MEGATHREAD 2018-2019 Store Modernization Megathread

[OPINION] How do you feel about these changes?

  • I like them.

  • I dislike them.

Results are only viewable after voting.
Tainted Kool aid said:
I tried to accommodate my challenged TM but they out right refuse to do it. So no proof of a problem along with your in to even attempt something will cause me to lose patience with keeping you around. Of course I don't mean you in general.
Click to expand...
i can understand outright refusal for sure. as a side note though, why do you say "challenged TM' and not just "TM"? its like saying my "female coworker" rather than my "coworker". its not just what you post, its the words you're using as well that would indicate to me you really dont have enough knowledge of ADA or something. iknow iknow, im not using that SJW wording but its a serious question to ask yourself. are you setting up task and modifying the worker to match or are you begrudgingly putting a square peg in a round hole? kinda the difference between acknowledging the difference and helping your TM's figure a way around it to achieve the same result vs. having a mental thought of "they can't do it so i have to lessen the task for them". the first is helping them grow by keeping standards in match with others while the later is ableism.
 
Tainted Kool aid said:
You just told me the same thing I said HR would tell me. I don't give a crap what your disability is but they would still tell me what I would need to accommodate. Jesus thank you for providing the proof of the statement I just said. HR would tell me. Your idea that it's some big secret is false because of the law. There for if the team gives no proof of a disability there are no accommodations for your inability to interact in society. If you cant handle life stay at home and live with Mommy and Daddy.
Click to expand...
also wrong and right. you do need to present proper documents if the company asks, not all the time but if they ask. as for HR telling you, it depends on the situation. e.g. for me its always been to be allowed to go into the backroom for 10 or 15 minutes and work on backstock or pulls and then return to the floor. if i or HR didn't tell you the reason you would never figure out i had a overload at that point because im not "staying at home with mommy and daddy" and the law prevents them from disclosing why i would be allowed that subtle change in my day. so i dont know which way to put this but...you need a reality check on both how psychiatric accomodations are made as well as a rerun through basic TL/TM interaction. if you have this mindset of cant handle the job=live at home with mom and dad, i feel sorry for any neurodiverse person that gets in your way. id say your username matches what the new Target creed is going to be in our future.
 
GozerZuul said:
also wrong and right. you do need to present proper documents if the company asks, not all the time but if they ask. as for HR telling you, it depends on the situation. e.g. for me its always been to be allowed to go into the backroom for 10 or 15 minutes and work on backstock or pulls and then return to the floor. if i or HR didn't tell you the reason you would never figure out i had a overload at that point because im not "staying at home with mommy and daddy" and the law prevents them from disclosing why i would be allowed that subtle change in my day. so i dont know which way to put this but...you need a reality check on both how psychiatric accomodations are made as well as a rerun through basic TL/TM interaction. if you have this mindset of cant handle the job=live at home with mom and dad, i feel sorry for any neurodiverse person that gets in your way. id say your username matches what the new Target creed is going to be in our future.
Click to expand...
Once again I do not care what your disability is. But if you taking time to do this or not do a certain thing I need to be told why or why not this is happening by my HR. Like I've said I've already talked with my HR and was told which people we are accommodating and others that we are not that tell me they won't do something or cant. If you and HR come to an agreement on changing your normal workday with out documents I would still need to be kept in the loop to why. Otherwise I'm am just to assume any team memebr has some sort of arrangement with out proof or HR knowing. There is always someone that needs to know and as your direct boss I need to know changes in your work day. I may not need to know why but I still need to know it's happening and it's legit. So yes I am right at the end of the day I need to know in one shape or form that you legitimately have accommodations versus you just doing what you want or do not want to do. When people want to be fired vs trying to do their job that's not a disability that's a poor work ethic.
 
GozerZuul said:
i can understand outright refusal for sure. as a side note though, why do you say "challenged TM' and not just "TM"? its like saying my "female coworker" rather than my "coworker". its not just what you post, its the words you're using as well that would indicate to me you really dont have enough knowledge of ADA or something. iknow iknow, im not using that SJW wording but its a serious question to ask yourself. are you setting up task and modifying the worker to match or are you begrudgingly putting a square peg in a round hole? kinda the difference between acknowledging the difference and helping your TM's figure a way around it to achieve the same result vs. having a mental thought of "they can't do it so i have to lessen the task for them". the first is helping them grow by keeping standards in match with others while the later is ableism.
Click to expand...
You assume I never work with people at first tisk tisk. I have elevated talent of people who were hermits. But just saying you are afraid of something doesn't qualify for anything. I've tried to work with them and they tell me nope that just something I will never be able to do. They won't even attempt it. So why should I accommodate that especially when they won't get help for there issues so at bare minimum they could give HR some reason to why they can't or refuse. Defending people with disabilities I'm all for, defending people because it's not fair I should have to do this I'm not. Life is not fair we do not live in a socialist society were everything is equal. If you can't function fully at your job and provided a basic legit reason why...Bye Bye
 
Tainted Kool aid said:
You assume I never work with people at first tisk tisk. I have elevated talent of people who were hermits. But just saying you are afraid of something doesn't qualify for anything. I've tried to work with them and they tell me nope that just something I will never be able to do. They won't even attempt it. So why should I accommodate that especially when they won't get help for there issues so at bare minimum they could give HR some reason to why they can't or refuse. Defending people with disabilities I'm all for, defending people because it's not fair I should have to do this I'm not. Life is not fair we do not live in a socialist society were everything is equal. If you can't function fully at your job and provided a basic legit reason why...Bye Bye
Click to expand...
Not yet we don't.
 
Tainted Kool aid said:
Once again I do not care what your disability is. But if you taking time to do this or not do a certain thing I need to be told why or why not this is happening by my HR. Like I've said I've already talked with my HR and was told which people we are accommodating and others that we are not that tell me they won't do something or cant. If you and HR come to an agreement on changing your normal workday with out documents I would still need to be kept in the loop to why. Otherwise I'm am just to assume any team memebr has some sort of arrangement with out proof or HR knowing. There is always someone that needs to know and as your direct boss I need to know changes in your work day. I may not need to know why but I still need to know it's happening and it's legit. So yes I am right at the end of the day I need to know in one shape or form that you legitimately have accommodations versus you just doing what you want or do not want to do. When people want to be fired vs trying to do their job that's not a disability that's a poor work ethic.
Click to expand...
thats not how that works. the ada allows me and others to not tell YOU a damn thing but i have to tell HR. HR cannot tell a third party, YOU, about my mental disability or ability. they can just have you make a change-without reason from me. again i dont think you have read the ADA or even understand how HIPAA works. hipaa would allow only need to know info to you, if even that and the ADA states "
  • On the job. Employees generally can’t be required to disclose a psychiatric disability unless requesting a job accommodation. Then, the employer can ask for some medical documentation about the disability. This medical information can’t be shared with others in the workplace.
Mental Health Conditions in the Workplace and the ADA | ADA National Network - https://adata.org/factsheet/health i know all of this because i have had to go through said process. my TL didnt know any of my accomodations but HR told him what ones i had, other than that my exact dx and the reasons for the accomodation are not shared beyond need to know. seriously man, you are being ableist AF. your attitude fo "you do the job unitl you fail me or i find someone better" doesnt work in civilized jobs like this. factory/construction work like i use to do, you could do that shit-but this job?no F'n way. and your own quote of "So yes I am right at the end of the day I need to know in one shape or form that you legitimately have accommodations versus you just doing what you want or do not want to do. When people want to be fired vs trying to do their job that's not a disability that's a poor work ethic. " thats not only f'n stupid but that is saying "unless i know for sure you havent hoodwinked HR into believing your lies, im assuming your just lazy". are you kidding me?
 
Last edited:
balthrop said:
as you said Karma is the great wheel of life we all get our time on the bottom.

But what you described is not karma it is the management at your store being petty and vindictive. which btw is exactly like the brave new world of Target.

you and Mean Girls had a chance to rise above and be the better person to show kindness and help some one that was struggling to adapt to a new situation but you didn't.
Click to expand...
I never said I didn’t. I have taught her many things. And I have watched her stop yelling at people because she’s not at the top of her game anymore. And I have laughed to myself at her.
Stop acting like you’ve never done the same to anyone in your life.
 
Tainted Kool aid said:
You just told me the same thing I said HR would tell me. I don't give a crap what your disability is but they would still tell me what I would need to accommodate. Jesus thank you for providing the proof of the statement I just said. HR would tell me. Your idea that it's some big secret is false because of the law. There for if the team gives no proof of a disability there are no accommodations for your inability to interact in society. If you cant handle life stay at home and live with Mommy and Daddy.
Click to expand...

Mea culpa.
From the way you phrased the statement I made the assumption that you were saying that the HR department would have told you the disabilities, accommodations and if they had medical proof of the people you supervise.
As other people have people have pointed out, none of that would happen.
You, of course, would be told if there were specific things you needed to do but that's it.
I'm glad we were able to to work that out.

Now as to your last statements.
If you have a TM who can backstock the BR perfectly, never missed a day, never complained about the pay but they couldn't look people in the eye when speaking to them, lost track of what they were doing if there was too much stimulation (people) and couldn't carry idle conversation, would you fire them?
Tell them to stay home with their mommy?
This is somebody who is an amazing employee and loyal to a fault.
Getting rid of the neurodiverse is stupid and bad for the company.
Learn how to use their abilities.
You will be better for it.

And that goes for any kind of disability.
 
I scanned some Up & Up paper towels on my Zebra to find out where it goes on the shelf. It came up with not on file. Pulled out my phone and tried on the Targrt app but it said no results found. Shouldn't Target brand products be on file or am I missing something?
 
commiecorvus said:
Spot is a very large company.
Undue hardship is only for small companies where they can prove that it can hurt them financially to provide the accommodation.
To change one policy, for one individual, is not a hardship, it is just annoying to you.
Difficult would be if it changes the entire nature of the job, however job carving does exist.
Creating jobs specifically targeted to the strengths of the person with a disability within a company is fairly common in countries in Europe.
We used to do it here.
Then we decided, fuck people with disabilities money is all that matters.




A psych ward?
Really?
That is how you see working with people who have disabilities?
Ableism much?
That is going to be tough to respond to but here goes.

The numbers show that people with disabilities are the most reliable employees.
They have the lowest rate of call outs and are loyal as hell to the companies who hire them.
It is proven that giving the accommodations are well worth the cost in the long run.

Working with people who have disabilities has proven to be a positive experience for coworkers and supervisors (at least the ones who get their heads out of their asses).
They develop a better understanding other people and the cultures they live in (deaf culture for example) as well as being able to help customers with disabilities better.
By providing the accommodations companies are often able to better see the nature of jobs and what are asked of the employees. There have even been cases where they have restructured the jobs because of the accommodations, when they realized the jobs had unnecessary components.
Click to expand...

Except they don't want loyal employees anymore.
ShortTM said:
I scanned some Up & Up paper towels on my Zebra to find out where it goes on the shelf. It came up with not on file. Pulled out my phone and tried on the Targrt app but it said no results found. Shouldn't Target brand products be on file or am I missing something?
Click to expand...

I guess they got modernized out.
 
GozerZuul said:
On the job. Employees generally can’t be required to disclose a psychiatric disability unless requesting a job accommodation. Then, the employer can ask for some medical documentation about the disability. This medical information can’t be shared with others in the workplace.
Click to expand...
All the supervisor needs to be told by HR is that TM X can’t perform certain tasks, period. HR may need the details and documentation, but the TMs personal medical details are no one else’s business.
 
ShortTM said:
I scanned some Up & Up paper towels on my Zebra to find out where it goes on the shelf. It came up with not on file. Pulled out my phone and tried on the Targrt app but it said no results found. Shouldn't Target brand products be on file or am I missing something?
Click to expand...

Paper transition coming up. It's been something of a minor headache for flex fill and PP1 this week. We're getting lots of DPCI changes and completely new items on the truck, but the system hasn't updated that stuff on our devices so we know what's what.

That's my guess unless you were doing reshop and came across an online only paper towels item.
 
Targetron said:
Hey uh....who is getting Item Merge, Backroom Audit, and 13 Step done now days?
Click to expand...
Hahahahahahaha...
Um...supposed to be the aisle/ section "owners" like with everything else now is what my TL said. But realistically, probably the old backroom TMs when it gets bad enough and they're desperate for help.

Only been doing fully implemented modernization less than a month and already the rate at which I find unlocated items or discover errors when picking from the backroom has gone up significantly.

And this is after my TL had me do 12 steps down every aisle I could in a 8 hour shift last week since it hadnt been done in over a month. I nearly cried at the amount of vendor product backstocked in toys, the amount of office supplies stuffed in bath, and how much stationary sh** ended up in bedding of all places.
 
ToyMaster said:
That's not so bad; in addition to numerous ghosts due to either improper backstocking, or clueless pulling, a leading light in my store backstocked Lean Cuisine in Home aisles. If I hadn't seen it with my own eyes I never would have believed it.
Click to expand...
Just saw one of the “Thirteen Ghosts” with a Lean Cuisine and a puzzled look.
 
The Dude Abides said:
It takes far more time to shuffle the Uboat around to prevent disrupting guests than it does to walk a few steps while breaking down your box, but then again this was designed by people who have never actually done this.
Click to expand...

I know your post was a couple of days old but I feel like this is an important point to reiterate that I haven't seen others mention.

Those steps back to my vehicle were always done while breaking down the previous casepack. So it wasn't totally unproductive time like some people make it out to be. It's really a comparison between walking while breaking down box or breaking down box in a space restricted area and having to move for almost every guest.

Now, sure, some people might walk extremely slow. Others might be "more tired" at the end of a shift from the extra steps. But for those of us who are used to moving quickly, even having to move the uboat a couple of times makes the overall process slower than breaking down the box while walking to retrieve the next. Best case scenario, with no guests, it would be the same speed as compared to 1 vehicle at the end of the aisle, but still probably slightly slower than having a 2nd vehicle for trash and backstock like I used to. (Having to work around your trash and backstock on the same vehicle is a pain in some areas with a lot of trash, and in most areas with really full uboats)
 
Can someone tell me if this is true- If I have a revision on grocery, I can ask for more hours? I was told we still get hours for planno even if it's not listed under Planno
 

Similar threads

FredPanda3
Corporate End to End PTSD
Replies
17
Views
2K
FlowTeamChick
F
buliSBI
Checks no more
Replies
3
Views
502
Captain Orca
C
F
Is anyone else's store getting rid of cart guys?
Replies
11
Views
1K
Florida Dawg
Florida Dawg
T
ESIM
Replies
15
Views
2K
HInbound
H
S
Post Modernization
2 3
Replies
59
Views
6K
flow4areasonuno
F
Back
Top