employee relations

[kansas40]

how do you get a hold of them? do you contact them? are they the district manager or the safety and loss prevention manager? I work hard, and don't want to cause trouble, just want to ask a few questions about my job and expectations.i am store team leader. any help would be appreciated.

[COS-MIC MARGE]

I would love to ask a few questions about work related issues - my job criteria. Any advice would be awesome.

[NiceThingsKitty]

Employee Relations is a last stop only type thing.
You can only go to them once you've exhausted the chain of command in the open door policy.

If you stand near your punch in clock, you should find a frame with the discrimination act hanging on the wall, either near the first security door, punch in clock or in the break room, it gives you the order you should file your complaint in.

It goes:
manager
store manager
district manager
loss prevention
head of sales (some weird thing like that)
followed by employee relations

Tread carefully.

[kansas40]

it is in our office on the posterboard. that is all i needed. like i said earlier, dont want to cause trouble, just want to know exactly what my job involves, and store manager, and district manager are out of the question to ask. they are the problem.

[El RIo]

Once again "NiceThings" writes about things she knows nothing about. ER is not an entity to go to "once you've exhausted the chain of command". You can go to them as a first resort if you feel uncomfortable - for any reason - talking to your higher ups. That being said, ER is a place to go to if you believe something illegal for unethical is happening to you or in your store. It is not a place to go to in order to get information on your job. If you were to even ask them about your job and its duties and expectations they probably wouldn't have the slightest clue. ER is operated by lawyers. I've dealth with them on several occassions. For information on your job perhaps you could ask your district coordinator (used to be called district trainer) or your DM (a DM is very ifffy however, they would probably just say get with your store manager).

[kansas40]

El RIo wrote:

Once again "NiceThings" writes about things she knows nothing about. ER is not an entity to go to "once you've exhausted the chain of command". You can go to them as a first resort if you feel uncomfortable - for any reason - talking to your higher ups. That being said, ER is a place to go to if you believe something illegal for unethical is happening to you or in your store. It is not a place to go to in order to get information on your job. If you were to even ask them about your job and its duties and expectations they probably wouldn't have the slightest clue. ER is operated by lawyers. I've dealth with them on several occassions. For information on your job perhaps you could ask your district coordinator (used to be called district trainer) or your DM (a DM is very ifffy however, they would probably just say get with your store manager).

would you by chance be a store manager? if so maybe you could answer a few questions

[El RIo]

kansas40 wrote:

<quoted text> would you by chance be a store manager? if so maybe you could answer a few questions

not a store manager but I've been "around the block" a few times and have a perspective of several districts and regions. The one draw back for a member of management having their career only in one district is that they start to think that the way things are done in their area is the way things are done nation wide.

[NiceThingsKitty]

El RIo wrote:

Once again "NiceThings" writes about things she knows nothing about.

I like you too.:)

[COS-MIC MARGE]

Look I enjoy reading all feed- back- I hope that Kansas who seeks help with work issues finds the right person to speak to.It can be confusing- as the number I wrote down that was hanging over our time clock was one based out of New Jersey- and the lady asked me why I was calling from the Detroit area??? My store posted the wrong numbers to call and are not numbers for any of the open door programs.???

[walgreen veteran]

Hi kansas40 what is your question about your job, which is a tough one btw.

[kansas40]

walgreen veteran wrote:

Hi kansas40 what is your question about your job, which is a tough one btw.

stl, i have been doing it for over a year. work hard, and want to get somewhere with my life. I just get so frustrated because i cme home feeling abused and taken advantage of. all i want is to work hard, and be rewarded fairly for that hard work. i quess there is no answer for the question that i want answered.

[been there done that]

Does your complaint involve a civil rights violation, i.e. are you being treated worse and denied opportunity because of your age, sex, religion or race? if so, run, don't walk to an attorney. Employee Relations will not help you, they are there to protect Walgreens, not the employee. For other complaints use the chain of command as suggested. If the DM is the problem, go to his boss. However, don't expect to receive any satisfaction, and expect lots of relatiation, unless you have the unusal experience of dealing with an ethical person who is concerned with right vs. wrong, and not their own neck.

[tooty frooty]

I am currently and stl. I too was confused about my job definition. There is a job definition available from walgreens material.
There is another document available that defines your tasks daily, weekly, and monthly. You should have access to it from the new Compass software that pops up when you log into the system at work.(may not be in all districts yet). This information is also included in your training materials under STL Training Guidelines. There is yet another document, directed at management that clearly defines the limits of duty as a "non-management keyholder".Abuse of this position comes from management either not understanding the limits,or not accepting increased duties for them by creation of this position.The abuse is pervasive.

[tooty frooty]

Know what your rights are by law.If you think your rights have been violated, or you are being treated unfairly, follow the company chain of complaint as described, if possible. This becomes important especially if your complaint escalates to a legal battle.However as soon as you complain you must understand that you are considered an adversary of the company. document everything and be able to back up your complaint with evidence, company policy is not law. The company is under no obligation to support your efforts, loss preventions only job is to sniff out and rid themselves of any threat to the company, and complaints are considered risks, threats.

[kansas40]

i am just frustrated at doing the 10 minute meetings, the cash report, and all the other crap that my store manager dosent want to do. i am not a manager but work like one. its just fair that with the work load i have that i have to do these also

[wagdog]

get used to it.

[kansas40]

wagdog wrote:

get used to it.

employee relations isnt what i need then, thanks for straightening that out.

[MGT]

In my opinion you're doing what an STL should be doing before being promoted to MGT. If that's something you'd be interested in you should speak to your store manager. If the store manager doesn't seem interested in helping you then feel free to speak to your training coordinator or district manager.

The bump in pay is fairly significant in my district... STL's start at $9/hr (plus compensation for years of service) and MGT's start at $15.35/hr (no compensation for experience).

On the other hand if you're NOT interested in being promoted I'd say that you're definitely stepping outside the lines of what corporate intended for STL's.

[NiceThingsKitty]

Good point there, our STL does the work schedule.

[SalV]

I've never met an STL that could even access the cash report, which is often a problem if it needs correction and the STL is opening with no manager until afternoon.
Meetings fall on manager on duty, and the STL may certainly do these.

As is the case all over the company, you may very well be doing things outside of your job description, some of these things will be unavoidable, ie no other manager on duty, and some of these things may be incorrectly delegated.

If you have a suitable work ethic, helping out and doing things "above and beyond" your regular scope of duties should be a rewarding experience, if you instead feel that extra responsibilities are crushing you, you either don't have the right attitude or you are having too much put on you.

Seeing what you have posted here, and how it is affecting you enough that you are taking it home, it sounds like you are I'm the latter category.

your full job description should be available on the company intranet, and employee relations can answer questions, but may not be the best way to go.