I work overnight grocery clerk and when I got hired I told my then co-manager I couldn't work frozen because the cold hurts my hands due to arthritis and whatnot and all was well. Me and my grocery manager got into an argument last week and now he's scheduling me in frozen (I think permanently) and I told the now co-manager and he told me I needed a doctors note. That's not a problem for me but I'm already on the schedule for frozen (starting tomorrow). Any advice on what I should do, I will not work in frozen.
I work overnight grocery clerk and when I got hired I told my then co-manager I couldn't work frozen because the cold hurts my hands due to arthritis and whatnot and all was well. Me and my grocery manager got into an argument last week and now he's scheduling me in frozen (I think permanently) and I told the now co-manager and he told me I needed a doctors note. That's not a problem for me but I'm already on the schedule for frozen (starting tomorrow). Any advice on what I should do, I will not work in frozen.
If u don't have a doctors note you either work until Monday when you can get one or call in for 2 days the least expensive would be 2 work and then get the note. Don't have words with management as you can see its not worth it and that's a loosing battle, that's what the union is for but no don't argue. Just do your assignment and go home at your scheduled time. You probably wont get finished. Because your new to the area and you'll be stocking slow. There just hurting the store and the frozen department just to try to prove a point.that there king kong "up in here". If u think about its childish on there part.
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I just work at Kroger to keep me busy, Im actually rich.
What Sabathia said, just get through the two days you're scheduled there. Take an anti-inflamatory med and wear gloves. Win the war by conceding this battle.
Wear some really thick gloves with mittens under them (fingers are the worst for the cold), and a super-obnoxious snow skiing outfit. Work slow and do a really ****ty job so they won't ask you again.
Luckily, Kroger's freezer fans are set to pause when one enters the cooler. Wal-Mart's freezer fans would come on full-blast at scheduled times and were enough to freeze a polar bear to death.
Did they know of your condition when they hired you? If so I don't see how they can do this.
You have to be very, verycareful when hiring people and asking about medical conditions. In general, all you can ask is "Are you able to complete the tasks for the job which I would hire you for as is or with reasonable accommodation?" If the prospective employee answers yes, then later claims a medical issue, it's on them usually and not the company. Not trying to call out OP, just setting that record straight.
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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!
Luckily, Kroger's freezer fans are set to pause when one enters the cooler. Wal-Mart's freezer fans would come on full-blast at scheduled times and were enough to freeze a polar bear to death.
Are you sure about that? I've been in our freezer, with the doors open, breaking down a pallet, for 30 minutes at a time, and the fans stayed on the WHOLE time.
Luckily, Kroger's freezer fans are set to pause when one enters the cooler. Wal-Mart's freezer fans would come on full-blast at scheduled times and were enough to freeze a polar bear to death.
Are you sure about that? I've been in our freezer, with the doors open, breaking down a pallet, for 30 minutes at a time, and the fans stayed on the WHOLE time.
Every time I step into our frozen vault, the fans turn off. I'm pretty sure they stay off, too, because I know that door has been left open way longer than it should be, thanks to some of our more... absent-minded... employees. Of course, Kroger now has that new system in place that alerts management if any door that's part of a refrigeration unit is left open for too long of a period of time, so that should cut down on instances where doors are just left open for who knows how long because now people can more easily get into trouble for doing that.
You have to be very, verycareful when hiring people and asking about medical conditions. In general, all you can ask is "Are you able to complete the tasks for the job which I would hire you for as is or with reasonable accommodation?" If the prospective employee answers yes, then later claims a medical issue, it's on them usually and not the company. Not trying to call out OP, just setting that record straight.
There's a problem with asking a question like that. What happens if a person is hired to do one job and then suddenly switched to another job? A person may be able to physically handle the job for which they think they are being hired for, but might not be able to do a more physically demanding job. When Kroger pulls a switch like that, it reinforces the fact that they lie about everything and you can't believe a word they say.
Wear some really thick gloves with mittens under them (fingers are the worst for the cold), and a super-obnoxious snow skiing outfit. Work slow and do a really ****ty job so they won't ask you again.
Luckily, Kroger's freezer fans are set to pause when one enters the cooler. Wal-Mart's freezer fans would come on full-blast at scheduled times and were enough to freeze a polar bear to death.
This isn't true for every store.
In both the main freezer as well as the bakery freezer, the fans only shut off for a short period of time. The bakery one shuts off for a half hour at 10am, another half hour at 6pm, and once at like 2-3am or so, not exactly sure on that one.
Did they know of your condition when they hired you? If so I don't see how they can do this.
You have to be very, verycareful when hiring people and asking about medical conditions. In general, all you can ask is "Are you able to complete the tasks for the job which I would hire you for as is or with reasonable accommodation?" If the prospective employee answers yes, then later claims a medical issue, it's on them usually and not the company. Not trying to call out OP, just setting that record straight.
I was hired for grocery, not frozen, so basically I can complete the tasks required for my position, just not frozen. This is entirely on Kroger, I informed them multiple times and yet they still scheduled me. I called in and I'm going to get a note by the end of the week. If they try to write me up for call ins or give me any **** I will go to the union and tell them they had prior knowledge to my condition and didn't heed my warnings when they still had time to change the schedule.
In our store, the Grocery manager is in charge of Grocery, frozen, dairy and liquor. Frozen has a lead. and Dairy has a manager. The part time employees work between the three departments.
Not in my store, they have their own hours and own personnel.
Frozen is part of the grocery department, but at my store there's day grocery and night grocery. Day grocery is bread, dairy, and frozen food. The people who run those departments report directly to store management. Night grocery is overnight stock. Night grocery has a grocery manager who oversees things.
Did they know of your condition when they hired you? If so I don't see how they can do this.
You have to be very, verycareful when hiring people and asking about medical conditions. In general, all you can ask is "Are you able to complete the tasks for the job which I would hire you for as is or with reasonable accommodation?" If the prospective employee answers yes, then later claims a medical issue, it's on them usually and not the company. Not trying to call out OP, just setting that record straight.
I was hired for grocery, not frozen, so basically I can complete the tasks required for my position, just not frozen. This is entirely on Kroger, I informed them multiple times and yet they still scheduled me. I called in and I'm going to get a note by the end of the week. If they try to write me up for call ins or give me any **** I will go to the union and tell them they had prior knowledge to my condition and didn't heed my warnings when they still had time to change the schedule.
You need to contact the union now. They need to be informed asap or this could just snowball. Everything that happens document it, get witnesses if you can, get the store union steward involved in ANY conversations you have with management. Send copies of doctor notes, etc. to union. Start documenting everything now, it gets harder to remember when things start going south, trust me I've been there.
In some divisions, (like the atlanta division) Frozen is part of Grocery. They share hours with grocery as well as sales.. you can't even get management to give you a figure on how much sales Frozen does because it's combined with Grocery.
At OP: If you can't get anywhere with management, request a transfer.
In some divisions, (like the atlanta division) Frozen is part of Grocery. They share hours with grocery as well as sales.. you can't even get management to give you a figure on how much sales Frozen does because it's combined with Grocery.
At OP: If you can't get anywhere with management, request a transfer.
You're able to pull up frozen sales figures on barneyweb if you have citrix access. In our division the grocery umbrella is Frozen, Dairy, Dry Grocery, Nutrition(as of next Monday). They are run entirely separately, but ultimately the grocery manager is ahead of it all, even though they play no role in the other departments.
