Sfl is a manager in disguise

Sfl is a manager in disguise

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Red

Carmichael, CA

#1 Mar 25, 2012
Managing and leading is such blur. How can we lead a crew if we can't manage it. From wag, it defines a sfl as a coach for the associates. Wth how can a sfl tell a associate to do a project but the sfl dont have any authority. My best bet would be, so and so said do this and its up to you if you want to do it.
Toolong

Carmichael, CA

#2 Mar 25, 2012
Red wrote:
Managing and leading is such blur. How can we lead a crew if we can't manage it. From wag, it defines a sfl as a coach for the associates. Wth how can a sfl tell a associate to do a project but the sfl dont have any authority. My best bet would be, so and so said do this and its up to you if you want to do it.
Wag is hoping mgt steps down in the same store and become sfl. If that's the case, wag hopes there be mutual respect. Other than that, sfl is going to get killed with unfinished projects.

Since: Mar 12

Location hidden

#3 Mar 25, 2012
I think the only reason "no management duties" was ever mentioned is because some legal council said you can't decrease pay for the same duties. The hope is that those who are now assistant managers who will eventually take the pay cut and stay will not be able to "not manage". In the end, the pay cut will come and they will still have people who take care of all the same things they do now, as time passes the upset will ease and they will pay less for the exact same duties done before the change. Not being able to discipline or fire is not the same as not being able to tell someone what to do. Those who are managers are managers. Plain and simple, when all is done, they will still carry out the same duties and simply get paid less for it. Many on here have said "quit being whiners" and do your job, those are the ones that Wag wants to take the SFL position as I think that is exactly what they are looking for in the new position. Many will leave and many STL's will move up for a small, if any, raise and be thrilled to finally get to be somewhat important (or feel that they are)and step happily into the "non management" management role without complaint.
How long will it be before the lines blur and the SM says well, could you do this or that? Before long the new rules will be forgotten and all will level out to doing the same job as before for less pay.

Since: Mar 12

Location hidden

#4 Mar 25, 2012
random55 wrote:
I think the only reason "no management duties" was ever mentioned is because some legal council said you can't decrease pay for the same duties. The hope is that those who are now assistant managers who will eventually take the pay cut and stay will not be able to "not manage". In the end, the pay cut will come and they will still have people who take care of all the same things they do now, as time passes the upset will ease and they will pay less for the exact same duties done before the change. Not being able to discipline or fire is not the same as not being able to tell someone what to do. Those who are managers are managers. Plain and simple, when all is done, they will still carry out the same duties and simply get paid less for it. Many on here have said "quit being whiners" and do your job, those are the ones that Wag wants to take the SFL position as I think that is exactly what they are looking for in the new position. Many will leave and many STL's will move up for a small, if any, raise and be thrilled to finally get to be somewhat important (or feel that they are)and step happily into the "non management" management role without complaint.
How long will it be before the lines blur and the SM says well, could you do this or that? Before long the new rules will be forgotten and all will level out to doing the same job as before for less pay.
Wooooooooo! a moment of clarity!

Since: Mar 12

Location hidden

#5 Mar 25, 2012
As an SFL the whole "Don't manage" includes things like not being able to decide if someone sick can be sent home, if you need coverage you can not call anyone, if your robbed you need the SM's ok to send an employee home if they had a gun in their face and are unsettled, can not repremand an employee if they are slacking or just not working, the list goes on and on. For all this you are as an SFL required to get the SMs OK for everything otherwise YOU CAN BE WRITTEN UP for overstepping your position.

If that means calling your SM at 3 am to get the ok for a employee which is puking to go home then you do call him/her. If you have no staff because they didn't come in, you have to call the SM to either have him/her find someone to come in or the SM has to because SFL is not allowed to be in the store alone BY POLICY. If an employee tells you to piss off or ignores you You have to write out the report to the SM and inform him/her of the situation WITHOUT confronting the employee "or risk being written up" so that the SM or ASM can follow up with the employee next time they are working at the same time. YES THIS SUCKS and makes the SFL's job redundant and much more difficult in the long run. No raises, No right to make decisions, All the past work and more will be required now that the SM and ASM are to sit in the office making notes all day, just through hoops to resolve a conflict, deal with customers that SFLs must inform to come back in the morning to talk to a manager, and if you overstep your "JOB DESCRIBED LIMITATIONS" you risk being written up. Thank you Walgreens for helping attack the middle class because SFL pay is "upper-lower class" tax bracket.

Since: Mar 12

Location hidden

#6 Mar 25, 2012
Vieux-Carre wrote:
As an SFL the whole "Don't manage" includes things like not being able to decide if someone sick can be sent home, if you need coverage you can not call anyone, if your robbed you need the SM's ok to send an employee home if they had a gun in their face and are unsettled, can not repremand an employee if they are slacking or just not working, the list goes on and on. For all this you are as an SFL required to get the SMs OK for everything otherwise YOU CAN BE WRITTEN UP for overstepping your position.
If that means calling your SM at 3 am to get the ok for a employee which is puking to go home then you do call him/her. If you have no staff because they didn't come in, you have to call the SM to either have him/her find someone to come in or the SM has to because SFL is not allowed to be in the store alone BY POLICY. If an employee tells you to piss off or ignores you You have to write out the report to the SM and inform him/her of the situation WITHOUT confronting the employee "or risk being written up" so that the SM or ASM can follow up with the employee next time they are working at the same time. YES THIS SUCKS and makes the SFL's job redundant and much more difficult in the long run. No raises, No right to make decisions, All the past work and more will be required now that the SM and ASM are to sit in the office making notes all day, just through hoops to resolve a conflict, deal with customers that SFLs must inform to come back in the morning to talk to a manager, and if you overstep your "JOB DESCRIBED LIMITATIONS" you risk being written up. Thank you Walgreens for helping attack the middle class because SFL pay is "upper-lower class" tax bracket.
Woooooooo! Now that makes it a he said she said moment. If only 2 people are working and one of them is the gal i tell to piss off......then Woooooooo! It never happened!
ridiculous

Evanston, IL

#7 Mar 25, 2012
I work in rx, so I'm not exactly sure what your exact duties are or were, but it sure sounds like they are making you do the same job for less pay. If that is the case, I hope you all get together and file a lawsuit. Legally, they can't cut your pay to do the same position. Changing your title and duties on paper, yet expecting you to do the same tasks as before shouldn't cut it. I hope you all document everything you are asked or expected to do and not let them get away with this.
Flag

Metairie, LA

#8 Mar 25, 2012
ridiculous wrote:
I work in rx, so I'm not exactly sure what your exact duties are or were, but it sure sounds like they are making you do the same job for less pay. If that is the case, I hope you all get together and file a lawsuit. Legally, they can't cut your pay to do the same position. Changing your title and duties on paper, yet expecting you to do the same tasks as before shouldn't cut it. I hope you all document everything you are asked or expected to do and not let them get away with this.
Also, I think these posts from so many people can be used a documentation in court if needed. I am RX also and don't understand the new positions; however, it sounds consistent throughout the posts. People are being written up for ridiculous things when their co workers do the same with no consequences, and shift leads are leading with less pay when they lead before at higher pay. Something is not working, and why aren't there any reports about lawsuits? Why are y'all not going to lawyers?
ynot

Johnson City, TN

#9 Mar 25, 2012
Sfl is a manager in disguise

The writing was on the wall when they introduced STL's.

I don't see a huge gap between what most MGT's are capable of doing and what a decent STL is capable of doing, minus the things STL's aren't allowed to do of course.
Looking at what's required of an SFL, it doesn't look like there will be a ton of training needed to move a decent STL into the SFL position.
IMO the STL position was just a trial run to see if they could get the same type of work done for less pay.
As much as I hate the way the company has gone about this, I can see why they believe they can easily replace MGT with a lower paid position.
Red

Carmichael, CA

#10 Mar 25, 2012
Hopefully not to many people goes to sfl. Makes them lose that position
Billysh

United States

#11 Mar 25, 2012
Red wrote:
Hopefully not to many people goes to sfl. Makes them lose that position
Yeah, what if they created a position and no one wanted it??
Red

Carmichael, CA

#12 Mar 25, 2012
I wanna c what they'll do to all the mgt. fire them

Since: Jan 12

Location hidden

#13 Mar 25, 2012
Billysh wrote:
<quoted text>
Yeah, what if they created a position and no one wanted it??
Better yet... Create a position with such strict promotional standards the people who do want it don't qualify due to not having a review looooooool
Billysh

United States

#14 Mar 25, 2012
AnonymousWAG wrote:
<quoted text>Better yet... Create a position with such strict promotional standards the people who do want it don't qualify due to not having a review looooooool
They'll "lower the bar" to where they'll start begging clerks to take the position. My DM put out an e-mail announcement for overnight SFLs that involved 5 stores. The requirements were 3,0 for a STL (and I think he's mistaken -- it's a 2.7) and a 3.7 for clerks. Yeah, right. They're dreaming. Their brains aren't focused in reality.
ThrobbingWag

Shelbyville, TN

#15 Mar 25, 2012
The SFL position is just Walgreens getting in line with the rest of the industry. If you go to CVS or Rite Aid, they have shift leaders who make about the same as what the SFL will make.

But I agree that paying its employees well is what makes sure that a company has motivated employees. You have to admit, starting out as $38,000 a year as an assistant manager at Walgreens (pre-MGT overtime cut) was a pretty sweet deal. It would have motivated me as a clerk to give my all in hopes of obtaining one of these spots. Now they went and screwed everything up and took away the carrot in front of everyone's face. I'm not alone in how I feel about this. Now they have this new shit position come out that no one cares about. There are plenty of qualified people for the SFL position, but a lot of people make pretty close to its starting pay. What's the motivation to accept the position? Better yet, what's the motivation to even try to do a good job anymore knowing that there's little room for advancement anymore in this company at the retail level? My store manager says that the path to becoming a store manager will now take on average 14 years.

Let's face it: our company has become the shitpile McDonald's of drug stores. I don't give a shit about doing good at my McJob anymore.
Red

Carmichael, CA

#16 Mar 25, 2012
ThrobbingWag wrote:
The SFL position is just Walgreens getting in line with the rest of the industry. If you go to CVS or Rite Aid, they have shift leaders who make about the same as what the SFL will make.
But I agree that paying its employees well is what makes sure that a company has motivated employees. You have to admit, starting out as $38,000 a year as an assistant manager at Walgreens (pre-MGT overtime cut) was a pretty sweet deal. It would have motivated me as a clerk to give my all in hopes of obtaining one of these spots. Now they went and screwed everything up and took away the carrot in front of everyone's face. I'm not alone in how I feel about this. Now they have this new shit position come out that no one cares about. There are plenty of qualified people for the SFL position, but a lot of people make pretty close to its starting pay. What's the motivation to accept the position? Better yet, what's the motivation to even try to do a good job anymore knowing that there's little room for advancement anymore in this company at the retail level? My store manager says that the path to becoming a store manager will now take on average 14 years.
Let's face it: our company has become the shitpile McDonald's of drug stores. I don't give a shit about doing good at my McJob anymore.
So true. I see a lot of people that qualify for the sfl position, but why would they switch over. There schudule is set m-f, plus there pay is way over 11. So my guess is wag is going to have to promote freah employees to become sfls and new hires. As for the current mgts, corp is going to have to wait for the mgt code to end before anything really happen to mgts.
ConcernedMGT

Springfield, MO

#17 Mar 25, 2012
Truth be told. A ton of DMs wouldn't allow MGTs to do write ups. Even though its clearly in the job description. 4 DM's I have had accross 2 districts imposed these restrictions. This was years before any talk of restructuring.

In fact other than pay. The same procedures in this district will not change.

SFL Pro/Cons

Pro- Low transfers( the position is linked to the store. Not like current MGT who is technically a district position. AKA a SM can not fire a MGT.)
No thirds unless a emergency.

Cons- Pay ( big one but only one I can see)
There are some good changes in this restructering.

Now Staff Pharmacists( from what I understand may be wrong) and pharmacy techs are direct reports to pharmacy manager.
WagginOn

Columbus, GA

#18 Oct 6, 2013
I have been with the company for three years. I was laid off 2 years previous from a high end sales position. After burning through my savings in two years, Walgreens hired me as a cashier.

I saw what MGT's made and decided that with the economy the way it was, and with my experience in retail, that I would make MGTin no time.

Silly me.

This was around the time they removed the Sims position. Anyway, I quickly moved to BA, then SBA, and STL, in a matter of months. I work hard, ask myself what I need to learn in order to move on to the next step. I have worked for 4 stores, including a 24 hour third shift position. I do community events and give superior customer service. I'm easy to get along with, always smiling, eager to learn, I take pride in a hard days work, never written up... 3.8 or higher with every review.

So why am I now an SFL who makes a little over $11.00 per hour? The reason I have been?

Bad timing. I needed to be coded as an mgt before the round of ASMT poisons were available. Too many MGTS applied so no STLs were even looked at.(Even though I have been doing MGT work for two years. Opening or closing EVERY DAY I work. Cash reports, claims, vendors, finding replacements for sick employees, dealing with customer complaints, running the photo lab, helping pharm... The employees come to ME when they have an issue.

The real reason? Now listen close people... BECAUSE THEY CAN. Simple as that. In this economy and I see exactly what can happen to someone who loves to work and loves to work hard. You can go from making 120k combined income, to being a 40yr old divorcee that makes $11.00 an hour - who's ex has been laid off for 3 years too. I hoped hard work would pay off and maybe it will. While I'm not as hopeful as I was 3 years ago, I'm in no financial position to leave. Not for lack of looking!

Flame away trolls.
sandycakes

Portland, OR

#19 Oct 7, 2013
9 year employee here. In my district SFL does exactly the same as mgt did. My sm gives us authority to send people home due to illness or lack of job performance, we have to 'coach' employees when we see behavior that needs to be changed, we call around and send out emails to get coverage when needed. It pisses me off how my current asm sit in the office most of his shift while me and the other shift lead do most of the grunt work. This guy makes 69k a year. Me?! a 9 YEAR employee?! 30k a year. Im one of the hardest working people you will EVER meet and if you knew my life story you would wonder how I can even function. All I ask is for my sm to listen to me and those who stand up for what is right. So far he has. He is old school and works harder than his asm on the floor. I cant say much since i only transferred to my current store a month ago, but I am making it known that I wont put up with bullshit. Ive already gotten my sm to change some of the ways that things were being done. He tells me that hes grateful that I came to his store and I hope he keeps that attitude. I might just make asmt yet.
WagginOn

Savannah, GA

#20 Oct 10, 2013
sandycakes wrote:
9 year employee here. In my district SFL does exactly the same as mgt did. My sm gives us authority to send people home due to illness or lack of job performance, we have to 'coach' employees when we see behavior that needs to be changed, we call around and send out emails to get coverage when needed. It pisses me off how my current asm sit in the office most of his shift while me and the other shift lead do most of the grunt work. This guy makes 69k a year. Me?! a 9 YEAR employee?! 30k a year. Im one of the hardest working people you will EVER meet and if you knew my life story you would wonder how I can even function. All I ask is for my sm to listen to me and those who stand up for what is right. So far he has. He is old school and works harder than his asm on the floor. I cant say much since i only transferred to my current store a month ago, but I am making it known that I wont put up with bullshit. Ive already gotten my sm to change some of the ways that things were being done. He tells me that hes grateful that I came to his store and I hope he keeps that attitude. I might just make asmt yet.
i feel your pain... well 9k less a year MORE pain but yeah...

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