no reason. I was sent to sensitive training (punished) for a week in Atlanta just saying that.
At that training I asked about "at will" employment. The trainers then explained the company has to have a legitimate reason for termination. They had also explained how employees filed for wrongful termination and won. Won! I asked "how" and their comment was ....."lawyers". However, most of the time if they wanted to get rid of an employee it was very simple to follow store operational procedures. Using those procedures it was simple. You bring a few in that were breaking rules and write them up while at the same time write up the one you need to terminate. The rest of the process is simple because you now have a reason.
During the sensitive training I found out that if an employee was fired and decided to file a suit for wrongful termination it cost the company $50000 just to start paperwork! So you can believe employers just don't pull people in and fire them for no reason but with some time and careful planing they can fire you for a legitimate reason.
Adequate documentation is always the best policy if you're the employer in an "at will" state. One can always sue for wrongful termination, but the chances of winning as an individual are slim. A class action is a different discussion. Plus, NO attorney would take the case on a contingency basis because there's not enough money involved. Most "regular" employees can't fork out the retainer and employers are aware of both. Technically you're right, practically, it happens every day.
sore on lip

Schnecksville, PA

#30 Sep 13, 2012
LeadH20Quack wrote:
I wanna be like Bunky and NEDM...they haven't worked at Lowe's for years and yet years later they both are still obsessed with the place! Funny and pathetic at the same time.
And you are obsessed with us ....

Funny and pathetic at the same time.

Since: Oct 11

Location hidden

#31 Sep 13, 2012
My experience is that managers can "drum" up some reason-at Lowes it seems like you are guilty and you have no recourse regardless if it is legit or not. All you need is for someone to accuse you of something and you are guilty-no matter what. Guilty until one can prove innocence-usually it is like peeing into the wind-no chance.

On the other hand, I have seen people get by with stuff without consequences-things that would not of been tolerated at other companies I have worked for. I think it depends on if you get on their list-then you are cooked because they will look for every opportunity to write you up. Just the opposite for praise however.
nedm

Pembroke, MA

#32 Sep 13, 2012
It is probably better to simply cut some hours for someone to the point where they would want to leave rather than just laying them off.Otherwise it might show up odd in court.Certainly you document everything. There was a sm in my district that fired some left and right...until he was caught and fired. One I know filed for unemployment and they tried to prevent it..only to be told to pay him for two years AND he could work! That's how bad firing people can screw up a store.

Since: Jul 11

Location hidden

#33 Sep 13, 2012
nedm wrote:
It is probably better to simply cut some hours for someone to the point where they would want to leave rather than just laying them off.Otherwise it might show up odd in court.Certainly you document everything. There was a sm in my district that fired some left and right...until he was caught and fired. One I know filed for unemployment and they tried to prevent it..only to be told to pay him for two years AND he could work! That's how bad firing people can screw up a store.
You people don't understand. In an "at will" state being laid off doesn't get to court.
DMxMD

United States

#34 Sep 13, 2012
nedm wrote:
It is probably better to simply cut some hours for someone to the point where they would want to leave rather than just laying them off.Otherwise it might show up odd in court.Certainly you document everything. There was a sm in my district that fired some left and right...until he was caught and fired. One I know filed for unemployment and they tried to prevent it..only to be told to pay him for two years AND he could work! That's how bad firing people can screw up a store.
Um you know the state pays unemployment right? Taxes from employers just fund it. There is no way a state is going to let someone continue to collect for two years while they are working. That's absurd. And you can't just cut their hours until they quit. People can also claim partial unemployment when their work hours have been cut back significantly.
CSA-Lowes

Spotsylvania, VA

#35 Sep 13, 2012
Bird wrote:
With the current working conditions, I was just wondering how it is wearing on others in the company. I have worked several hard labor jobs in the past, and gone home tired after 13-14 hours, but never worn to my last thread like now. The staffing is bad, and yes, I know it could be worse, but not much worse. After running in circles all day answering call buttons in several depts, being pulled to other areas of the store constantly, and then griped at about my dept being out of sorts, and trying to answer phone calls for 3 different depts at the same time, I am wearing thin, and searching hard for other employment. I just don't see how people can take much more of this day after day after day. Like I said, I've worked 12-14 hour days, but never at the end of one of those days was I completely mentally drained. How are the rest of you holding up? How much longer do you plan on being here?
I've had it with Lowe's. And they treat us horrible. I am looking elsewhere for employment.
CSA-Lowes

Spotsylvania, VA

#36 Sep 13, 2012
FRMTHETOP wrote:
What other corporations really give a shit about their $14 hr employees?


$14 an hour? I've been with the company for 6 1/2 years and still not at $12.50 hr. I would love t make $14 an hour.

Since: Jul 11

Location hidden

#37 Sep 13, 2012
nedm wrote:
It is probably better to simply cut some hours for someone to the point where they would want to leave rather than just laying them off.Otherwise it might show up odd in court.Certainly you document everything. There was a sm in my district that fired some left and right...until he was caught and fired. One I know filed for unemployment and they tried to prevent it..only to be told to pay him for two years AND he could work! That's how bad firing people can screw up a store.
When you got fired by Lowes how did your court case work out?
Radar

Walkerton, IN

#38 Sep 14, 2012
sad wrote:
Every day seems to get worse here, moral, mindset, motivation...and people are just plain mean here lately. Got to hold on for now. Hope they pay attention to the Opinion Survey...but it will never help (my store) unless they know which store my survey is from.
Just look forward to going home and having a life away from here, that's the key.
I think your post says it all for thousands of Lowes store employees. But Mooresville doesn't care.
nedm

Pembroke, MA

#39 Sep 15, 2012
@ ex I was never fired from lowes. Furthermore you have no evidence to say such claim. Most people that leave lowes do so to go onto better things. I'm sure you have also seen this be the case as there are few that stay on more than a few years. The reason why I examine the company is I am in more of a governmental field. Because of that it helps to keep tabs on some businesses. When lowes closed a number of stores in the northeast it caused towns and cities here to pay more attention to it and other retailers. The reasons being go beyond simply the layoffs. If a store is closed what exactly is the turnaround time for it being turned into another store? Empty buildings can become a magnet for homeless people and various crimes. In 1999 in Worcester a cold storage facility (vacant) burned down and took a number of firefighters lives. Who/what exactly would buy an empty lowes store...or best buy, walmart, target etc. There is already a empty walmart in Plymouth ma that just sits there. Until retailers can address this then the approval process for new stores will be terminated indefinatly. By over customizing the stores it makes it much harder for other businesses to reuse them.

"Um you know the state pays unemployment right? Taxes from employers just fund it."

Yup. But depending on the terms of termination some employers fight it. It is more common now than before.

"There is no way a state is going to let someone continue to collect for two years while they are working. That's absurd."

Well the evidence illustrated this guy was on a tear firing people left and right. If corporate couldn't provide a reason for it then it made it look bad. Besides the person in question had a fair amount of connections in town. It is easy to tick people off or lay them off if they come from a far but if they live locally then word can spread. I know of a drunk driving lawsuit where the crash put someone in a situation that made them like Terry Shiavo. They awarded damages twice. Half to keep the guy alive and the other half as punishment (a person was served six drinks that was already drunk)

It might be absurd to pay people overtime on sundays and holidays but we have that too. Infact employees cannot be fired for not showing up on sundays or holidays. The company tried to rip us off of OT on Columbus day once..we all complained and a check was cut the day later for the difference.

"And you can't just cut their hours until they quit. People can also claim partial unemployment when their work hours have been cut back significantly."

that might be true but I remember some managers saying that if hours could not be cut it would lead to layoffs. One head cashier took a temporary layoff on their own (stupidly). By the time he qualified for unemployment he was called back to work.

The winters here are a very slow time business wise. Snow slows things down. Contractors charge much more to do work in snow and once the ground freezes there goes putting down foundations, planing anything etc. Contractors often take winters off. Yes there is work inside but due to the cold it is not always worth it. For example if you paint a room opening the windows will make it much colder even without snow.

Sure some shop for tools for the holidays and there's always black friday but frankly it dies down, especially after Christmas. Even the malls here get vacant in January/February. Maybe lowes could carry some NFL product for teams in the superbowl to heighten sales a bit but that would be shortlived. Sports also slow down stores. Patriots and RedSox games (well not this season) are one example. I know in Indianapolis that the race slows down much of the traffic in the area there for a week.

I have seen plenty of times slow days where they have told people they can go home early or even called up part timers that they weren't needed that day or the next.
DMxMD

Troy, MO

#40 Sep 15, 2012
Not sure what Terri Shaivo has to do with unemployment other than she was unemployed, but whatever.

I really wish we had a picture to put a face to the name nedm. I always picture you as a short kid with light down syndrome.

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