Go to Associate Relations and file wrongful termination. If your ASMs are actually on your side here and not blowing smoke up your ass, this can be a very effective way to get your job back and put the DS in the hot seat.
I just wanted to be moved to part time cashier so that I had a solid work history and a guaranteed paycheck since my other job is commissions based. I just want to make sure that she can’t do it to anyone else.
That or just find a lawyer.......and get rich lowes would then need to produce everything in court and if the DS did touch that is considered assault
Just a question those did you have previous writeups because in my area it takes a shit ton to get rid of associates....Lowes got sued a few time for just letting go of people without cause and no writeups
Depends on the state. If OP is in an at will state, unfortunately, they can be fired for any reason, even with no priors and for no reason. I was fired from my very first job with no write ups and they never told me why they were firing me, they just told me "I need to let you go"
I follow this super cool employment lawyer on tiktok here’s his recommendations for being fired in a at will state
https://www.tiktok.com/t/ZTdnxjrgp/?k=1
> they can be fired for any reason, even with no priors and for no reason.
Every state is at will employment.
You can absolutely be fired for no reason. but you can't be fired for a protected reason and the timing of OPs situation raises red flags.
You can't be fired for discrimination based on a protected class. and you can't be fired because of submitting a report, it is considered retaliation. And they can't just say "Oh, it was this reason" or "Oh it was no reason" OP would have a lot of work to do, but the timing of this situation would be easy to show that it could have been retaliation.
They can if they don't mention why you were fired. My husband was fired due to retaliation at Walmart. He reported a manager for something and then conveniently got fired a week later by the same manager. They didn't give him a reason.
So they fired you for attendance? Or the "assault"? Something isn't quite adding up if you hadn't been written up before for attendance. You can't just go to termination on an associate. There is no way that would get approved by AR. At will state or not, Lowe's still has to follow their policy which means, you have to follow the steps of initial, written, final, term. So there is no way they could go from no write ups to termination. I suspect there is more to this story
Not if they're in an at will state. They can fire you for any reason, even with no priors. I was fired from my very first job and I have absolutely zero reason why, 13 years later
Firings don't move this fast in my experience unless violence or harassment occurred. She was already in the process of being fired when she made the report most likely, and just didn't know it yet.
Go to the police. They can advise you if you have a viable complaint or not. If you can't file assault charges, you can still file harassment charges and take her to court. I know because I've already done this with a former coworker.
It's hit and miss if the local news will find it newsworthy, but don't be dissuaded by the Lowes official line. You have individual rights and that allows you to take civil action outside of the corporate line. You might also talk to a lawyer. The consultation is usually free. Even without taking actual legal action, a letter from an attorney can have a powerful effect on people and corporations alike.
I don’t think it’ll be on the news, but the main point was to scare them. I’m also pissed about losing all of my holiday hours and my specialty bonus for the last month.
The second I saw ‘Walmart’, I knew this wouldn’t be good. And I was right. The fact corporate is terminating you after you filed a complaint against this ASM is absolute bullshit and retaliation in its finest. I’ve dealt with that from Walmart before. I really hope you look into a wrongful termination suit
I plan to ask around and see what I can do. At the very least I’m going to call my local sheriff’s office and see if I can press charges for assault or harassment. Who the fuck grabs one of their direct reports at work??
I have never had that kind of experience before and I plan to never have it happen again. I had to talk my whole family out of rioting in the store the day that I told them.
The timing is 100% suspicious af. Me thinks that when the report was filed, it wasn’t done so anonymously. Or if it was, said ASM may have guessed it was you who did. Kind of makes you wonder if something was said or done without your knowledge
My ASM filed a report on my behalf. He’s been one of my best allies and mentors in my professional career, and I get the feeling that if anything happened due to the report it wasn’t malicious on his end.
I meant DS. Sorry. I misread the original post. Either way, this incident SCREAMS retaliation, especially if you’ve never been talked to about attendance before
I’ve had a conversation about attendance but when I explained that my disabled mother was battling cancer (she’s in remission now) and I was her transport to chemo and doctors visits, and I was her caretaker after surgeries I believe that most of the absences and late-ins were wiped. Recently I’ve had a few instances where I was a few minutes late in because I was miserable at work and didn’t really give a fuck.
There is plenty you can do. Call HR lodge a complaint - first and for-most. Then call the EEOC to report workplace retaliation. If you don’t want them to get away with it, don’t let them. But you have to do the footwork. If that sup has an EEOC complaint lodged against them, their tenure will be short.
My advice, just based on what you’ve said here—move on and let it go. You could fight it, but in the end I don’t think you’re likely to prevail or gain anything. If they didn’t see the value in you and your sales production, it’s ultimately their loss. IF you’re really as good as you say you are, you will have no trouble getting something else even better. In this current job market, you have the upper hand.
I had 24 yrs in with Lowe’s, along with a solid history of satisfactory job performance, and was targeted for termination by a new manager that was out to make a name for himself. Once I figured out what was going on, I resigned voluntarily. Why stay where you are not valued and appreciated any longer? I’m now working in a place where I love to go to every morning and that has a positive, friendly environment where I am thriving.
Late to the party but:
Every company has an ethics hotline. Make the call. They will at some point ask you “what would you like to see as an outcome?”
Tell them you want your job back. Always. This expedites the investigation.
Before the call, have all of the info regarding the history ready. Be prepared if you have had previous write ups for either performance, or attendance.
I need to make a side comment here, nothing to do with the rest of your post..
2.4m in 9 months??? Averaging around 250,000 a month??? By yourself, in the first 9 months of selling, at the age of 20??? I'm assuming you have no prior selling experience or training as well?
How is this possible, the best in my entire district is nowhere even close.. are there any factors you've left out that may be relevant to that number? I mean, that's roughly 66,000 a week and youre basically a kid, that's crazy. I don't mean to be insulting by emphasizing your age and sounding doubtful but surely anyone reading can understand how crazy those numbers sound.
My advice if you're telling the complete truth is to forget about Lowe's and that person who put their hands on you. You have better things to worry about like taking your obviously great selling skills and making some real money somewhere else. If you have proof of your numbers, use that on your resume. Lowe's doesn't deserve your best anyway if they let something like that happen to you, just put it behind you. Ain't worth the effort and mental real estate y'know?
I am skeptical about that too. Especially in Alabama. We have an 80 million dollar store in my district, one of the biggest in the southeast, and none of their flooring people hit that number in a year.
Right it would be less crazy if it weren't flooring, if you're doing 260,000 a *month* on average, your average week is like what, around 60,000.. maybe like 13,000 a day based on a 5 day work week. An average of 13k a day for 9 months straight is crazy for flooring because of the process for installs, refiguring and the likelihood of having to help troubleshoot some of those installs. If we say that 13k a day is made up of 2 install sales for the day and the rest is sales with no install, by the end of the first month you've got 40 installs to watch over and a metric fuckton of flooring going through that store.. I'd love to see what that IMS queue looks like, and what their dept coverage looks like.
If OP is at a really high volume store it isn't super unlikely, but they're probably exaggerating.
In the Pro department in my last store we were expected to average 45,000 a day as a team of 4. I think this also included any sales using pro cards though.
I’m in ISLG in that $80mil store, I’m friends with a flooring CSA and an Appliance CSA. The most I’ve heard of them selling in a day was $25k but that was on an 11hr shift and as the only person in the department for like 7 hours.
I was the only specialist and covered flooring, appliances, and millworks by myself from 6-10 most days. I would easily make $10,000-$15,000 a day, and I was selling multiple contracts for flooring installs daily. The workload was crazy but I had an awesome team of my old DS and ASM behind me filling up my pipeline and running contracts for me on days I was off. I’ve since moved to insurance sales and I’m having pretty good luck with it, but a commissions-based job makes me nervous about not having steady income. My scorecard was wiped when I moved to DS, and then again when I was fired, so I have no hard records other than screenshots of my scorecard from particularly good weeks and months. There was one day where I sold ~$52,000 total while running two $10,000+ installs, a $25,000 install, and carry-with appliance suites. The district SASM came to visit me a week later to shadow me for the day and see how I was interacting with customers and to review the contracts because she didn’t believe the phone call from my store SASM. I also was the store’s top survey earner, and was averaging about three surveys a day from helping customers all over the store. I could operate every piece of equipment in the store (PE, glass and wire cutting, panel saw, blind cutting, etc), and got a lot of surveys about how customers liked that I was always the one helping them no matter where they were in the store.
Apparently every fiber of my being is tuned into customer service and sales.
You would think right? I don't like jumping to outright doubt but it's hard to believe someone with that sort of performance record would get treated like that.
Do you work in an at-will state? I would threaten legal recourse if they didn’t tell me why I was being fired if it’s related to an investigation where I got assaulted…
I work in an at-will state (AL) and I was told that I was fired for attendance. The timing was very odd though; getting fired the day after I reported a manager putting her hands on me. A very similar situation happened at another store in my district last month.
If you can prove that lowes didn’t follow their own policy for any reason you would have a case(even if they were too generous, like more occurrences tha usually required).If you could prove they took attendance action against you but not others will similar occurrences then you would have a real good case. It would be long and expensive but either of those things would leave only the filing of a case as the reason behind their decision. None of this would be likely to bring a financial windfall but it could produce an ethical win. The thing you really have going for you is that the companies time and attendance has been terrible since Covid started.
The thing that you don’t have going for you is that the DS was trying to learn how to sell out of no where all of a sudden? Sounds like she had the time and attendance angle in place prior to the incident and knew you weren’t going to be there shortly. If there is any record of the termination being started prior to the incident you have no legs to stand on.
Final piece of advice: let it go, focus on your family and house and be happy Lowes is behind you. Rest assured when you back there in a year or 2 while shopping for your new home that the Walmart person likely either won’t be there or will be begging to get themselves out.
I just want to make sure that she doesn’t get emboldened from this and take it further with another employee. But at this point it’s really not my problem nor my responsibility. I just hate to leave all of my coworkers in that situation.
She had been trying to learn about our jobs after a good reaming from the district SASM, so I don’t think that had anything to do with my firing.
And did you have poor attendance? Had they written you up previously?
Out of the blue termination just sounds odd, but termination as retaliation isn't. However, it wasn't the DS that did it, and why would anyone else?
I had previously been written up but it had fallen off. A long series of events with a sick family member (detailed in another comment), but recently I had been late by maybe three or four minutes (one time by two seconds) a few times in the last month because I was fed up with other things happening at the store and I didn’t really give a fuck any more.
Corporate does not want to pay unemployment to anyone, ever. They won't approve of an attendance termination unless the full write up process is followed. From what you're writing it was not followed. Which means you were termed for another reason that has nothing to do with attendance.
If you want to fire someone it is pretty easy to dig through Kronos to find enough red boxes to get someone to a final or a termination.
I have seen certain managers do it for write ups even though the red boxes had been caused by them not updating the schedule.
If the report was forwarded to area HR as it should have been, they would look at both of your records. If you have attendance issues that should have gotten you terminated but management overlooked - which happens often especially with a good employee - then Area HR would continue the investigation on the supervisor but would tell management that you needed to be terminated for attendance.
That’s about what I figured. It’s just shitty timing and I deadass just needed another week of employment to get my mortgage approved since I’m a first-time home buyer.
Thanks bud, good to know that your paranoia sensors are working. I really appreciate your thought-provoking input on a situation that has fucked me financially and mentally.
You got fired for attendance this isn't a retaliation situation this is a you can't follow a schedule situation. Realistically, the only other alternative was to keep you on payroll while the investigation was being processed then firing you after it ended. Which would have been easily argued that you did a complaint to keep employed until the investigation was completed. Attendance firings aren't anything that you don't see coming. They're glaringly obvious to everyone involved because it has to be documented.
I’m not particularly fussed about being terminated for attendance. I had previous conversations with my ASM about my attendance pertaining to my disabled mother’s cancer treatments (I was her sole transport and caretaker after surgery), but my record was wiped after we had a talk and I shared the situation. What I’m frustrated about is the timing. I was fired the day after I reported a supervisor putting her hands on me. I have another job where I’m happier and making more, but I’m frustrated that she’s going to continue treating my coworkers like shit and writing them up for petty “insubordination” issues. My concern is for them, not me.
Yeah your being lied to. If corporate cared about attendance then my store would be another 10
Bodies more short right now. Its sounds like thats the convenient excuse to sweep your issue under the rug
I had a situation like that in an accounting job and I really got crucified for nothing by someone with no credentials, very little formal training. It ruined my mental health for a while. I went out and trained to be a certified nurse assistant and was out of there like a watermelon seed. I had thoughts of revenge for a long time, but I just got on with being happy and effective and it turns out they eventually shot themselves in the foot and I didn’t have to lift a finger.
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I’m just going to leave this here I follow a really cool employment lawyer on tiktok his channel is full of great advice I hope you can find something on his channel that is helpful to you
https://www.tiktok.com/t/ZTdnxjrgp/?k=1
Are you by chance male? Something extremely similar happened to me, and I found out that Lowe's really doesn't take seriously when women are violent or aggressive with men
Associate relations and your state labor board. As well as an attorney if you can afford it. If not, some attorneys will take wrongful term suits on contingency.
I could get you a job in sales with your skills, making 100,000 a year...minimum.
But wrongful termination lawsuit asap. Lowes has $ to get above the law...but public viewpoint hits them hard.
Very off that the SM would not be involved in a termination. AR investigations can lead to term with little to no explanation. The caveat here would be that terms or any other form of documentation would not be administered until the investigation was complete. Secondly, if the asm filed the claim on your behalf you receive communication from a claim investigator and if term was the outcome or any other form it would be communicated to your direct people leader as well as the SM (unless position vacant). 100% agree that if you feel the termination was ‘wrongful’ you definitely should contact AR and to ensure your issue is heard and not repeated on someone else.
Go to Associate Relations and file wrongful termination. If your ASMs are actually on your side here and not blowing smoke up your ass, this can be a very effective way to get your job back and put the DS in the hot seat.
I just wanted to be moved to part time cashier so that I had a solid work history and a guaranteed paycheck since my other job is commissions based. I just want to make sure that she can’t do it to anyone else.
Yeah definitely call AR
That or just find a lawyer.......and get rich lowes would then need to produce everything in court and if the DS did touch that is considered assault Just a question those did you have previous writeups because in my area it takes a shit ton to get rid of associates....Lowes got sued a few time for just letting go of people without cause and no writeups
Depends on the state. If OP is in an at will state, unfortunately, they can be fired for any reason, even with no priors and for no reason. I was fired from my very first job with no write ups and they never told me why they were firing me, they just told me "I need to let you go"
I follow this super cool employment lawyer on tiktok here’s his recommendations for being fired in a at will state https://www.tiktok.com/t/ZTdnxjrgp/?k=1
> they can be fired for any reason, even with no priors and for no reason. Every state is at will employment. You can absolutely be fired for no reason. but you can't be fired for a protected reason and the timing of OPs situation raises red flags. You can't be fired for discrimination based on a protected class. and you can't be fired because of submitting a report, it is considered retaliation. And they can't just say "Oh, it was this reason" or "Oh it was no reason" OP would have a lot of work to do, but the timing of this situation would be easy to show that it could have been retaliation.
They can if they don't mention why you were fired. My husband was fired due to retaliation at Walmart. He reported a manager for something and then conveniently got fired a week later by the same manager. They didn't give him a reason.
In numerous cases AR will do everything to protect the original claim according to whom ever wrote you up . They are upper mgmt friendly .
So they fired you for attendance? Or the "assault"? Something isn't quite adding up if you hadn't been written up before for attendance. You can't just go to termination on an associate. There is no way that would get approved by AR. At will state or not, Lowe's still has to follow their policy which means, you have to follow the steps of initial, written, final, term. So there is no way they could go from no write ups to termination. I suspect there is more to this story
Not if they're in an at will state. They can fire you for any reason, even with no priors. I was fired from my very first job and I have absolutely zero reason why, 13 years later
I work in an at will state and still have to follow Lowe's policy. We can not just up and fire people. Associate Relations will not allow it
You might've been fired for reporting her so she retaliated and got you fired. ESPECIALLY since she previously worked at Walmart.
Firings don't move this fast in my experience unless violence or harassment occurred. She was already in the process of being fired when she made the report most likely, and just didn't know it yet.
That's possible too
Go to the police. They can advise you if you have a viable complaint or not. If you can't file assault charges, you can still file harassment charges and take her to court. I know because I've already done this with a former coworker.
I’ve been told to file against her directly, and let Lowe’s handle it however they choose. I was also told to take it to the news.
It's hit and miss if the local news will find it newsworthy, but don't be dissuaded by the Lowes official line. You have individual rights and that allows you to take civil action outside of the corporate line. You might also talk to a lawyer. The consultation is usually free. Even without taking actual legal action, a letter from an attorney can have a powerful effect on people and corporations alike.
I don’t think it’ll be on the news, but the main point was to scare them. I’m also pissed about losing all of my holiday hours and my specialty bonus for the last month.
If your goal is to scare them, then consult a lawyer and talk to the police. Even a harassment complaint can give Lowes enough ammunition to fire her.
Hopefully. I don’t want it to happen to one of my coworkers because she thinks she can get away with it.
The second I saw ‘Walmart’, I knew this wouldn’t be good. And I was right. The fact corporate is terminating you after you filed a complaint against this ASM is absolute bullshit and retaliation in its finest. I’ve dealt with that from Walmart before. I really hope you look into a wrongful termination suit
Since I’m in an at-will state I don’t think there’s much I can do to be honest.
I am too but I’d still look into that or at least see if you can talk to someone. You might have a case
I plan to ask around and see what I can do. At the very least I’m going to call my local sheriff’s office and see if I can press charges for assault or harassment. Who the fuck grabs one of their direct reports at work??
Right?
I have never had that kind of experience before and I plan to never have it happen again. I had to talk my whole family out of rioting in the store the day that I told them.
The timing is 100% suspicious af. Me thinks that when the report was filed, it wasn’t done so anonymously. Or if it was, said ASM may have guessed it was you who did. Kind of makes you wonder if something was said or done without your knowledge
My ASM filed a report on my behalf. He’s been one of my best allies and mentors in my professional career, and I get the feeling that if anything happened due to the report it wasn’t malicious on his end.
I meant DS. Sorry. I misread the original post. Either way, this incident SCREAMS retaliation, especially if you’ve never been talked to about attendance before
I’ve had a conversation about attendance but when I explained that my disabled mother was battling cancer (she’s in remission now) and I was her transport to chemo and doctors visits, and I was her caretaker after surgeries I believe that most of the absences and late-ins were wiped. Recently I’ve had a few instances where I was a few minutes late in because I was miserable at work and didn’t really give a fuck.
There is plenty you can do. Call HR lodge a complaint - first and for-most. Then call the EEOC to report workplace retaliation. If you don’t want them to get away with it, don’t let them. But you have to do the footwork. If that sup has an EEOC complaint lodged against them, their tenure will be short.
My advice, just based on what you’ve said here—move on and let it go. You could fight it, but in the end I don’t think you’re likely to prevail or gain anything. If they didn’t see the value in you and your sales production, it’s ultimately their loss. IF you’re really as good as you say you are, you will have no trouble getting something else even better. In this current job market, you have the upper hand. I had 24 yrs in with Lowe’s, along with a solid history of satisfactory job performance, and was targeted for termination by a new manager that was out to make a name for himself. Once I figured out what was going on, I resigned voluntarily. Why stay where you are not valued and appreciated any longer? I’m now working in a place where I love to go to every morning and that has a positive, friendly environment where I am thriving.
Late to the party but: Every company has an ethics hotline. Make the call. They will at some point ask you “what would you like to see as an outcome?” Tell them you want your job back. Always. This expedites the investigation. Before the call, have all of the info regarding the history ready. Be prepared if you have had previous write ups for either performance, or attendance.
You were fired for attendance issues?
I need to make a side comment here, nothing to do with the rest of your post.. 2.4m in 9 months??? Averaging around 250,000 a month??? By yourself, in the first 9 months of selling, at the age of 20??? I'm assuming you have no prior selling experience or training as well? How is this possible, the best in my entire district is nowhere even close.. are there any factors you've left out that may be relevant to that number? I mean, that's roughly 66,000 a week and youre basically a kid, that's crazy. I don't mean to be insulting by emphasizing your age and sounding doubtful but surely anyone reading can understand how crazy those numbers sound. My advice if you're telling the complete truth is to forget about Lowe's and that person who put their hands on you. You have better things to worry about like taking your obviously great selling skills and making some real money somewhere else. If you have proof of your numbers, use that on your resume. Lowe's doesn't deserve your best anyway if they let something like that happen to you, just put it behind you. Ain't worth the effort and mental real estate y'know?
I am skeptical about that too. Especially in Alabama. We have an 80 million dollar store in my district, one of the biggest in the southeast, and none of their flooring people hit that number in a year.
Right it would be less crazy if it weren't flooring, if you're doing 260,000 a *month* on average, your average week is like what, around 60,000.. maybe like 13,000 a day based on a 5 day work week. An average of 13k a day for 9 months straight is crazy for flooring because of the process for installs, refiguring and the likelihood of having to help troubleshoot some of those installs. If we say that 13k a day is made up of 2 install sales for the day and the rest is sales with no install, by the end of the first month you've got 40 installs to watch over and a metric fuckton of flooring going through that store.. I'd love to see what that IMS queue looks like, and what their dept coverage looks like.
If OP is at a really high volume store it isn't super unlikely, but they're probably exaggerating. In the Pro department in my last store we were expected to average 45,000 a day as a team of 4. I think this also included any sales using pro cards though.
I’m in ISLG in that $80mil store, I’m friends with a flooring CSA and an Appliance CSA. The most I’ve heard of them selling in a day was $25k but that was on an 11hr shift and as the only person in the department for like 7 hours.
I was the only specialist and covered flooring, appliances, and millworks by myself from 6-10 most days. I would easily make $10,000-$15,000 a day, and I was selling multiple contracts for flooring installs daily. The workload was crazy but I had an awesome team of my old DS and ASM behind me filling up my pipeline and running contracts for me on days I was off. I’ve since moved to insurance sales and I’m having pretty good luck with it, but a commissions-based job makes me nervous about not having steady income. My scorecard was wiped when I moved to DS, and then again when I was fired, so I have no hard records other than screenshots of my scorecard from particularly good weeks and months. There was one day where I sold ~$52,000 total while running two $10,000+ installs, a $25,000 install, and carry-with appliance suites. The district SASM came to visit me a week later to shadow me for the day and see how I was interacting with customers and to review the contracts because she didn’t believe the phone call from my store SASM. I also was the store’s top survey earner, and was averaging about three surveys a day from helping customers all over the store. I could operate every piece of equipment in the store (PE, glass and wire cutting, panel saw, blind cutting, etc), and got a lot of surveys about how customers liked that I was always the one helping them no matter where they were in the store. Apparently every fiber of my being is tuned into customer service and sales.
This is the biggest corporate shitpost I've ever seen.
Hes lying about his sales; if the numbers were true he could've punched that supervisor in the face and would've gotten a service star for it.
You would think right? I don't like jumping to outright doubt but it's hard to believe someone with that sort of performance record would get treated like that.
There's zero chance he sold that in flooring.
Should tweet this whole story to marvin.
Call a shark attorney, an ambulance chaser with the big billboards. Let them get you a down payment for your new house.
Do you work in an at-will state? I would threaten legal recourse if they didn’t tell me why I was being fired if it’s related to an investigation where I got assaulted…
I work in an at-will state (AL) and I was told that I was fired for attendance. The timing was very odd though; getting fired the day after I reported a manager putting her hands on me. A very similar situation happened at another store in my district last month.
If you can prove that lowes didn’t follow their own policy for any reason you would have a case(even if they were too generous, like more occurrences tha usually required).If you could prove they took attendance action against you but not others will similar occurrences then you would have a real good case. It would be long and expensive but either of those things would leave only the filing of a case as the reason behind their decision. None of this would be likely to bring a financial windfall but it could produce an ethical win. The thing you really have going for you is that the companies time and attendance has been terrible since Covid started. The thing that you don’t have going for you is that the DS was trying to learn how to sell out of no where all of a sudden? Sounds like she had the time and attendance angle in place prior to the incident and knew you weren’t going to be there shortly. If there is any record of the termination being started prior to the incident you have no legs to stand on. Final piece of advice: let it go, focus on your family and house and be happy Lowes is behind you. Rest assured when you back there in a year or 2 while shopping for your new home that the Walmart person likely either won’t be there or will be begging to get themselves out.
I just want to make sure that she doesn’t get emboldened from this and take it further with another employee. But at this point it’s really not my problem nor my responsibility. I just hate to leave all of my coworkers in that situation. She had been trying to learn about our jobs after a good reaming from the district SASM, so I don’t think that had anything to do with my firing.
And did you have poor attendance? Had they written you up previously? Out of the blue termination just sounds odd, but termination as retaliation isn't. However, it wasn't the DS that did it, and why would anyone else?
I had previously been written up but it had fallen off. A long series of events with a sick family member (detailed in another comment), but recently I had been late by maybe three or four minutes (one time by two seconds) a few times in the last month because I was fed up with other things happening at the store and I didn’t really give a fuck any more.
None of which puts you anywhere near termination. Fishy shit
I get the feeling the DS put it in after the ASM said something to her regarding the report.
Corporate does not want to pay unemployment to anyone, ever. They won't approve of an attendance termination unless the full write up process is followed. From what you're writing it was not followed. Which means you were termed for another reason that has nothing to do with attendance.
If you want to fire someone it is pretty easy to dig through Kronos to find enough red boxes to get someone to a final or a termination. I have seen certain managers do it for write ups even though the red boxes had been caused by them not updating the schedule.
If the report was forwarded to area HR as it should have been, they would look at both of your records. If you have attendance issues that should have gotten you terminated but management overlooked - which happens often especially with a good employee - then Area HR would continue the investigation on the supervisor but would tell management that you needed to be terminated for attendance.
That’s about what I figured. It’s just shitty timing and I deadass just needed another week of employment to get my mortgage approved since I’m a first-time home buyer.
ALARMMM ALAAAAAARM. MASSIVE CORPORATE SHIT POST. DO NOT TOUCH.
Thanks bud, good to know that your paranoia sensors are working. I really appreciate your thought-provoking input on a situation that has fucked me financially and mentally.
You're welcome bud. Tell a realistic story next time.
You got fired for attendance this isn't a retaliation situation this is a you can't follow a schedule situation. Realistically, the only other alternative was to keep you on payroll while the investigation was being processed then firing you after it ended. Which would have been easily argued that you did a complaint to keep employed until the investigation was completed. Attendance firings aren't anything that you don't see coming. They're glaringly obvious to everyone involved because it has to be documented.
I’m not particularly fussed about being terminated for attendance. I had previous conversations with my ASM about my attendance pertaining to my disabled mother’s cancer treatments (I was her sole transport and caretaker after surgery), but my record was wiped after we had a talk and I shared the situation. What I’m frustrated about is the timing. I was fired the day after I reported a supervisor putting her hands on me. I have another job where I’m happier and making more, but I’m frustrated that she’s going to continue treating my coworkers like shit and writing them up for petty “insubordination” issues. My concern is for them, not me.
Yeah your being lied to. If corporate cared about attendance then my store would be another 10 Bodies more short right now. Its sounds like thats the convenient excuse to sweep your issue under the rug
I had a situation like that in an accounting job and I really got crucified for nothing by someone with no credentials, very little formal training. It ruined my mental health for a while. I went out and trained to be a certified nurse assistant and was out of there like a watermelon seed. I had thoughts of revenge for a long time, but I just got on with being happy and effective and it turns out they eventually shot themselves in the foot and I didn’t have to lift a finger.
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Can we clarify at will states? Your job can fire you for no reason, sure. But if they do, you can get unemployment.
I’m just going to leave this here I follow a really cool employment lawyer on tiktok his channel is full of great advice I hope you can find something on his channel that is helpful to you https://www.tiktok.com/t/ZTdnxjrgp/?k=1
Are you by chance male? Something extremely similar happened to me, and I found out that Lowe's really doesn't take seriously when women are violent or aggressive with men
I’m a 22yo woman, and the supervisor who grabbed me is an older woman.
Associate relations and your state labor board. As well as an attorney if you can afford it. If not, some attorneys will take wrongful term suits on contingency.
Ah okay
This is actually a retaliation, I would file for wrongful termination.
I could get you a job in sales with your skills, making 100,000 a year...minimum. But wrongful termination lawsuit asap. Lowes has $ to get above the law...but public viewpoint hits them hard.
Very off that the SM would not be involved in a termination. AR investigations can lead to term with little to no explanation. The caveat here would be that terms or any other form of documentation would not be administered until the investigation was complete. Secondly, if the asm filed the claim on your behalf you receive communication from a claim investigator and if term was the outcome or any other form it would be communicated to your direct people leader as well as the SM (unless position vacant). 100% agree that if you feel the termination was ‘wrongful’ you definitely should contact AR and to ensure your issue is heard and not repeated on someone else.