I'm Lost! The Call In/Sick/Late/NCNS/Attendance Thread

[Hardlinesmaster]

I told my TL last Saturday during break

Me: Dude why'd they put me on the schedule for Friday?
Tl: Idk, you don't even work on Fridays
Me: I Know
Other TMs: *laughs*

And it kinda ended there. Should I bring that up? I haven't work a friday for the last year so it seemed odd.

Watch them fix your schedule or ask hr/Lod to do it.

 

[consume]

The other tms laughed because they wished they had every Friday off

 

[Mhugh220]

If you are scheduled on a day that you are unavailable, you can not be given a CA for NCNS. A warning to your TL or ETL is nice, and appreciated, but that is a scheduling error not your error. So calling in isn't a call out and not calling is not NCNS. I went through this with my ETL-HR a lot. She would schedule people on their days off. Now there is myTime.

Let me correct this ---- they shouldn't coach you --- doesn't mean they won't.

 

[APredux]

There has been a lot of email chatter at my store recently with the fact that because of school starting up again, people are being scheduled against their updated availability, and the ETL-HR has made it clear that it is NOT the fault of those particular Team Members, and they are NOT going to be written up, and those who are doing their schedule need to do a better job of making sure to correct any "mistakes" that happen as a result of mytime.

But, like all things Target, that's just how it is at my store. Results may vary

 

[Life201]

There has been a lot of email chatter at my store recently with the fact that because of school starting up again, people are being scheduled against their updated availability, and the ETL-HR has made it clear that it is NOT the fault of those particular Team Members, and they are NOT going to be written up, and those who are doing their schedule need to do a better job of making sure to correct any "mistakes" that happen as a result of mytime.

But, like all things Target, that's just how it is at my store. Results may vary

I'd notify my ETL and HR as soon as I saw I was scheduled on an unavailable day.

IF I don't witness them officially taking me off the schedule, I'd also call on the day of question JUST TO COVER MY OWN BUTT!

IF Target wants to see you gone, it's matters of confusion like this that they will keep track of to be able to fire you. IF they want you gone, you can be sure there will be no record of HR verbally promising this won't be considered a NCNS.

 

[Gabbiest]

I am a Starbucks TM beyond my first 90 day period am I am forced to call out a second time within a seven day span(I haven't done so yet today, but I will be calling soon). Before that I have only ever missed two other shifts, once when I was sick, and once when I had to go to a funeral. I was wondering generally when call outs lead to being written up and corrective action, as one of my coworkers recently was fired for attendance even though she very rarely called out and never NCNS. Any help would be appreciated. Thank you.

 

[Barcode]

Yes they can. Best not to call out unless you really have to, so when something really comes up, you will be credible

 

[Gabbiest]

I am a college student and have events come up frequently within the week of that do not allow me to ask for time off. Presently there are only three of us running the entire Starbucks, and one was in Chicago for the weekend. I would have found someone to cover it if there was someone to cover it. Unfortunately there was not, so calling out was my only option because the event is mandatory. I haven't been written up once yet and after today I shouldn't have to call out for a long time unless I'm sick. They weren't happy about it but my college career is my number one priority right now, not Target.

 

[anathema]

Well...your shifts are kind of mandatory as well. If you're not overly concerned with keeping your job, sure, call in for the events.

 

[eleuthreophile]

It sounds like you need more TMs trained for Starbucks. Only three? Yikes.

 

[Nauzhror]

Well...your shifts are kind of mandatory as well. If you're not overly concerned with keeping your job, sure, call in for the events.

Something required to graduate is of higher importance than something suggested to be able to keep making sweatshop wages.

 

[ToyMaster]

Sweatshop wages? You mean I am getting a raise? Means more like starvation wages. School should be first if at all possible.

 

[60SecondsRemaining]

A funeral is covered under bereavement and would not be counted as a call-out for HR purposes.

Generally speaking, attendance is lumped under performance, and it's difficult to term someone who has issues with attendance only. If it's school which is causing you to have these issues, Target does offer something called intermittent leave, which basically means you can take off when you need to for a specified reason as long as you have documentation. IE: you set up intermittent leave for school, and if you need to call off just get your professor to write you up a note and you give that to your HR, and fax it to hewitt, and you're good to go. Abusing this will get you fired, but if you legitimately have school commitments which cannot be predicted, this is probably the best route for you to go.

 

[Nauzhror]

Sweatshop wages? You mean I am getting a raise?

Sorry, no, no raise. I apologize for getting your hopes up.

 

[whippingboy]

It really boils down to how much they like you. If you're well liked you can call off with no repercussion. If they don't like you, they use it against you.

 

[Mhugh220]

Depending on your HR, the following are the minimums set by corporate Target to get a CA, FW, and then termination. 3 written coachings for attendance within 1-2 months equals grounds for CA. 3 more written coachings after that equals a FW (within 6 months). One more verbal/written coaching on FW is termination (within 1 year). This will vary by ETL and HR. If they don't like you they will get you for every call out. But say they don't give you a coaching for a call-out and then you call out again later that month, that would only be 1 coaching for 2 callouts instead of 2 coachings.

I've seen some leaders make up coachings based on the attendance report in order to expedite the CA process, however that is technically not right to do. Once you are on a CA for attendance your time frame expands to 6 months. FW looks at the entire year.

 

[foof]

How do I call in sick? I called HR and they said. I was suppose to call the LOD, how would I know his number? Do I call customer service then say can I tallk to the LOD?

 

[commiecorvus]

Call the store, ask for the LOD.

 

[anathema]

Well...your shifts are kind of mandatory as well. If you're not overly concerned with keeping your job, sure, call in for the events.

Something required to graduate is of higher importance than something suggested to be able to keep making sweatshop wages.

Yes, yes, Target underpays us, they are the devil, etc, etc. I'm speaking objectively here, not suggesting that she should put Target above her schoolwork.

 

[bullseyekindaguy]

A funeral is covered under bereavement and would not be counted as a call-out for HR purposes.

Generally speaking, attendance is lumped under performance, and it's difficult to term someone who has issues with attendance only. If it's school which is causing you to have these issues, Target does offer something called intermittent leave, which basically means you can take off when you need to for a specified reason as long as you have documentation. IE: you set up intermittent leave for school, and if you need to call off just get your professor to write you up a note and you give that to your HR, and fax it to hewitt, and you're good to go. Abusing this will get you fired, but if you legitimately have school commitments which cannot be predicted, this is probably the best route for you to go.

"Intermittent Leave" is leave provided under FMLA (Family Medical Leave Act) leave, which can only be used for medical reasons... Intermittent leave would be used by a team member who needed to leave for a medical reason, but just for a short period of time. For example, if a team member needed physical therapy 2 days a week or an infusion, this would qualify for "intermittent leave." Even if the OP could take FMLA leave, you still have to be with the company for a 1 year and work at least 1,250 hours in the year prior to taking the leave.

The OP may qualify for personal leave, but I'm pretty sure it has to be approved in advance.

 

[60SecondsRemaining]

The great thing about FMLA is that its rather broad. And this specific situation may not fall under FMLA, I do believe there is an intermittent educational loa.

Also, iml via FMLA covers a broad range of things, I was able to use it when a family member needed care and I had to call out every now and then.

Target is very broad in its offerings and for education specifically they tend to have options.

Regardless, you may be better off just trying to work something out with your hr.

 

[Cheekyoh]

Hullo!

So I've been working at Target for three or so weeks. It's a new Target, and all we've just been pushing and dragging boxes. The Target has a new phone, but they didn't give it to us. Anyhoo, I was supposed to work Sunday at 8am. I had to call another Target to get the new phone # for my Target. When I called, it went to Voicebox, and kept stating that it was full. I called a couple of times (this was after 8) same thing. So I sent a text (just to be sure). They never clarified the policy to us (which I know now). And when I looked at my schedule online, my time on Sunday dissapeared.

I have work tomorrow at 8 again, I think they'll fire me, so I don't wanna even go in. But then they might not, so I know I should.

So, I'm sitting here having anxiety panics. What would you guys do?

 

[BobtheETL]

Stop having panic attacks. First thing you do tomorrow is contact HR directly in person, let them know you attempted to give advance notice, share # you called and what message you got.

Then come to work reliably and be someone that they don't want to lose. That's it!

 

[tarZHAYnotTarGET]

BobtheETL is pretty much spot on.

They've already invested some time and money in hiring and training you, they're not going to let you go that easily.

Go in, let them know the situation, and give as much detail as you can.

 

[Barcode]

I am a college student and have events come up frequently within the week of that do not allow me to ask for time off. Presently there are only three of us running the entire Starbucks, and one was in Chicago for the weekend. I would have found someone to cover it if there was someone to cover it. Unfortunately there was not, so calling out was my only option because the event is mandatory. I haven't been written up once yet and after today I shouldn't have to call out for a long time unless I'm sick. They weren't happy about it but my college career is my number one priority right now, not Target.

Just because events come up during the week, doesn't excuse you for missing work. You're supposed to set your availability so such things don't happen. Otherwise if you're scheduled to work you're expected to schedule other events around your Target Schedule.

You should only be calling in because of emergencies.

Well...your shifts are kind of mandatory as well. If you're not overly concerned with keeping your job, sure, call in for the events.

Something required to graduate is of higher importance than something suggested to be able to keep making sweatshop wages.

You should be taking care of that ahead of time, such as asking for the time off proactively. That is the grown up thing to do. Yes the wages aren't great, but its irresponsible to call in because something comes up.