Archived CCA final question

[zinc111]

Long time lurker here and been with target for 3 years. If you had CA from the past year that are "expired" can you be placed on a final? In addition, is it enough for an etl to fire someone because "their not performing to their standards."

Thank you in advance, it just lately it feels like the managers at my store at pulling very shady practices and they are buddy buddy with HR. I feel like there's no other inpartical 3 party at the store to voice these concerns to.

 

[commiecorvus]

I'm not sure about expired but they can stack CA so you are put on a final.

The important thing to remember is that managers are always going to be buddys with HR.
HR is not there for you, they are there for to maintain the store and make sure things run smoothly.
They will do what the managers tell them is necessary to make that happen.

 

[NeoDarikona]

You're in the clear after your CA probation is done. It's super sketchy if they just dredge it up post probation period to put you on final, and you should be more than able contest that since you obviously met the requirements to pass your probation.

As far as the metrics needed to be put on CA or Final, you're just out of luck. The metrics are so vague they can be easily applied to anything, and you're at the mercy of your leadership at that point.

 

[BigEyedPhish]

I can see it, I had an accidental NCNS about a month and a half ago and have yet to be coached/disciplined for it. I think having not called in or even been late for the past year had a lot to do with it.

 

[mrknownothing]

If one's corrective action is expired, it shouldn't have any effect. One could go directly to a final warning for a serious enough offense, but that really only applies to conduct.

Performance management really depends on your store's leadership, and should generally go the seek to understand, coaching, corrective action, final warning, termination route.

 

[Barcode]

You're in the clear after your CA probation is done. It's super sketchy if they just dredge it up post probation period to put you on final, and you should be more than able contest that since you obviously met the requirements to pass your probation.

As far as the metrics needed to be put on CA or Final, you're just out of luck. The metrics are so vague they can be easily applied to anything, and you're at the mercy of your leadership at that point.

There are guidelines, but that is about it. Target can really just do as they please with CCA, its not a legal thing, its a Target internal thing.

About the only thing is that if they don't do a good enough job documenting against you, you could sue for unemployment. I think one old poster on this board got Final > Term'd for pushing over 25 carts, and won unemployment in court because the surveillance video was crappy footage.