Joined: 04 Dec 2007
Posts: 73
| Posted: Sat Jan 05, 2008 3:13 am Post subject: How does a "write up" work? | |
| How does a write up work? How many people have to get involved before, let's say, a specialist is written up for anything? | |
Joined: 23 Dec 2007
Posts: 23
| Posted: Sat Jan 05, 2008 4:49 am Post subject: | |
| I don't know the answer to your question, but my question is why does a manager not already know? It may sound like I'm being argumentative, but I'm not. That really was my first thought when I read your post. | |
Joined: 04 Dec 2007
Posts: 73
| Posted: Sat Jan 05, 2008 12:36 pm Post subject: | |||
I do know the answer to the question. There is a process in place to have someone written up. It is verrrrry tedious. It seems as though there are a lot of people very concerned about being written up on here. I wouldn't want to live in fear everyday at work that I might be written up. Maybe it would help ease their minds if they understood the process. |
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Joined: 15 Nov 2007
Posts: 24
| Posted: Sat Jan 05, 2008 1:51 pm Post subject: | |
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Then why don't you just spit it out. Inform everyone right off the bat instead of playing 20 questions?
Oh, and unlike assemblerman I do mean to be argumentative. Unfortunately, I can't hang around I'm outta here for next 5 days. |
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Joined: 04 Dec 2007
Posts: 73
| Posted: Sat Jan 05, 2008 5:55 pm Post subject: | |
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Alright, check it out...
I was reading another "thread" on the new dress code. Much like every other thread, there is usually someone concerned about being written up for something that isn't Lowe's policy. So here is the way it goes... First, a zone, admin, sales, ops mgr writes up the form. In the write up, they have to state what policy is being violated. Second, it gets placed in the hands of the Human Resources Manager - who, in turn, approves or denies the write up. This is based off of if it is legally a violation of company policy. Third, the Store Manager reviews the write up - and puts his/her stamp of approval on as well (also verifying that it is consistant with Policy & Proceedure, legally just, and consistant). The Store Manager gives it back to the original issuer once approved. Finally, the manager who wrote it up delivers it to the associate. Like I said...pretty tedious! Now on a side note, I have been written up several times, and even carry the honor of a Class A Violation. For me, being written up is much easier than writing someone up. I rather sign a paper saying "be on time" than have to sit down and tell someone they stink and need to take a bath. 
I hope this shines a little light on the whole process! |
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Joined: 23 Dec 2007
Posts: 23
| Posted: Sun Jan 06, 2008 2:29 am Post subject: | |||
That's good info, thanks. I didn't know what the process was and now I do. Just like any procedure though, this one is not fool proof. If the management didn't like an employee for some reason, it would be within reason for 3 managers to work together to "build a case" against that employee and get them fired. Arguably that employee is most likely a liability to the company if the management feels like they need to get rid of them, but it is possible that the person is an asset to the company and gets the shaft. Personally, If I felt the management in my store had some "problem" with me I would start looking for work elsewhere, but that's just me. If there is an employee who refuses to comply with some in-store policy, can they get written up for that? In other words is there a corporate policy that says stores can make and enforce their own policy? It is like that in the military. Commanders can make and enforce their own policies as long as those policies add to existing regulations and don't conflict with them or make them more lax. |
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Joined: 11 Nov 2006
Posts: 295
| Posted: Sun Jan 06, 2008 4:52 am Post subject: | |
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What is the process for writting up a store manager?
If its call the lowes open door policy. Its outsourced to a 3rd world country paying .50 cents an hour to while they dont give a rats ass about your situation........i called it once told the indian guy to piss off..... |
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Joined: 04 Dec 2007
Posts: 73
| Posted: Sun Jan 06, 2008 4:59 am Post subject: | |||
True. Definitely not full-proof. To answer your "in-store policy" question, yes and no. Lowe's policy is Lowe's policy. We don't -err- shouldn't make our own rules. When this happens, your HR Manager is there to protect you from write ups inconsistant with P&P. However, you can be written up for almost anything under "Poor job performance," but proof must be provided to do this, for example, a copy of a worklist not completed. One thing I did not add from before... You have to be written up 3 times before being terminated (in simple cases). For example, if you are always late, first you receive your INITIAL WARNING then a WRITTEN WARNING then a FINAL WARNING then TERMINATION. You cannot combine different problems though. If you are late and get an INITIAL WARNING and you screw up on an order, you will get another INITIAL WARNING. So, someone can be written up several times before anything really severe can happen. |
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Joined: 19 Nov 2003
Posts: 16
| Posted: Tue Jan 08, 2008 4:05 pm Post subject: | |
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Well, if were going to discuss "write ups" then we need to discuss the heavy handed way management tries to get the "offender" to sign off on the charges.
How do I know about these "un-written" policies? I worked for Lowes for almost 4 years and saw it happen and then was a victim of something similiar myself. Anyway, say all the steps mentioned are completed and the member of management calls the employee back to HR to confront him/her with the write up. Lowes MUST have a witness in the room with the member of management who is attempting to discipline the underling. What they DON'T tell you is that YOU can have a witness accompany you as well! You can also ask for a copy of the company policy that was supposedly violated as well. In addition, I would strongly encourage anyone being "written up" to take a tape recorder into the meeting as well. This is to make sure anything said by either party can be documented later on. Finally, NEVER, NEVER, NEVER SIGN ANYTHING!!! When you sign, you are admitting guilt or inappropriate behavor based on THEIR charges. You will immediately lose any legal recourse you might have so, DO NOT SIGN ANYTHING! Store management will say ANYTHING to get you to sign...they will tell you that you have "no choice" or "we have evidence" or use any number of other excuses just to get your signature. Thus the reason for the tape recorder. You would not believe how many former fellow emplyee's just casually went ahead and signed the write up that was stuck in front of them when they weren't guilty of anything. This is all part of Lowe's store management's attempt to "build a case" against an employee. When you have received your final warning, you can (and most likely will) be fired as soon as they are thru with you. When I worked for Lowes, we had a DM that called all of his stores and instructed them to terminate anyone who was already on Final Warning. How did the stores do this? They came up with some trumped up charge against the employee's and out the door they went! In certain states, Lowes can (and will) terminate you at any time of the day, for any reason, just to satisfy their whims. I was terminated for something that happened to me while OFF THE CLOCK! I used legal means to be fairly reimbursed for this action. Lowes and all their HR managers are NOT there to help YOU, they will look out for their interests and the companies' interests (in that order) first and foremost. |
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Joined: 11 Nov 2006
Posts: 295
| Posted: Tue Jan 08, 2008 5:53 pm Post subject: | |
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I was taken behind closed doors numerous times and every time I refused to sign the sheet. the sales manager I had was concerned for her job when I stated I wanted to apply for the sales manager program. Hence I was written up 3 times for Bullshit excuses. All of which I refused to sign. And the manager documented that in the folder "refused to sign". Well the jokes on him/her now. They know what they did. And this person will not dare look me in the eye or speak to me now that I am away from the store.
With them knowing what they did and me knowing the bull shit that I went through it's probably in his/her best interest to always look the other way to keep from being called out in front of hundreds of store employees when I visit the stores because I can and will do it. Just because I was written up doesn't mean I didn't keep a file on every incident myself for proof of issues I dealt with. Sadly the folder has collected dust while the management staff continues to bull shit his/her staff daily into submission of signed paperwork! |
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Joined: 04 Dec 2007
Posts: 73
| Posted: Wed Jan 09, 2008 6:55 pm Post subject: | |
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Being involved in many workers comp claims...
Beyond popular belief, the only good a write up does is state the conversation took place. It makes no difference whether you sign the document or not. At the bottom it specifically states that just because you are signing the "write up" does not mean you necessarily agree with it. You also have a place to write just that under "employee comments." In a workers comp claim, these forms are submitted to the judge/moderator. |
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