Archived New Paygrades

[pellinore]

October 29 through November 4 I have about 37 hours of work scheduled.
My primary work area is as a guest service team member. I now get $11.00 an hour.

Of these 37 hours I worked 17.75 at a rate of $11.00 as a cashier.
The other 23 hours I worked in softlines doing flow.

My question is: when I work with softlines doing flow, do I get paid the same as flow? Which appears to be $11.50.

I know that a TM can clock in using two different workcenters.......so, am I eligible for the separate pay for the different work centers?

If the answer isn't clear, should I call the TMSC and ask them there?

I mean, if I'm allowed to work in two work centers with different pay grades I out to be able to
get the different pay grades.

I'll appreciate all responses......especially those that agree with me!!!

 

[Yetive]

They aren't supposed to let pg 30 work the pg 35 jobs at all. The problem here is that flow is pg 30 like cashier. It gets the job differential on top of the pay. If you are scheduled flow or apparel, you should ask to be keyed as such. Then, you would get that pay when cashiering.

 

[HRZone]

October 29 through November 4 I have about 37 hours of work scheduled.
My primary work area is as a guest service team member. I now get $11.00 an hour.

Of these 37 hours I worked 17.75 at a rate of $11.00 as a cashier.
The other 23 hours I worked in softlines doing flow.

My question is: when I work with softlines doing flow, do I get paid the same as flow? Which appears to be $11.50.

I know that a TM can clock in using two different workcenters.......so, am I eligible for the separate pay for the different work centers?

If the answer isn't clear, should I call the TMSC and ask them there?

I mean, if I'm allowed to work in two work centers with different pay grades I out to be able to
get the different pay grades.

I'll appreciate all responses......especially those that agree with me!!!

You should push to be keyed as flow. Sadly you did all of it for 11 an hour.

The only point of clocking into another work center is your hours are billed to that department. Our hardlines tl will clock in as beauty occasionally so we hit our hours quota.

 

[Yetive]

It seems like everybody at my store gets scheduled in Apparel at some point, to make the quota.

 

[pellinore]

The two schedules that are currently posted don't have me working the truck....wonder if they've done that intentionally or not. I'll ask about being keyed in differently once I'm scheduled for truck again.

 

[pellinore]

Please check out message #580. This post is about being in two work centers and different pay in each area.

This upcoming week Dec. 3-9 I am scheduled for 27.75 hours. Fourteen hours are as softlines truck unload. Today I talked to my ETL-HR about being able to get the $11.50 an hour as I work in that area there. (I am keyed in as a cashier). She said that, in order to be able to get the higher pay for those hours I'd have to work 50% of my time in that area. And I even asked if I can sign in under two different work centers. She said that it can't be done.

Next, I asked if it would be possible to change my hourly rate up .25 to kind of keep it even.....you know, half and half type of thing. This time she said that she didn't make up the rules about how pay grades work and that she can't help me out. She also mentioned that softlines TMs have more responsibilities than cashiers and that's why, as a cashier, my pay is less.

Of course, she did ask me if I didn't want to help on truck days since the rate was higher. I told her that if I didn't take truck shifts that I probably wouldn't get my hours.

So, I still have a few things to ask about. I've been with my store for 10+ years and that the only reason that I'm now at $11.00 is because of the new minimum pay rate. Is it wrong to hope for a bit of an increase?

I'm a good worker. I don't call off and when I'm at work I work and don't mess around and not do my job. I know that life isn't fair and that often Target doesn't care about being fair.....but there's got to be a way to work this all out so that I'm not losing out pay by going in at 6am and working 4 or sometime times 8 hours in softlines.

If I ask about becoming a softlines TM then I won't be scheduled as a cashier....and it is the cashiering position that makes me happy.

I'm sure that stores do have some discretion regarding a persons pay. Assuming that they do, what is it that I can do to help to get my pay to reflect that I work in more than one area?

Since my ETL-HR said "no" would it be wise to talk to my STL? Or, should I just let it go?

If I let it go, I'm thinking of just telling them that I'll only be a cashier and not remain willing to help on truck. I might really end up screwing myself with less hours, but I'm not sure that I want to go to work at 6am and help out and stay at my $11.00 rate.

At the moment the SRTL in softlines is running into major issues with people doing the truck. In an ideal world, we'd have 5 people doing truck and pushing clothes and product out to the salesfloor. However, they usually have three people there....unless someone calls off. To make matters worse for the SRTL, one of the TMs who has worked truck and pricing was escorted out of work by three police officers and the other main TM quit (after being w/Target for about 5 years). The other day they called me to see if I'd help out for two hours (6am-8am) before my assigned cashier shift...I went in.

So, right now I'm really helping them out. However, I'm not going to continue to let them take advantage of me.

OK....now I'm hoping that TMs here can give some advice and guidance on what my next step might be.

 

[HRZone]

Your etl is right they can't just give you a raise unless they change your position. Your hrbp would be notified if this happened and often forces your leadership to speak to it. While you have a good argument many leaders unfortunately will avoid this altogether and give you answers like the one you got.

I would consider moving to apparel or unload. There is nothing to stop you from getting cashier shifts. At my store the majority of shifts on kronos/swap board are cashier shifts.

You are doing more work for less pay and I'm not sure that's fair to you. But if you truly want to focus on cashiering then maybe stop doing flow/apparel for less money.

If your hours go down again you can supplement by picking up more cashier shifts.

Got to look out for yourself you know?

 

[Xanatos]

Completely agree with HRZone.

I also want to point out that an increase of $.50/hour won't be worth it if you end up with fewer hours per week. I think your leaders need to do the right thing and give you the increase if you're working half of your hours in workcenters with higher pay, but it's just something to think about.

 

[Malkiacera]

I have to second HrZone, when I transferred I was getting didly squat hours in my beloved softlines/brand, I was shuffled into instocks/price change and eventually flow. As much as I love softlines, flow (despite all the heavy lifting) offered more stable shifts, shift differential and higher pay. They couldn’t deny me switching from ‘brand n3->flow n7’ becuase I had been working those shifts for months. It was only a 25 cent difference but it’s better than missing out on $$$.

 

[HRZone]

There were a few employees at my store that got raises outside of the new paygrade change. They were brought up to the new paygrade and then given an extra dollar on top of that. No change in positions and no reviews involved. It was described as an incentive for those employees to stay.

I can't speak for every district but moves like that have to be approved by the hrbp. I kinda doubt this who told you they were giving certain team members a raise?

 

[Xanatos]

I believe it. I've seen it happen. But it's very rare. And in the particular instance at my old store, this team member was upset with more than just her pay, so she almost immediately got another part time job and then quit Target altogether after a few months. All of her complaining was barely worth it. And she deserved it way way less than a lot of other TMs.

Either way, it's exceedingly rare and probably does need the STL to basically beg for it on your behalf.

 

[can't touch this]

anyone know the cheat code to unlock paygrade 9999?

 

[Flow Warrior]

anyone know the cheat code to unlock paygrade 9999?

Its in the credits of Hot tub timemachine.

 

[Coffeebee]

Has anyone had demotion in there store since the new pay grades went into affect? We've had a couple of specialists demoted to tms they lost Vaca and pay

 

[Xanatos]

Has anyone had demotion in there store since the new pay grades went into affect? We've had a couple of specialists demoted to tms they lost Vaca and pay

The only way they should have lost vacation is if they were demoted from team leader, but that didn't happen with any of these changes. And no one lost pay either; if you were making more than the minimum, you kept your pay. No pay was decreased.

 

[HRLady]

Has anyone had demotion in there store since the new pay grades went into affect? We've had a couple of specialists demoted to tms they lost Vaca and pay

If anyone got demoted after the changes already went into effect, then they do lose pay. Anyone that goes from PG 35 to PG 30 loses $0.50. If that new position has the Job Differential (logistics, GSA), then they get that added to their pay. Any vacation that has accrued shouldn't have been lost though.

Example (ASANTS for the amounts):

PG 35 - $11.50
PG 30 - $11.00
Job Differential: $0.50

Demotion: $11.50 - $0.50 = $11.00

Job Differential: $11.00 + $0.50 = $11.50

 

[HRLady]

Really? I was under the impression that those people were grandfathered in and kept their pay. The big ones were HR and signing, from what I remember. Did those team members actually see a reduction in their pay? Like, if a signing TM was in a store that was at $11.00 already and they were making the bare minimum for a signing TM (let's say it's $12.00), would their pay really have been dropped to $11.00?

No, they should be fine. What I mean is that if you are currently a PG 35 specialist (i.e. beauty, electronics, etc) and then you decide to switch to a PG 30 position (i.e. cashier, hardlines, etc), then you will lose $0.50.

 

[Xanatos]

No, they should be fine. What I mean is that if you are currently a PG 35 specialist (i.e. beauty, electronics, etc) and then you decide to switch to a PG 30 position (i.e. cashier, hardlines, etc), then you will lose $0.50.

Yeah I reread your post and realized I missed some key words lol. Thank you for the explanation.

 

[qmosqueen]

Has anyone had demotion in there store since the new pay grades went into affect? We've had a couple of specialists demoted to tms they lost Vaca and pay

Food assistant went to food tm 11.50 per hour instead of 12 per hour

 

[Xanatos]

Food assistant went to food tm 11.50 per hour instead of 12 per hour

Did they actually lose that pay? For example, if a food assistant was making exactly the minimum for their pay grade (12.00) and then that position got eliminated, did they actually drop in pay down to 11.50?

 

[qmosqueen]

Did they actually lose that pay? For example, if a food assistant was making exactly the minimum for their pay grade (12.00) and then that position got eliminated, did they actually drop in pay down to 11.50?

I believe so but they voluntarily switched positions since food assistant is the same pay grade as food team member. They didn’t want the food assistant responsibilities.

 

[Xanatos]

Ah ok. I keep trying to make these posts more than they are lol.

I guess the answer is: yes, anyone who voluntarily changes positions can lose their pay. This has essentially nothing to do with this thread, though. Anyone who was forced into a lower pay grade (due to these recent changes) got to keep their pay.

 

[HRZone]

Ah ok. I keep trying to make these posts more than they are lol.

I guess the answer is: yes, anyone who voluntarily changes positions can lose their pay. This has essentially nothing to do with this thread, though. Anyone who was forced into a lower pay grade (due to these recent changes) got to keep their pay.

Exactly

 

[Coffeebee]

I will double check about the pay tomorrow but I know for a fact they lost vacation time bc they went from a specialist to a tm. So they no longer accrue at the same rate. They had a letter read to them from corporate. It was a demotion not a step down

 

[Xanatos]

I will double check about the pay tomorrow but I know for a fact they lost vacation time bc they went from a specialist to a tm. So they no longer accrue at the same rate. They had a letter read to them from corporate. It was a demotion not a step down

Specialists earned vacation at the same rate as any other non-TL.