i am in the fuel center. our lead fuel clerk is a mess. she misses more than she is there. she is horrible to customers. everyone complains on her nonstop. she is a joke to everyone at the store. i got 40 hours last year because she is on leave all the time. im fulltime now..shes decietful and lies on everyone. she makes up things about customer complaints all the time. i have been there 3 years and i have only worked with her 12 months out of those years. she is on constant leave. she is the reason i got full time. she has been there over ten years. management doesnt like her she is always sick but has doctors excuses. he says he cant fire her cause he is afraid of union. her customer complaint is outrageous..i have seen her first hand berate customers.. i dont know what to do. she brings chaos to the schedule all the time and with the other workers.
first of all, the problem is not her. The problem is management NOT WANTING TO DEAL WITH HER. Dealing with the union is just an excuse for management to do nothing sometimes. If rukles are followed then there is no problem with doing the write-ups and disapline that needs to be taken, if that includes termination. Only reason a manager would have to fear the union is if they have no clue how to do things correctly.
thats what i am thinking...they don't want to deal with it..give her her way and shes happy...its ridiculous how much she gets away with...i love my job and co workers and do an awesome job.. nobody likes her..even management....i am really confused at this..u know?
I would suggest start taking notes and getting a record of everything does wrong and stuff she tries to pull on you. Get your proof ready for when "the storm" comes and taking it up to management. If you have an entire record of stuff written down(times, days, shifts, who you worked with, management that day). What else are they suppose to say? lol
@ thewoman: Very solid advice. As a salaried manager, I can tell you, there is nothing more credible than documentation. And you don't need witnesses signatures; just listing the names in conjunction with the incidents/shifts is very compelling.
agreed. document 2 weeks worth of incidents and hand them in to a trusted comanager or directly to your store manager. be sure to express your concern for the happiness of our customers and let them know you are just trying to make sure we can exceed our sales goals through great customer service and following the gameplan for how things should be done.
also, bite the bullet and fix their mistakes while all this is going on. show you are able to do what they are currently not doing.
wow...thank you..i have never thought of documenting..i do know one time we were doing shift change and her drawer was 10 short i go back to re-add to make sure and she says she found 10 dollars holds it up..i trusted her as my supervisor. in the back of my head i kept thinking did she? but i got so busy with customers and we were slammed so at the end of closing me an accountant was doing my pan..10 short..i was furious. i called her at home and pretty much informed her and told her she lied. she acted clueless.. i took it to management the next day. i was furious. i have never been short.. he said it was my word against hers. i said pull cameras right now. i want to see it. he said the cameras wasnt on that day.. i ranted and raved for about an hour on how she is not a supervisor. she pulls it on the new girls but never me. he just said next time recount pan before she walks out the door. my arguement was if i cant trust my supervisor then we have a bigger problem. i am an excellent employee. never miss a day of work. never late. never leave early. employee of the month. customers have really good feed back on me...smile all the time. he told me that it was an issue between us and sometimes you need to stand up to her and confront her..i told him i have and it makes it worse. but documenting everything has never occurred to me. i have thought about calling our fuel manager over the district? her absentees alone should get her out the door..should i document and then call? what is your suggestion?
