So I have 12 hours this week. That's going to be a whopping $55-$65 after taxes and union. I could make more as a background extra on a movie set. I could make more raking leaves. I could make more selling on ebay.
Despite clashing with my front end manager today, I'm still there 10 months going on 11. That's a little more than some others on the schedule.
So while I am a lowly courtesy clerk, basically the serf of Kroger, does this mean I can "claim" hours? And if so, how exactly do I do that again? I don't want to step on too many toes, but I don't work for $60 a week either. Not for the crap I go through as a courtesy clerk.
You would've made more shoveling snow at Lambeau Field this week ($10/hr, free shovel and game tickets).
Sadly, you pay union dues. But hey, that means you're entitled to what the union contract says about claiming hours. As far as I know, you can claim a fellow clerk's shifts that are down below you. Though, it may or may not be late since it's already Saturday evening.
So does this mean I have to wait until next Friday and claim on the next schedule?
I basically work Wednesday and Thursday only.
meaning all other days are open.
My availability on the official roster is 100%.
The only availability I do not have right now is from 11 p.m. - 7 a.m. seven days a week.
That can be changed if needed, but at my particular store, we shut down Front End around 10 p.m.
After that it's both U-scan sections open, then at 11 p.m. we close the one by pharmacy and all we have are four U-scan registers until around 7, 8 a.m. the next morning.
Point is, I have almost all the hours needed for Front End open for availability.
I am just not sure how to try to claim the hours of someone else, one of my fellow courtesy clerks.
Do I have to tell them? Or just go to management? How does it work?
Yeah, at this point, you won't be able to "officially" claim hours.
Normally, once the schedule is posted Friday, you have until Saturday to make amends, including claiming shifts.
In my store, we were to let the front end manager know who's shift we're taking and at what day. The FEM signs off on it, and (hopefully) the affected person is notified. That's... pretty much it.
Again, since it's already past that deadline (unless you all have until Sunday at your store), you'll have to plead with any coworker under you to have them give up their shift for you. You might have luck with the newest person in your store, since he/she may not be well-versed with how things are done there.
I'd like to think even with all of my whining and complaining that I still have a high enough work ethic not to screw one of our newer courtesy clerks over on his or her shift.
Granted, if I was desperate enough for hours - and in this case I'm thinking about it - I might, but I wouldn't want that to happen to me, so I wouldn't do it to someone else.
It seemed to me by viewing our paper schedule tonight that almost everyone, cashiers included, got hours knocked down. Most of our courtesy clerks barely have 15 hours.
At least two others are in the same boat as myself, with 12-14 hours for the entire week.
You can't claim anyone's hours if it would knock them down to less than 15. The contract says if there is no problem with your availability, you are to be scheduled at least 15 hours a week!
You can't claim anyone's hours if it would knock them down to less than 15. The contract says if there is no problem with your availability, you are to be scheduled at least 15 hours a week!
Actually, YOUR contract says that.
MY contract says we can knock people all the way down to 12.
The OP's contract would probably say something different.
So the question is how can I see my 'contract' to know what I have or do not have?
and is this contract related to the union or just what I signed when I was hired?
Because in our state union participation is voluntary and not mandatory.
So if I signed anything it would have been related to the store and not union, as far as I know.
So the question is how can I see my 'contract' to know what I have or do not have? and is this contract related to the union or just what I signed when I was hired? Because in our state union participation is voluntary and not mandatory. So if I signed anything it would have been related to the store and not union, as far as I know.
If you're a union member, you should have been given a booklet that's basically the union's contract, containing everything from regulations, policies, disciplinary actions, and yes, shift structure.
If you don't have that booklet, someone else in the store might. If not, try your local's website. They should have an area where the contract is posted.
Of course, that's assuming that you ARE a union member, since you do pay union dues.
Whatever you signed at the beginning when you were hired is something that the union has negotiated and covered in what contract they may have with Kroger; it covers all employees: union or not. If you filled out that card to join the union and may have signed a few more documents, then those supplement the stuff you've signed before being officially hired.
tl;dr: Check with either a coworker or online for a copy of your contract.
-- Edited by NutritionWhore on Sunday 11th of January 2015 12:20:36 AM
If you're a union member, you should have been given a booklet that's basically the union's contract, containing everything from regulations, policies, disciplinary actions, and yes, shift structure.
If you don't have that booklet, someone else in the store might. If not, try your local's website. They should have an area where the contract is posted.
Of course, that's assuming that you ARE a union member, since you do pay union dues.
Whatever you signed at the beginning when you were hired is something that the union has negotiated and covered in what contract they may have with Kroger; it covers all employees: union or not. If you filled out that card to join the union and may have signed a few more documents, then those supplement the stuff you've signed before being officially hired.
tl;dr: Check with either a coworker or online for a copy of your contract.
-- Edited by NutritionWhore on Sunday 11th of January 2015 12:20:36 AM
As far as I know, I was never given any booklet related to the union. I *might* have some paperwork *somewhere*, but I do not remember ever receiving any information direct from the union.
I had a recruiter approach me about three weeks in to my employment. I decided to join because, well, it was a 'what-the-hell' moment. Didn't see any reason why I shouldn't and knew about unions more than just watching Sally Fields in action. Figured it wouldn't be that bad. Plus I was told that the initial fee for joining wouldn't be taken out until three more checks in. Which was true. After that all the way up to this point, I'm paying around $7 per weekly paycheck for union dues.
I am UFCW, would rather not say which one but sufficed to say it is the Atlanta market.
Then the UFCW [insert number here] should have a site and a contract posted within.
If not, just do some google snooping. If you come across one but is restricted to union members, enter the credentials requested (unions often keep contracts in "members only" sections).
Normally, you need to take FULL schedules before the cut off time for schedule changes. You and the person below you have to both be able to work the shifts given on the other persons schedule.
That's how that works.
As for union contracts... you'll need to talk to your rep and ask them for a paper copy or where to find it. I had to wait several weeks for the UFCW to ship out new contracts before receiving my latest copy.
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Would you like fries with th... I mean, your milk in a bag?
Normally, you need to take FULL schedules before the cut off time for schedule changes. You and the person below you have to both be able to work the shifts given on the other persons schedule.
This is the truth, unless you are an old timer on some contracts. Folks in Central Div hired before Sept. of 84 (I think?) could claim hours by the day, instead of by the week.
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My views don't reflect those of anyone, not even me. I may not have even made this statement. It's all lies, all of it!
just ask your customer service reps if someone calls out, ask them to call you first.
this happened to me but i had 19 hrs (normally always got 30) so i told them to always call me first. so they did and i got bumped up to 34 hours because i took 2 shifts. but i am cross trained and one of the only ones that know u scan.
I'd like to think even with all of my whining and complaining that I still have a high enough work ethic not to screw one of our newer courtesy clerks over on his or her shift. Granted, if I was desperate enough for hours - and in this case I'm thinking about it - I might, but I wouldn't want that to happen to me, so I wouldn't do it to someone else.
It seemed to me by viewing our paper schedule tonight that almost everyone, cashiers included, got hours knocked down. Most of our courtesy clerks barely have 15 hours. At least two others are in the same boat as myself, with 12-14 hours for the entire week.
Seems like nobody is getting hours if they are only scheduled 12 - 14 hours. How many courtesy clerks have more than 15 hours for the week? Do they have seniority over you? You need to look up your contract online. My contract states I can claim daily or weekly schedules.
It's getting close to the end of the fiscal year for Kroger, so they are going to try and slash as much hours as they can. Front end always takes the biggest hit. Chances are you got cashiers and baggers off for the entire week.
I am UFCW, would rather not say which one but sufficed to say it is the Atlanta market.
It's local 1996 that covers ATL division. I'm in that division. I've helped people claim hours and have been "victim" of hours claimed in the past, here's how it works.
Look at who is below you on the schedule. You can take a shift that is in your availability as long as they will still have at least 12 hrs. You need to do this before noon Saturday when the final schedule is set for the next week.
Put it in writing, what shift you are taking, from who and state they will still have at least 12 hours, and take that paper to store management. They may ask if the person had more hours than you but that doesn't matter except I think they're supposed to tell the union if that happens. They will have a folder to put these claiming of hours in to keep for the union in case things come up.
In that local, a part time person can claim shifts up to 40 hours for the week.
