No More Overtime For MGT!!!

No More Overtime For MGT!!!

Posted in the Walgreens Forum

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Wagthetail

West Chester, OH

#1 Feb 10, 2009
Do you think this is going to be a temporary cut?
Do you think Walgreens will just use this as an excuse to get rid of overtime forever?
I'm going to miss that money. When the job market opens back up I WILL be looking for another job if this cut stays!
What are your thoughts on this?
jogo701

Wilmington, NC

#2 Feb 10, 2009
this is what happens when a large corporation like walgreens holds all the cards. the mgts have no where to go. none of us do. they can take away what they want with little fear of repurcussions. because, honestly, what other choice do we have but to stay for now. less pay is better than no pay.
wagger

Janesville, WI

#3 Feb 10, 2009
I doubt it's temporary. The economy is the excuse, but if tomorrow morning we all woke up and the economy was fixed and better than ever, nothing would change. As much as it sucks for us MGTs, it's a wise move by Walgreens

I know different districts have different wages for MGTs. I think my district is actually on the lower end, but going by my wages...assuming there's two MGTs in all 6700 stores, this will save Walgreens over $66 million a year. That's alot of money.

And if they didn't want to necessarily save that money and instead used it to put it into the store's budget, they could take the eight hours of MGT OT each store gets and give the rest of the store 24 hours extra to schedule workers. That's alot.

But yeah, it definitely sucks for us. It was one of the perks of being an assistant at Walgreens.$5,000 is alot of money. I'd much rather keep the money and give up the hours. Honestly, I felt that $38k was a little overpaid as an assistant, but $33k is very underpaid.

I'm gonna take a wait and see approach for now. In a few weeks I'll see how the cut really affects the paycheck. They should be choosing the next EXAs soon in our district too, assuming they're still going to promote MGTs this year. But if the paycheck isn't big enough and I get passed over for the promotion, I may start browsing the classifieds. Unfortunately, there's not much out there right now.
mgt

Rome, NY

#4 Feb 11, 2009
65 Million is the number coming from corporate, but I think they are allowing most districts to keep the hours for lower paid employees. In our district they will be made up by techs working some floor hours,(techs also had hours cut yesterday.) This alone knocks 40% off that savings. Much more if you figure that not all MGT's were working all four hours every week and the techs will be. So if we are only talking about a 40 Mil savings in a 50 bil budget can that be justified by the customer service hit. Mishandled complaints at the store level, especially with the introduction of service clerks doing refunds soon, will cost more than that in lost sales. This is what happens when you hire VP's who have no appreciation of Walgreens culture or even the bottom line of the retail industry, return customers.
Disappointed MGT

Wichita, KS

#5 Feb 11, 2009
This is what concerns me, did they cut the bonus the sr techs make? If not, without our overtime, sr techs are making close to the same amount as mgts. I don't know about anyone else, but they don't handle much of anything in the pharmacy. I get called to the pharmacy to handle any difficult situation and even to answer questions about OTC drugs! I think if our hours are cut and we are making the same as sr techs then we should be able to have set schedules, not work late nights, sundays etc, I mean our sr techs are all still in college, and I had to quit cont education to become mgt. I appreciate our rx techs, but they don't hold a quarter of the responsiblity that I do, so the pay should reflect that. If Walgreens is going to make pay cuts it should be done fairly.
wagger

Janesville, WI

#6 Feb 11, 2009
mgt wrote:
65 Million is the number coming from corporate, but I think they are allowing most districts to keep the hours for lower paid employees. In our district they will be made up by techs working some floor hours,(techs also had hours cut yesterday.) This alone knocks 40% off that savings. Much more if you figure that not all MGT's were working all four hours every week and the techs will be. So if we are only talking about a 40 Mil savings in a 50 bil budget can that be justified by the customer service hit. Mishandled complaints at the store level, especially with the introduction of service clerks doing refunds soon, will cost more than that in lost sales. This is what happens when you hire VP's who have no appreciation of Walgreens culture or even the bottom line of the retail industry, return customers.
Yeah, I know our store gets to keep the hours in their budget to use, just it can't be for MGTs.

I actually like the idea of service clerks doing refunds. Most retail stores don't require a manager there for every refund. Where I came from, I was only needed if the refund was over a certain amount or if the refund was suspicious, and we didn't have too many problems. It's a waste of our time to run from the stockroom to cosmetics every time there's a refund that anyone can handle. As long as the management team in every store lays down a strict set of rules for those doing the refunds and makes it clear to call a manager when in doubt, I don't see a problem. Of course, most stores won't monitor it that closely and then we'll start having problems.
wagger

Janesville, WI

#7 Feb 11, 2009
Disappointed MGT wrote:
This is what concerns me, did they cut the bonus the sr techs make? If not, without our overtime, sr techs are making close to the same amount as mgts. I don't know about anyone else, but they don't handle much of anything in the pharmacy. I get called to the pharmacy to handle any difficult situation and even to answer questions about OTC drugs! I think if our hours are cut and we are making the same as sr techs then we should be able to have set schedules, not work late nights, sundays etc, I mean our sr techs are all still in college, and I had to quit cont education to become mgt. I appreciate our rx techs, but they don't hold a quarter of the responsiblity that I do, so the pay should reflect that. If Walgreens is going to make pay cuts it should be done fairly.
Yeah, that part kinda ticks me off. Techs make nearly as much. And those certain employees who have been around forever and have that fixed wage to keep them around(usually former MGTs) make nearly as much. It just seems to give less incentive to put up with all the stress of running a busy store.

I just hope this is the end of the changes for us in the store level. I'm worried they'll end up getting rid of the MGT/EXA titles and just give every store two assistants that are on the same level, and then maybe one or two key carrier/shift leader types that would do assistant manager duties at much much lower rates. I know there are some retailers that do that...

This kinda sucks. I came to Walgreens thinking it would be more secure than my last job with all the stores we were opening, and now I'm left worrying all over again.
Unknown

Oxford, OH

#8 Feb 11, 2009
No don't think this is going to be temporary. They are sticking it to us. I already had my store manager tell me to clock out for lunch and work through it to get things done. I am going to document it all and when it comes to the end of the year I will take it to district and tell them what they owe me and get a lawyer. This is already a problem with Walgreens. They like to take so much away. Look at what we lost over the last year.
Bah on Walgreens

AOL

#9 Feb 11, 2009
I work at an IV branch they cut OT for hourly staff etc there too...... But Unknown in OHIO its the rules you have to clock out for a 30 min lunch..........
wag

Louisville, KY

#10 Feb 11, 2009
without a doubt, it's not temporary
jogo701

Wilmington, NC

#11 Feb 11, 2009
unknown

don't wait on that. go to loss prevention now. the fact that other store managers in other cities, not just mine, try to do that and get away with it is infuriating. we had one store manager get fired already for that and i know of at least one more who needs to be. what worked for them coming up, doesn't work anymore. it's not right, it's never been right, fix that problem now. this "old school" idealogy that an employee is expendable, inconsequential, and exterminable is rotting the core of this company. to many guys and gals have gotten promoted based more on the good ol' boy network and less on merit. it takes whistle blowers to change things and this is a huge oppurtunity to right a wrong against not only you i'm sure, but others as well. call them out. please.

jogo701
256
Brushclean21

Moss Point, MS

#12 Feb 12, 2009
I am a Store Manager...The way the assistant overtime cut was announced was very disappointing. You notice it was a tersely worded email sent out to the stores at 5:01pm Monday afternoon. Someone at corporate hit SEND and ran out the door. Our assistants will be taking a 13% cut in pay and all my assistants are MGTS.(Been a fun last two days!) Also notice that there was no direction or advice on how to best handle talking with your assistants. The DMs were notified of the move with the same email we got, when we got it. It just as not the usual way we treat people. I already had doubts about our divisional VPs and this reinforces them. ou also have to wonder if this strategic consulting group that our board hired to guide the rewiring process is who is actually calling the shots. They have an office inside our headquarters in Derrfield and from what I understand have everyone there running scared, even some of our upper level execs. I was told from a source in Derrfield, when"they say jump,everyone there junps high and they are all afraid of getting rewired if they don't comply."
Brushclean21

Moss Point, MS

#13 Feb 12, 2009
I do thin the board made a very good move by naming Wasson as our CEO instead of an outsider. He seems to be a no-nonsense guy who can make the tough decisions. He doesnt seem as personable as some of our past CEO's but I would think its rather hard to express extreme sentiment and still back the tough choices w are facing as a compay right now. Still it is hard to believe that with his 30 years of Walgreens experience, the "walgreens culture" is not deeply embedded inside of him. He will ultimately be the saving grace for us all.
I also believe that our leaders now recognize that they made a huge mistake in the way the MGT OVT cut was handled. Two promises were broken. All previous claims were that stores would not be touched during the initial phases and that all changes would be communicated openly. There is now an eeiry silence from above us. Hardly any emails or communication. I'm still waiting for a clarification from Mr. Wagner on the move...something more civil than what we got so far. Part of the problem was that the chain of command above us is so fractured right now from rewiring that the ball was dropped in the communication of this directive. There are a lot of folks above us waiting on Mon Feb 16th to arrive. Thats when the new field structure will be announced, including new district allignments and staffing. It is obvious that we in the stores are on autopilot until after tht point.
BrokeinNOoga

Hixson, TN

#14 Feb 12, 2009
Is this even legal. Didn't we all have verbal agreements when we started at Wag that we were to work 44hrs. If we didn't wouldn't work those hours wouldn't we all be fired?
jogo701

Wilmington, NC

#15 Feb 12, 2009
that's the prob with verbal agreements. anyone can above us can deny those. walgreens does have a strange habit of not putting things on paper. i think it's because it gives them wiggle room in situations like these. we were all promised 44 during our interviews surely, but it is not written anywhere that i can find. and if it was, you can bet that is was cleared from memory and storenet before that email was sent. this does not pass the 4 way test.

jogo701
256
mgt

Rome, NY

#16 Feb 12, 2009
From the Walgreens.com description of the position which can still be found here..

http://www.walgreens.com/about/careers/retail...

How do you pay employees?

Ethics and equality are two cornerstones of our corporate culture. We want to ensure that all employees are treated fairly. Therefore our compensation program is based on fair pay for time worked.
An entry-level Assistant Manager is scheduled to work a set number of hours per week (in most areas 44 hours per week). Any hours worked greater than 40 are paid at an overtime rate of 1.5, ensuring individuals will be fairly compensated for hours worked. It also encourages store managers to not schedule our assistants for excessive hours. After promotion, he or she would move to a salary plus bonus based on the performance of their store.
BINGO

Louisville, KY

#17 Feb 12, 2009
BrokeinNOoga wrote:
Is this even legal. Didn't we all have verbal agreements when we started at Wag that we were to work 44hrs. If we didn't wouldn't work those hours wouldn't we all be fired?
I know that when I was hired, my DM said very very very clearly that it would be 40 hours with 4 hours overtime. About half-way through last year I started seeing myself scheduled at 42. Now we're told no OT at all.

This is about a $200 hit to the pay check biweekly.$400 a month.$4800 a year.

$40K a year? YEAH RIGHT! I didn't even make that last year.(thank you Mr. W-2!)

Since: Feb 09

Charlotte,NC

#18 Feb 13, 2009
I'm not a MGT, but I'm even ticked off about the cuts...That is not professional at all to without warning in the middle of the week cut hours of the backbone of your store..Walgreens upper management knows that nobody has anywhere to go, the economy is in bad shape and very few management jobs are being listed..They can use the excuse of the economy..They say in their email that wages are still competitive but I disagree, CVS and Rite Aid pay their assistants more than $33,000! It makes me wonder if my EXA job, salary, or bonus is next...The strong WAG culture is fading, within a few years we will be just like CVS with no hours and a management that is abused and underpayed...
ict

Wichita, KS

#19 Feb 13, 2009
The Four-Way Test
One of Charles R. Walgreen, Jr.'s most enduring contributions to the company that his father founded has been the Four-Way Test, written by a friend at Rotary International and adapted for Walgreens in 1955. Based on the ethical business principles he learned from his father, these four questions are the foundation of the Walgreen Way:

Is it the truth?
Is it fair to all concerned?
Will it build goodwill and better friendship?
Will it be beneficial to all concerned?

http://diversity.walgreens.com/ourcommitment/...

Do we still have this hanging in our stores???
jogo701

Wilmington, NC

#20 Feb 13, 2009
it hangs, but we fall short unfortunately. as an exa, i find it hard to push myself to be that store manager at times because i don't know if i like where this company is going anymore. i have to agree with unccgrad03 that the thought crossed my mind the other day about what seperates us from our competitors. it use to be that we were well compensated for a demanding job with hopes of promotion and fair treatment... i don't know if i believe that anymore.

jogo701
256

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